Gender Equality Scheme

1
Gender Equality Scheme

• Our vision is this
• We will, in our employment practices, student
  services and partnerships, identify and eliminate
  all forms of gender stereotyping, discrimination
  and sexism and become an institution where a
  gender scheme is no longer required.

2
What is the Gender Duty?

• The Equality Act 2006
• The duty to promote gender equality has two
  parts General Duty and Specific Duty

3
General Duty

• Eliminate unlawful discrimination for women and
  men.
• Eliminate harassment for women and men.
• Promote equality of opportunity between women and
  men in all of its functions.

4
Specific Duties

• These are to
• Prepare and publish a Gender Equality Scheme
  setting out gender equality objectives.
• Have considered whether there is a need to
  include actions to address the causes of the
  gender pay gap.
• Gather and use information on how polices and
  practices affect gender equality in the workforce
  and in the delivery of services to students.

5
Specific Duty Continued

• Consult with staff, trade unions, students, the
  Student Union and visitors who use the
  Universitys services.
• Assess the impact of current and proposed
  policies and practices on gender equality.
• Implement the actions outlined in the Gender
  Equality Scheme Action Plan over a three-year
  period.
• Report annually on progress and review the Gender
  Equality Scheme at least every three years.

6
Action Plan

• Three year cycle
• Four sections
• Identify Visions and Goals
• Develop Equality/Diversity Behaviours, Cultures
  and Accountability
• 3. Monitoring Systems
• 4. Communicating Commitment and Progress

7
Corporate Actions

• Establish a gender equality working group
• Use and/or enhance management information systems
  to develop a range of gender-related data
• Review flexible working and gather information on
  national good practice in order to develop new
  flexible working policies.
• Complete an equal pay audit and implement any
  required actions
• Identify relevant policies and proposals and set
  a timetable for Equality Impact Assessments,
  including gender to take place.

8
Corporate Actions continued

• Staff and students to receive equalities
  awareness training, including gender awareness.
• Develop communication mechanisms that will inform
  staff, students and other service users of the
  Universitys commitment, progress and items of
  interest on gender equality internally and
  externally.
• The inclusion of appropriate questions in
  relation to gender in all corporate mechanisms
  for consultation.
• Update corporate and departmental policies,
  strategies and action plans to reflect the Gender
  Equality Scheme.

9
Achievements so far

• Gender Equality Working Group
• Senior Manager Gender Champion
• Equal Pay Review
• Equality Impact Assessments (EIAs)
• Equality session is part of the Staff Induction
  programme
• HR Data monitoring
• Equality Portal Page
• Exit Interviews

10
Areas of Underachievement

• Student actions are not moving forward
• Consultation and Flexible Working agenda has yet
  to be engaged with
• Whole area of work regarding procurement

11
Actions in progress

• Core Executive and ED Committee members Equality
  Diversity training
• Transgender guidance material for managers and
  staff
• GES Annual Report

12
Planned Actions for the next 6 months

• Sign-up to Athena Swan Award
• People managers training programme
• On line training for all staff
• Consultation Week
• Continued monitoring and enhancement of HR data
• Continued monitoring and reporting of EIAs
• Whatever else we decide as a Working Group to
  drive this agenda forward!