equal opportunities action plan 2007/08 · 2016. 12. 19. · feb 2017 use benchmarking to inform...

MIDKENT COLLEGE – EQUALITY, DIVERSITY AND INCLUSION ACTION PLAN, 2016-2018

(This action plan should be read in conjunction with MidKent College’s Diversity and Inclusion Strategy 2016-2018)

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Target Outcome

Related Protected Characteristic \ Public Sector Equality Dutyi

Action Lead Person/Team

Timescale Measure of Success Progress and Impact

1 – Outstanding teaching and learning provision

1.1 2016-18 target

All

Eliminate unlawful

discrimination, harassment and

victimisation. Advance equality

of opportunity

Review Ofsted reports since August 2015 (introduction of new CIF) to identify examples of good practice from organisations which have achieved Grade 1 for quality of teaching and learning assessment (with a focus on E&D activity)

Interim Assistant Principal, Quality

Review: October 2016 Review: December 2016 Review: Feb 2017

Use benchmarking to inform improvements for MKC, as evidenced by CPA and Learning Walk Reports

1.2 2016-18 target

All

Eliminate unlawful


victimisation. Advance equality

of opportunity

Monitor student characteristics (age, gender, ethnicity, disability and free school meals) by level of course, attendance, achievement, retention on a termly basis, looking at 3 year trends for any changes


Monthly, by Faculty and Department

D&I Committee, Faculty Directors Meeting and termly CPR’s to recommend proactive steps to undertake to address findings from observations and trends.

1.3

All

Benchmark the college against national FE averages according to


1. Teaching and learning assessment improves by



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Target Outcome




2016-18 target

Eliminate unlawful


victimisation.

Advance equality of opportunity

NAR (National Achievement Rates) tables.

Annually In year data

demonstrating a majority of low risk judgements from the observation of teaching and learning assessment process. 2.Objective assessments by external assessors (in year data)

1.4 2016-18 target

Religion & Belief


The Chaplaincy programme began in Sept 2014 initially with Christian Chaplains. Programme to be expanded to include Chaplains from other religions.

Corporate Services and HR Director Religion and Belief Champion

December 2016 Annual, ongoing

Multi-faith chaplaincy programme in operation for staff and students at both campuses Annual event in Medway and Maidstone each year.

1.5 2016-18 target

LGBT+


Manage the SPECTRUM support and social group for LGBT+ students, providing appropriate support as needed. Work with the Student Union to engage with potential membership.

LGBT+ Champion Annual survey, July 2016

Review students views of the SPECTRUM group with an anonymous student survey and respond to any suggestions and issues raised.



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Target Outcome




1.6 2016-18 target

All


Continue monitoring of all nine protected characteristics for students through student survey via Moodle

Diversity and Inclusion Advisor

Annual survey

Annual monitoring survey for students ensuring anonymous and confidential records, included in Annual report. Respond to any suggestions and issues raised.

1.7 2016-18 target

All


Hold focus groups to assess student perception of promotional materials.

Head of Communications and Marketing

Annually by July 2017

Use feedback to impact marketing decisions and outcomes

1.8 2016-18 target

Disability

Eliminate unlawful


victimisation.


Ensure accessibility of sites and facilities for all users by carrying out an annual audit. Take action as appropriate

Head of Facilities/Health & Safety manager

Ongoing

Annual Audit and issues raised addressed by audit targets

1.9

2016-

All

Eliminate

Providing information about bullying and anti-harassment processes

Welfare Manager (SAFE)\Senior Personal

Ongoing Youth Work Team\Personal Development Tutors to



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Target Outcome




18 target

unlawful discrimination,

harassment and victimisation.


for learners Development Tutors\Youth Workers

hold targeted activities during Anti-bullying week. Youth Work to develop peer mentors to be involved in role modelling and be-friending scheme.

1.10 2016-18 target

Religion & Belief


Carry out a review of Prayer Room spaces in consultation with users across the campuses to ensure they are maintained and utilised appropriately.

Religion & Belief Champion

February 2017

User input from chaplaincy team, staff and students received and recommendations carried forward to DIC.

1.11 2016-18 target

All


Success and retention rates of all groups of students to be within 4 percentage points of College average

Deputy Principal, Curriculum

July 2018

Success and retention for all E&D groups within 4 percentage points +/- College average.

1.12 2016-18 target

All


Review student ‘Review’ processes and action planning for E&D for work-based assessment”

(Director of Employer Engagement) Assistant Principal

Ongoing, Termly

Curriculum Performance Audits (CPAs) reviewed for WBL comments, to be



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Target Outcome




Apprenticeships carried out termly and will cover E&D themes.

1.13 2016-18 target

All

Fostering good relations

Advance student knowledge of, and contribution to ED&I agenda. Promote understanding and acceptance of people holding protected characteristics.

Head of Student Support (SAFE) / Youth Worker

July 2017

E&D event to take place annually organised by students and supported by ALS

1.14 2016-18 target

All

Eliminate unlawful


victimisation.


