Race Equality Policy & Action Plan

University of Central Lancashire
Race Equality Policy & Action Plan
2008 – 2009

JULY 2008

24/09/2018Last saved by sellwood

DOCUMENT CONTROL INFORMATION
CLASSIFICATION / DOCUMENT DESCRIPTION
Classification / Unrestricted.
Responsibilityfor drafting / HR Manager - Equality and Diversity Lead, Project Manager (Corporate Strategic Projects)
Consulted with / Equality and Diversity Executive Group; Diversity Committee; Students’ Union; Senior Management Team; All Staff; the Trade Unions; Student Access Committee/Student Experience Committee
Document Sponsor / Director of Human Resources
Approved by / Vice Chancellor
Effective from / 7 October 2008
Next review date / November 2009
Equality Impact Assessment / Date undertaken / July 2008
Further information available from / Rebecca Hewitson, Equality and Diversity Lead, Human Resources
Date of next EIA / July 2011
Enquiries to / Rebecca Hewitson, HR Manager – Equality and Diversity lead.
This document is issued byStrategic Development Service. Any copied or printed versions will be an uncontrolled copy. The definitive version is available at:

Race Equality Policy & Action Plan

Index

Paragraph / Title / Page No.
1 / Aims / 3
2 / REP Action Plan / 4
3 / Equality Impact Assessment / 4
4 / Monitoring recruitment and progression / 4
5 / Consultation / 7
6 / Procurement / 7
7 / Publishing the REP and its results / 7
REP Responsibilities / 8
Race Equality Contact List / 11
Race Equality Action Plan / 12

UNIVERSITY OF CENTRAL LANCASHIRE

RACE EQUALITY POLICY

1.Aims

The University of Central Lancashire is committed to eliminating unlawful discrimination, promoting equality of opportunity and promoting good relations between people of different racial groups. Through this policy we aim to make race equality central to the way the University carries out all its public functions and its policy making, service delivery and employment practices. We believe this will help us to:

raise standards across the University

target action to remove any inequalities

increase the diversity of the student and staff community

create a positive and inclusive atmosphere where there is a shared commitment to respect diversity and difference, and to challenge and prevent racism and discrimination

prepare students to live and work in a multi-cultural society

create an environment where individuals from all racial groups are valued and feel that they can reach their full potential

make full use of the skills and different perspectives in the University and the wider community.

All the University’s staff, students and other partners share the responsibility for eliminating unlawful discrimination; the promotion of equality of opportunity; and the promotion of good relations between people of different racial groups. This will be achieved under the guidance and with the support of the University Board of Governors, and in accordance with the clearly defined policies established by the Vice-Chancellor on advice from the Academic Board, Diversity Committee and the Equality and Diversity Executive Group.

This Race Equality Policy (REP) and Action Plan takes forward the aims of the Medium Term Strategy and thesupporting Equality and Diversity Strategy which is based on the Equality & Diversity Policy approved by the Board. The process of updating this Race Equality policy has included consultation with Senior Management Team, Diversity Committee, Equality and Diversity contacts in faculties and services, Student Access Committee, Student Experience Committee, the Trade Unions and the Students Union. All staff have had the opportunity to comment on the draft policy and Action Plan.

The University’s Medium Term Strategy (2007-2012) makes an explicit commitment to value and practise equality of opportunity, transparency and tolerance with values which seek to create educational opportunity for all and to protect the rights and freedoms of individuals and respect for diversity. The University aims to be an inclusive community, welcoming all people who support our core values irrespective of their age, ethnic origin, gender, sexual orientation, religious beliefs, political affiliations and disabilities. The Equality and Diversity Policy approved in 2007 has the fundamental aim of establishing an integrated community based on mutual respect and tolerance where all staff and students can feel safe, valued and supported.

A full Equality and Diversity Strategy and Single Equality Scheme is being developed in 2008 for 2008/9 and beyond. The Single Equality Scheme will provide an overarching framework for the Equality Schemes covering each equality strand including this REP. The REP will be reviewed and updated in November 2009. It will continue as a stand alone policy which will be a companion documentto the Single Equality Scheme. This REP forms Appendix E of the Single Equality Scheme.

2.The Race Equality Policy Action Plan

The Race Equality Policy includes an Action Plan which is designed to deliver race equality right across the University. Accordingly, it

provides details of how the University will put the policy into practice, monitor it and assess its effectiveness

defines roles and responsibilities so that everyone knows what is expected of them

explains what the University will do if the policy is not followed

sets out how the University will publish its monitoring results every year

provides for race equality targets to be set.

