Solat Chaudry

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Solat Chaudry

• Sharing Equality Diversity Best Practice

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Equality Bill Briefingby EHRC

• Kirtikumar Doshi
• October 2009

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Government's Equality Bill

• Commission's response to the bill, provisions
  for
• a socio-economic duty
• outlawing age discrimination
• introducing a single public sector duty
• tackling the gender pay gap
• promoting equality through procurement
• clarifying aspects of discrimination law
  and positive action
• Parliamentary Briefing for the second reading

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1. Socio-economic duty

• Some of most deep rooted discrimination
• One of many complex structural causes
• Driver of social mobility
• EDUCATION key
• Tool for health authorities
• Creating social change

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2. Age Discrimination

• Covers goods, facilities services
• Mandatory retirement age remains
• Premiums on age remain legal
• EHRC research on ageism in health social care
• EHRC wants abilities rather than DOB
• Guidance, working with NHS

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3. Public Sector Equality Duty

• Currently legal requirements race gender and
  disability
• Covers all types of inequality
• Focus on results, not box ticking
• Simplified approach, one single duty, one EIA
• Cross over benefits
• EHRC view that specific duties needed to
• Evidence gathering prioritise, via EIA
• Disability distinct
• June, Gov office consultation on specific duties
• Code of Practice due prior to 2011 implementation

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4. Gender Pay Gap

• Transparency
• Some sectors difference stark
• 60 in Finance
• Private sector 21.7
• Public Sector 13.8
• EHRC consulting re measuring and publishingthis
  summer.
• Report by 2012/13 final report for all 250
  employee organisations

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5. Procurement

• 180 billion pa from public sector
• Guidance needed
• EHRC wants Single Public Sector Equality Duty to
  make explicit link to ED and procurement
• Office of Government Commerce to reform Pre
  Qualification Questionnaire, with EHRC
• Streamline and clarify

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6. Enforcement and clarifying the law

• Complexity of the law
• Clarification consistency
• No hierarchy of rights
• Disability distinctive
• Malcolm judgement EHRC proposal disability
  related less favourable treatment
• Coleman case and discrimination by association

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7. Positive Action

• Confusion (PQs for second reading)
• Positive actions vs discrimination
• Business benefits re representing community
• Role models in schools
• Tipping factor for tie break
• Positive discrimination remains unlawful
• EHRC guidance

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8. General Guidance on the Bill

• Statutory Codes of Practise informal materials
• EHRC Six weeks consultation on non statutory
  guidance for priortisation
• Web based survey
• http//www.equalityhumanrights.com/en/projects/ne
  wequalityact/ page/equalitybillbriefing.aspx
• Available by July 2010
• Statutory Guidance parliament by late 2010 in
  time for implementation in early 2011

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Lunch

• Back at 1pm

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The Castle College NottinghamExperience
Sarah Dennis
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A Challenge for all of us

• We are all passionate about making a difference
  and there is much to do we need to work
  together to share best practice and ideas and
  remember we all have the same challenges.
• I have been asked to share some of the thoughts
  we at castle have had to meet these challenges

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Training to raise awareness

• Mandatory half day for all permanent staff
• Offer more flexible for sessional staff (distance
  learning/on-line)
• More accessible content around culture and ways
  of working
• Communication Rules Words Vs Tone Vs Non Verbal
  communication
• Cover basic legislation but emphasise it is about
  they way we behave and work
• Use of intranet to make information user friendly
  and accessible especially resources

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Learner Voice

• Central to Equality and Diversity
• Learners can be involved in everything from
  strategic thinking and planning, policy and
  procedure development, curriculum development,
  impact assessments
• Learners can provide valuable information about
  accessability, learning environment, feeling
  safe..
• Learners can provide feedback but need to see
  action as a result
• Need more celebration of achievement

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Ofsted Framework

• Increased emphasis on narrowing the achievement
  gap between particular groups need specific
  targets agreed across the organisation and
  everyone understands their role in making the
  improvement
• On-line reports which make data accessible and
  drill down to individuals
• Embedding of E and D into the curriculum need
  accessible resources and support
• Staff profile to reflect student profile
  mentoring, leadership programmes, open events
• Demonstrating impact of policy and procedures
  the so what scenario

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Single Equality Scheme

• Comprehensive document which needs to be
  distilled for staff and students
• Selection of targets need to be achievable and
  shared by whole organisation
• Use of intranet and website to demonstrate
  commitment and progress being made
• Annual report on workforce and students to
  governors

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Impact Assessments (IAs)

• Embedded across the organisation
• Great process to raise awareness of six strands
  and how we could inadvertently affect individuals
  and or groups
• Improves what we do and ensures policies,
  procedures are inclusive
• Involve learners in student policy development
  and IAs

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Equality and Diversity Local Network