Gather views of HE students on issues relating to E&D, by adding a new question in the internal student survey for HE, “I feel that I am able to raise issues and that they are dealt with”.

Assistant Principal, HE HE, Student Voice Coordinator

August 2016 and annually thereafter

80% of students feel happy to report issues as reported by the annual internal college survey



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Target Outcome

Related Protected Characteristic \ Public Sector Equality Duty

Action Lead Person/Team Timescale Measure of Success

Progress and Impact

2 – A talented and diverse workforce

2.1

2016-18 target

All

Advance equality of

opportunity.


Ensure that Equality and Diversity are embraced within schemes of work for all components of current teacher training programes delivered by, or on behalf of, MKC.

Deputy Principal Ongoing

Evidence through teacher training work that E&D plays a central theme within the course

2.2

2016-18 target

All

Eliminate unlawful

discrimination, harassment

and victimisation

Review HR based training for managers on subjects including bullying and harassment. Strengthen reporting options to encourage reporting of bullying and harassment.

Head of HR April 2017

Termly HR training events supporting topics including Bullying and harassment, and recruitment and selection. 95% Staff who raise a complaint with HR, believe that complaints are taken seriously, as evidenced by staff feedback



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Target Outcome



Progress and Impact

after a complaint has been raised.

2.3

2016-18 target

All

Eliminate unlawful


and victimisation.

Fostering good

relations

A regular programme of CPD covering Diversity and inclusion with sessions offered at both campuses.

Organisational Development Advisor

Ongoing

Regular staff training and development covering ED&I subjects. Question in Staff CV relating to use of training.

2.4

2016-18 target

All

Eliminate unlawful


and victimisation.


All staff undertake online induction training on equality, diversity and inclusion, safeguarding and PREVENT, and undertake a refresher every 3 years.

Organisational Development Advisor

Annually, September

Staff training records monitored to check training and refreshers are undertaken. Staff to score >80% on post- training quiz.

2.5

Race, Religion & Belief/Sexual

Increase disclosure of equality data for


December 2018 % of “prefer not to say” to reduce by



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Target Outcome



Progress and Impact

2016-18 target

Orientation


ethnicity, religion & belief, gender reassignment and sexual orientation for staff

1% per year, over 2 years

2.6

2016-18 target

LGBT+


Establish a joint-college LGBT+ staff network with Canterbury College or Kent-wide group

Diversity and Inclusion Advisor\ LGBT+ Champion

April 2017

Establish network group and encourage staff participation through the LGBT+ Champion and Insight

2.7

2016-18 target

Pregnancy and Maternity

Eliminate unlawful


and victimisation.

Advance

equality of opportunity

Review return to work rate and take up of flexible working for all returning parents, as well as retention and progression rates

Head of HR Ongoing

Use baseline data to begin year-on-year monitoring in order to inform changes to policy

Race Increase the proportion Corporate Services December 2018 In 2015-2016



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Target Outcome



Progress and Impact

2.8

2016-18 target

Eliminate unlawful


and victimisation.

Advance


of BAME applications received for employment. Benchmark data against FE data and local area working age population.

and HR Director 17% of all staff applications received were from BAME candidates. Increase proportion by 3% and to be reflected in staff data as well. Include benchmarking data in Annual Report.

2.9

2016-18 target

All

Race

Eliminate unlawful


and victimisation.

Online recruitment has reduced “prefer not to say” about re race and ethnicity, from 15% in 2014 to 10% in 2015. Continue to reduce. Create a framework to manage the recruitment of staff, which ensures best practice in

Head of HR ongoing

Decrease % of ‘prefer not to say’ at point of staff applications by 1% per year. Consistency across the college in staff assessment, selection,



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Target Outcome



Progress and Impact

Advance


assessment, selection, shortlisting and interviewing.

shortlisting and interviewing.

2.10

2016-18 target

.

All

Eliminate unlawful


and victimisation.

Advance


Review and update the equality analysis (EIA) process


December 2016

Ensure EIA process is fit for purpose and make any changes necessary including training if required

2.11 2016-18

target

Race


Develop staff BAME network

Race and Culture Champion

April 2017

Network of staff formed and contributing to D&I agenda

2.12 2016-18

target

Disability

Advance equality of

Develop staff Disability network

Disability Champion March 2017

Network of staff formed and contributing to D&I agenda



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Target Outcome



Progress and Impact

opportunity



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Target Outcome



Timescale Measure of Success

Progress and Impact

3 – Active engagement with diverse local communities

3.1

2016-18 target

All


Retain Investors in Diversity accreditation


December 2017

Renewal and approval of IiD for a further two year period. Outcomes of IiD report to further enhance action plan.

3.2

2016-18 target

All


Engage the local community and community groups in College E&D agenda and to promote events


December 2017

Create new links with local community groups and schools who can support MKC activities. Joint partnership of E&D events with community groups to be held annually

3.3

2016-18 target

All


Ensure all tenders have the right E&D questions and policy requirements

Head of Finance

July 2016 July 2018 (on review every 2 years)

All tenders and policies updated with E&D questions



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Target Outcome



Timescale Measure of Success

Progress and Impact

3.4

2016-18 target

All

Eliminate unlawful


victimisation.