Incorporates actions from Equality Impact Assessments(EIAs)

3.Equality Impact Assessment

The impact of the University's policies and functions on students and staff from different equality groups, including race, will be assessed using the UCLan EIA toolkit. This will establish whether current policies and functions help to achieve race equality or whether they have any adverse impact. This assessment will be built into existing policy review arrangements. Policies and functions to be impact assessed are prioritised via a process of equality screening undertaken by each faculty and service.

EIAs are undertaken by small groups (6 maximum) comprising key staff and users of the policy/function and led by a senior manager. The groups:

examine available data
consult with users/stakeholders
make a judgement with regard to impact
produce a report with recommendations.

The outcomes are used to update and improve practice and to influence and guide planning and decision making in support of equality and diversity. The recommendations from the EIAs will be incorporated into the Equality and Diversity Implementation Plan, the annual update of the Race Equality Policy Action Plan and the annual plans and performance statements of faculties and services, as appropriate. The responsibility for ensuring that the EIA outcomes are implemented lies with the Deans and the Heads of Service. They are responsible for providing assurance reports on the EIAs completed to the Equality and Diversity Executive Group chaired by the Deputy Vice Chancellor.

4.Monitoring recruitment and progression

The University monitors, by racial group, student admission and progress, and staffrecruitment and career progress. The performance and effectiveness of these functions is assessed(based on a continuous programme that involves collecting, analysing and assessing relevant data) in order to identify ways in which the University can improve. Within this current period (2007-08 and 2008-09) the information relating to both staff and students will be assessed annually by the Equality and Diversity Executive Group (EDEG) in order to evaluate the progress being made to meet the University’s race equality targets and aims as set out in the REP Action Plan, the Equality and Diversity Implementation Plan and the annual objectives and performance statements of the faculties and services. The results will be published and, if they highlight any differences between different racial groups of staff or students, the reasons why these differences exist will be examined so that decisions can be taken by the EDEG and relevant senior managers to improve the situation. Where actions are required, they will also be published in the annual updates of the REP Action Plan, the Equality and Diversity Implementation Plan and the annual objectives and performance statements of the faculties and services.

4.1Student admissions, achievements and progress

The University will monitor all relevant stages of its procedures in relation to students.

In relation to student admissions this will include:

applications

offers

acceptances

choice of subject

home or international status of applicants

selection

allegations of racial discrimination during the admissions process.

An EIA of admissions conducted in 2007 found that an increasing number of students from most ethnic minority groupings were being admitted to the University. When compared against the 2001 census data for the North West of England UCLAN is recruiting a greater percentage of students from most minority ethnic groupings than is representative of the region but a lesser percentage of Asian students than is representative of the Preston locality.

The analysis by Faculty shows that Asian and Black students are being recruited to all areas, although for Asian students there are significant Faculty variations. The EIA recommends that each Faculty analyse their ethnic profile with a view to producing benchmarks and targets taking account of their disciplines, market position and other appropriate variables. The EIA recommendations will be incorporated in the REP Action Plan, the Equality and Diversity Implementation Plan and the annual objectives and performance statements for each faculty and service as appropriate.

In relation to students' achievements and progress this will include:

student numbers, transfers and withdrawals for academic and non-academic reasons, for every course

student assessment

student satisfaction

work placements

attainment

employability

the results of programmes targeted at people from specific racial groups

allegations of racial discrimination whilst a student

application of the discipline and grievance procedures.

An EIA of student progress conducted in 2007 found that UCLan students from minority ethnic groupings generally achieve similar progression rates through their courses as white students. It is also clear from National Student Survey data that, in general, the majority of UCLan students from minority ethnic backgrounds are satisfied with their courses at UCLan and have similar responses on many of the questions to their White counterparts. However, as has also been demonstrated nationally in DfES research on all University students, the group found that UCLan students from minority ethnic backgrounds on average achieve lower degree results. At this stage it has not been possible to analyse data for UCLan on entry qualifications for different groups of students. Until this is carried out, it is difficult to determine whether differences in awards are related to a number of external factors such as prior educational attainment. At this stage, the EIA recommends that the University undertakes further analysis of the data, particularly in relation to factors such as prior educational attainment so that clearer conclusions can be reached as to the causes of differences in student performance. All of the EIA recommendations will be incorporated in the REP Action Plan and the Equality and Diversity Implementation Plan and the annual objectives and performance statements for each faculty and service as appropriate.

4.2Staff recruitment, selection and career development

The University will monitor all relevant activities which relate to staff recruitment and selection, career development and opportunities for promotion. In relation to staff recruitment, monitoring will include:

the selection and training of those involved in recruiting staff

applications and appointments

the effectiveness & impact of the various selection methods used for example in recruitment assessment centre by the University

the appointment of permanent, part-time, temporary and fixed-term staff

grade and type of post

allegations of racial discrimination during selection process.

