Following publication of the College’s Equality & Diversity Annual Report 2012, an internal consultation with relevant stakeholder led to the identification of seven key equality objectives as a focus for work until 6 April 2016. These objectives are reviewed in the light of each subsequent Annual Report and revised as appropriate with more detailed actions identified to support each overall goal.
The objectives cover a range of protected characteristics that the College has recognised require further action in order to eliminate discrimination, harassment and victimisation; advance equality of opportunity; and foster good relations.
The objectives as outlined below include an overview of College-wide activity to be implemented over the four years to 6 April 2016. Schools and
Directorates are encouraged to devise their own local action plans based on the information contained in the Annual Report and broad actions below. In addition, the Equalities Staff will be seeking to establish project groups to take priority elements of the plan forward and representatives from particular Schools and Directorates will be asked to join and contribute to these as appropriate. If areas are uncertain about the best way to make a contribution to the plan, they should contact Debbie Epstein, Equalities Manager, Tel: 020 7848 3767 or Email: [email protected]
Progress against these objectives will be monitored centrally by the Diversity and Inclusion Steering Group and will be reported on a termly basis to the Principal’s Central Team.
1 Ensure equality and diversity is embedded in everything the College does
Actions Tasks Implementation by Lead responsibility78
1.1 Consideration of how best to roll out mandatory training for all staff covering equality, diversity and unconscious bias
Unconscious bias workshops delivered to Academic Staff Committee and School Executive Boards
Unconscious bias training delivered for all Athena SWAN- related staff
E&D and unconscious bias module developed for Fit for King’s
Proposal developed for provision of unconscious bias and
Term 2 2013-14 Terms 2 & 3 2013-14 Term 3 2013-14 Term 3 2013-14 Director of HR-OD Director HR-OD Dep. Director Estates (HR-OD)
Director HR-OD
7
The following abbreviations have been used throughout the action plan, Human Resources (HR), Organisation Development (OD), Remuneration & Policy (R&P),
Information Development & Analysis (IDA), Student Data and Analytical Services (SDAS), Student Conduct and Appeals (SC&A), Health, Environmental and Safety Protection Office (HESPO), Disability Advisory Service (DAS), Academic Support & Quality (ASQ), Diversity and Inclusion Steering Group (DIG)
8
47 E&D Training for all staff
Options for face to face module on recruitment and selection and admissions and unconscious bias produced and
submitted to DIG for approval
New training programme delivery completed
Term 3 2012-13
Term 1 2014-15
Director HR-OD
Director HR-OD 1.2 Consideration to be given to
development of joint informal process covering both staff and students for dealing with
complaints of harassment, bullying and discrimination – with network of trained harassment advisers
Proposal developed and agreement sought
Policy drafted and approved
Network recruited and trained
On-going support for network members identified
Publicity campaign delivered and network and policy launched Term 1 2014-15 Term 2 2014-15 Term 3 2014-15 Term 3 2014-15 Term 1 2015-16 Director HR-OD Director R&P (HR-OD) Director HR-OD (HR-R&P) Director HR-OD Director HR-OD (HR- R&P)
1.3 Equality Analyses Framework promoted and built into the development and review of policies
Finalise framework
Devise mechanisms for routine consideration when policies revised or developed
Schedule for priority areas for analysis devised and agreed
Term 2 2013-14 Term 3 2013-14 Term 3 2013-14
Director HR-OD (HR-R&P) Director HR-OD (HR-R&P)
Director HR-OD (HR-R&P)
1.4 Equality Analysis of Recruitment Work undertaken to improve systems (e-recruitment or otherwise) for collection of recruitment data
Action taken to improve the usage of data collection systems by users
Equalities practice embedded into guidance and policy relating to recruitment
Terms 2 & 3 2012-13 Terms 2 & 3 2012-13 Term 3 2013-14
HR Service Centre Manager
HR Service Centre Manager (HR-OD)
HR Service Centre Manager (HR-OD)
1.5 Diversity & Inclusion Steering Group established to lead on matters at the College
Group meets termly to progress the action plan and hold contributors to account
Reports provided to PCT
On-going
Termly after each meeting
VP- Innovation & Research (HR-OD)
VP-Innovation & Research
2 Implement comprehensive equality monitoring and analysis across the College
2.1 Key points of learning in relation todata analysis embedded into future annual reporting
Colleagues with responsibility for providing data to inform the annual report briefed on amendments and
improvements
Data provided for 2014 Annual Report according to brief
Annual report 2014 produced
January 2014 March 2014 30 April 2014 Manager HR-IDA, Director of Admissions, Head of SDAS As above Director HR-OD
48 2.2 Consideration of an approach to
recording and monitoring cases of staff and student bullying and harassment that reach the formal and informal stage
Best practice in relation to monitoring in this area collated from the sector
Proposals shared for approval
Process developed Process publicised Term 2 2014 Term 3 2014 Term 3 2014 Term 1 2015 Director HR-OD
Director HR-OD (HR-R&P, SC&A)
Manager SC&A and Director HR-R&P
Manager SC&A and Director HR-R&P
2.3 Consideration of an approach to recording and monitoring cases of staff disciplinaries, grievances and training
Assess the processes required to collect and collate this information
Proposal devised for discussion and approval
Process developed and shared
Term 1 2015-16 Term 2 2015-16 Term 3 2015-16 Manager HR-IDA (HR-OD) Manager HR-IDA Manager HR-IDA 2.4 Consideration of an approach to
recording and monitoring student regulatory activity
Assess the processes required to collect and collate this information
Proposal devised for discussion and approval
Process developed Term 1 2015-16 Term 2 2015-16 Term 3 2015-16 Manager SC&A (HR- OD) Manager SC&A Manager SC&A 2.5 Improvements to E-recruitment to
ensure usable data is produced
Systems reviewed and developed to enable collection of relevant data (E-recruitment or otherwise)
Interventions developed and rolled out to improve the use and quality of data input
Terms 2 & 3 2013-14 Terms 2 & 3 2013-14 HR Services Centre Manager HR Services Centre Manager (HR-OD)
3
Increase the proportion of women in senior academic roles
3.1 Implementation of the College’s Bronze Athena SWAN Action Plan
See separate Bronze action plan for details of 43 specific actions
On-going reporting of progress and barriers to the Athena SWAN Steering Group
2013-2016
On-going until April 2015 when combines with DIG
Director HR-OD (various Directorates)
Director HR-OD 3.2 Achievement of Athena SWAN
Silvers in all the STEMM Schools by April 2015
Based on the agreed Athena SWAN submission deadlines for each submitting unit:
Data provided to submitting units in a timely fashion to inform their activities
Units analyse data and devise suitable actions
Interventions are implemented
Impact of interventions measured
Submissions drafted and finalised
Implementation of Silver Action Plans
Terms 2 & 3 2013- 2015 2013-2015 2013-2015 2013-2015 2013-2015 2013-2018 HR-IDA, SDAS Admissions STEMM Schools STEMM Schools STEMM Schools STEMM Schools STEMM Schools STEMM Schools 3.3 Participation in the Gender Charter
Mark by the Schools of Arts and Humanities, SSPP and Law
Department of Social Science, Health and Medicine (SSHM) to submit for Bronze by April 2014
Once Charter Mark launches, three Schools to actively
30 April 2014 Term 1 2014-15
Head of Department SSHM
49
engage in Champions Network and embark on data analysis/action planning cycle (October)
At least one School to submit to the Charter Mark in its first round
November 2014-15 (Estimate)
& Sciences
Head of School Arts & Sciences