• EMFEC coordinating network next meeting on
  Wednesday 25 November 2009 12.15 pm (networking
  lunch), 1.00 - 3.45 pm (meeting)
• EMFEC, Robins Wood House, Aspley, Nottingham
• Need broad range of providers
• Support from LSIS
• Opportunity to share best practice
• Action Research Project(s) to evaluate impact

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Equality and Diversity in Self-assessment

• Jim Aleander
• 21 October 2009

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Self-Assessment

• Self-assessment updated guidance
• Oct 2008
• Self-assessment and health, safety and welfare
  March 2009
• Self-assessment and equality diversity October
  2009

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(No Transcript)
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Equality and Diversity (1)

• Use of terms
• Current policy and regulation the Equality Bill
• EHRC and Ofsted
• The Framework for Excellence

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Equality and Diversity (2)

• The Learner Voice
• Workforce leadership and development
• Sources of support
• AoC, ALP, NIACE
• Support for learners

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Equality and Diversity (3)

• Case Studies
• East of England colleges and WBL
• Leeds City College
• LSIS
• Enhancing practice
• Equality and diversity leadership toolkit

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Funding Body Expectations

• The LSC
• Setting expectations, support
• ED Impact Measures
• Single equality schemes
• Successor Bodies and others DWP, HEFCE

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Engagement

• Learners and potential learners
• Employers
• Communities
• Peers
• Support services

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Is mental health getting a look-in?

• Kathryn James
• Programme Director
• NIACE

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A model for Mental health and well-being
Mental health and positive well-being Mental health and negative well-being
Mental ill-health and positive well-being Mental ill-health and negative well-being
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• Promoting mental health and well-being for
  learners and staff is a winwin situation
• Participation in learning and being in work are
  good for mental health and well-being
• There is good practice but the FE sector is not
  immune from negative experiences and poor practice

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Is mental health getting a look-in?

• Key policy drivers
• No One Written Off Reforming welfare to reward
  responsibility (DWP 2008)
• Working for a Healthier Tomorrow (2008)
• New Horizons Public Mental Health Strategy (2004)
• Mental Health and Employment (Perkins Review)
  (2009)

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• Learning for Living and Work Improving education
  and training opportunities for people with
  learning difficulties and/or disabilities (2006)
• Commission for Disabled Staff in Lifelong
  Learning (2008)
• LSC Mental Health Strategy The Way Forward
  (2009)
• Healthy FE Framework

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Barriers

• Stigma
• Disclosure
• Lack of awareness about reasonable adjustments

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Organisation Materials Website address
Mindful Employer Charter, resources, links and news www.mindfulemployer.net
Health and Safety Executive Stress management standards and good practice examples www.hse.gov.uk http//www.hse.gov.uk/stress/stadards/pdfs/indicatortool.pdf
Shift Line managers resource a practical guide to managing and supporting people with mental health problems in the workplace. Resource booklet is available on the website. www.shift.org.uk
The Mental Health Foundation Latest news on mental health issues. There are also fact sheets, publications, and an A-Z of mental health terms. www.mentalhealth.org.uk
NIACE Mental Health Partnership programme. Briefing sheets, events, listings and moodle. Working Well Training and Network. http//moodle.niace.org.uk/moodle/
Health, work and well-being Government project to well-being of working-age people www.workingforhealth.gov.uk
University and College Union (UCU) Extensive range of health and safety fact sheets relating to further and higher education, including a stress toolkit. www.ucu.org.uk
Mental Health First Aid Details of a course to support people with mental ill health. The website has a list of further contacts. www.mhfa.org.uk
BBC Web pages on emotional health including coping techniques. www.bbc.co.uk/health/conditions/mental_health/index.shtml
Mind Information on all aspects of mental health www.mind.org.uk
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• For any further details contact
• Kathryn James Programme Director
• kathryn.james_at_niace.org.uk
• Carol Anne Taylor Regional Project Officer
  Mental Health
• carolanne.taylor_at_niace.org.uk

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Workshops

• Nuthall 1 Evidencing Good Leadership and
  Management of ED Alison Scott, EMFEC
• Fountain Room 1 2 (near Restaurant) Supporting
  Self-assessment for ED Jim Aleander, Principal
  Learning Ltd
• Nuthall 2 Fitting if all together setting ED
  in our everyday life as a provider Sue Daley,
  Boston College
• Nuthall Suite QA session Investing in
  Diversity Solat Chaudry, NCFD

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Conclusions

• Thanks
• Evaluations Book to Read
• Next steps
• And finally

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From the undesirable Ds..

• Disbelief
• Disheartened
• Disengaged
• Disappeared

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To the desired Ds

• Were going to disappear now, but
• Define what it is needed
• Decide what and how its going do be done
• Be Defiant in Driving the future!

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THANK-YOU

• Enjoy your journey
• towards achieving
• equality diversity
• embedded excellence