Advance equality of

opportunity.


Publish an Equality and Diversity Annual Review benchmarked against FE sector averages and the

local working age population

HR Director Annually - January

Annual Review published via MKC website including baseline data for staff and students Investigation of any significant gaps (greater than 10%).



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Target Outcome




4 – Actions resulting from IiD reaccreditation December 2016

4.1

2016-18 target

All

Eliminate unlawful


and victimisation.

Advance

equality of opportunity.

Fostering good

relations

Update Action Plan. Provide an update on all actions annually


September 2016 Annual update for end August each year

Updated action plan in place with actions by protected characteristic and specific duties.

4.2

2016-18 target

Race

Disability

Advance equality of

opportunity.

Champions\Trainers to deliver bite size training, for example around mental health awareness and cultural awareness. Topics requested were: 43% - mental health /

Diversity and Inclusion Advisor Champions

July 2017 Training undertaken on topics requested in IiD Survey



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Target Outcome





promoting good mental health at work, 19% unconscious bias, 16% transgender, 15% Gypsies & travellers. 12% Safeguarding 13% - Human Rights Legislation

4.3

2016-18 target

All


Update PDR to include staff reflection on how they have used training undertaken

Head of HR July 2017 Implementation of PDR item and completion by staff.

4.4

2016-18 target

All


Increase visible buy in from Governors and Senior Managers to

E&D agenda.

Principal December 2017

Engagement for managers on E&D programmes and support for colleagues, to engage on relevant training and development.

4.5

2016-18 target

All

Eliminate unlawful


and

Inclusion: SLT build on the trust, value and respect of staff and increase visibility and engagement with staff

Senior Leadership Team (SLT)

December 2018

Targeted training identified and delivered based on identified priorities



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Target Outcome




victimisation. Fostering good

relations

4.6

2016-18 target

All

Eliminate unlawful


and victimisation.

Advance


and Fostering good relations

Ensure that success with IiD (Investors in Diversity) reaccreditation is promoted across the College and staff and learners are aware of the baseline results from the surveys as well as any actions required.

Diversity and Inclusion Advisor Head of Communications and Marketing

October 2016 Communication to all staff

4.7

2016-18 target

All

Advance equality of

opportunity.

Consider best practice indicators drawn up by the National Centre for Diversity’s advisers as a way to improve staff confidence


November 2016

Review NCD Best Practice Indicators for incorporation into Action Plan



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Target Outcome





4.8

2016-18 target

Age and gender

Eliminate unlawful


and victimisation.

Advance


Higher numbers of staff appear to feel less favourable treatment in regard to age and gender and the College needs to report its concerns back to staff in this regard. Ask staff to come forward confidentially with suggestions.

Diversity and Inclusion Advisor \Champions

March 2017

Promote Champions as point of contact for concerns and provide harassment training for Champions.

4.9

2016-18 target

All


Investigate student’s perception of Student Union survey.

Student Union\ Youth Work\ Champions

December 2016 Feedback gained from students and actioned.

4.10 All Improve whole staff Diversity and ongoing Seek regular



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Target Outcome




2016-18

target

Advancing equality of

opportunity.


communication and buy-in to D&I agenda.

Inclusion Advisor feedback from all staff via staff survey

i The Public Sector Equality Duty - General Duties

In the exercise of its functions, MidKent College, as a public authority must have due regard to the need to:

1. Eliminate unlawful discrimination, harassment and victimisation and any other unlawful conduct in the Equality Act 2010.

2. Advance equality of opportunity

This involves:

Removing or minimising disadvantages suffered by people due to their protected characteristics.

Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.

Encouraging people from protected groups to participate in public life or in other activities where their participation is

disproportionately low.



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3. Foster good relations

This involves:

Tackling prejudice

Promoting understanding

People with Disabilities

The Act states that meeting different needs involves taking steps to take account of disabled people's disabilities. It states that

compliance with the duty may involve treating some people more favourably than others.

Protected Characteristics

The equality duty covers the nine protected characteristics: age, disability, gender reassignment, pregnancy and maternity, race,

religion or belief, sex and sexual orientation. Public authorities also need to have due regard to the need to eliminate unlawful

discrimination against someone because of their marriage or civil partnership status. This means that the first aim of the duty

applies to this characteristic but that the other aims (advancing equality and Fostering good relations good relations) do not apply.

The Public Sector Equality Duty - Specific Duties

1. Publish equality information: Public authorities to publish information annually to demonstrate compliance with the general

equality duty.

2. Public authorities to prepare and publish one or more equality objectives it thinks it should achieve to meet the general

equality duty. To be done at least every four years. This was to be done for the first time by 6 April 2012. Ensure the objectives

are specific and measurable.

equal opportunities action plan 2007/08 · 2016. 12. 19. · feb 2017 use benchmarking to inform...

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