An EIA of Staff Recruitment in 2007 shows that the representation of BME groups as a whole has increased from 3.2% of all staff in 2001 to 7% of all staff in 2007. It found that increasing numbers of people from minority ethnic groups now apply for UCLan posts but that the growth in applications has not been fully reflected in appointment rates. Over the years 2002 – 2006, we have successfully raised the percentage of BME applicants from 9.2% (2002) to 19.5% (2006) but have not seen a consequent increase in the percentage of successful applicants from BME groups which remains at just below 10% - albeit a percentage well above the 2001 and 2007 percentage of UCLan staff who are from BME groups. Whilst our selection processes are increasing the percentage of BME staff, they do not appear to give BME applicants the same likelihood of successful appointment. The EIA suggests ways in which this might be addressed and the Director of HR will be making recommendations which can be implemented in 2008/09. All of the EIA recommendations will be incorporated in the REP Action Plan and the Equality and Diversity Implementation Plan and the annual objectives and performance statements for each faculty and service, as appropriate.

In relation to career development and promotion, monitoring will include:

grade and type of post

length of service

training and development

results of career development programmes

appraisals

promotion, including selection methods and selection criteria

alleged racial discrimination during employment

application of the discipline and grievance procedures.

An EIA of career progression in 2007 found no evidence of adverse impact on career progression due to race and ethnicity in the areas of training/development and promotion opportunities but identified that further exploration was needed in relation to secondments/sabbaticals and other areas. Many of the recommendations focus on the need for improved data collection, equality monitoring and analysis to inform HR practice, to better track career progression in relation to race and ethnicity and to better inform future impact assessments of this area. There are recommendations for policy development and equality training and development aimed at helping managers to create and sustain a diverse staff profile. The EIA recommended that a further Equality Impact Assessment of this area takes place in March 2009.

5.Consultation

The EIA process involves consultation with users and key stakeholders. The University also undertakes regular surveys of student satisfaction and staff attitudes. These and all similar surveys will in future be equality monitored and the findings and reports will contribute to the REP Action Plan, the Equality and Diversity Implementation Plan and the annual objectives and performance statements of the faculties and services, as appropriate. Formal consultation mechanisms on staff issues are undertaken with the Diversity Committee and on student issues with the Academic Board and its sub-committees for Student Access and Student Experience. The University is seeking to establish a Race Staff Affinity Group during 2008-9 which could contribute to EIAs and the updating of the Race Equality Action Plan in the future. It will also explore the establishment of a Student Race Affinity Group with student groups (eg from Flying Start, M&M scheme and the Student Ambassadors) and the Student’s Union during 2007-8.

6.Procurement

UCLan will ensure that its procurement policies and practices support itscorporate strategies by:

a) insisting that our appointed contractors share and help deliver our equality goals;

b) making sure our selection and tendering processes positively address andinclude equality considerations;

c) rigorously monitoring our contracts for compliance;

d) including appropriate terms and conditions; and

e) training staff in equalities issues for procurement.

7.Publishing the Policy and its results

The Race Equality Policy is an open statement of the University's plans for tackling race discrimination, promoting race equality and good relations between people of different racial groups. It is available in hard copy from Student Affairs Service, Strategic Development Service and Human Resources, and can be downloaded from the Equality and Diversity pages on the University website. Copies in other formats can be made available on request from Student Affairs Service or Human Resources. This Policy and Action Plan will be reviewed each year by the Equality and Diversity Executive Group. The Action Plan is updated annually and the date of the next Policy update is November 2009.

RACE EQUALITY POLICY

Responsibilities

______

The University Board of Governors

The Governors are responsible for:

Ensuring the University complies with the Act and meets all its duties

The Vice Chancellor

The Vice Chancellor is responsible for:

Giving a consistent and high profile lead on race equality issues
Promoting the race equality policy inside and outside of the University
Making sure that the race equality policy and its procedures are followed
Assuring the Board that the University complies with the Act, meets all its duties and is following race equality policy and procedures

Deputy Vice Chancellor

The DVC is responsible for:

Ensuring the effective management and monitoring of equality and diversity in line with corporate aims and legislative requirements
Chairing the Equality and Diversity Executive Group which will provide assurance to the Vice-Chancellor that the University is legally compliant and is following its race equality policy and procedures

4. Deputy Vice-Chancellor (Academic)

The Deputy Vice-Chancellor (Academic) will be the manager with prime responsibility for promoting race equality and ensuring that race discrimination is eliminated from all aspects of the University’s activities in relation to students.

5. Director of Human Resources

The Director of Human Resources will be the manager with prime responsibility for promoting race equality and ensuring that race discrimination is eliminated from all aspects of the University’s activities in relation to staff.