SCCB Equality Objectives & Action Plan: 2016 - 2020
SCCB Equality Objectives & Action Plan: 2016 - 2020
Equality Objectives:
1.Ensuretherearenoachievementgapsinthelevelofattainmentforourstudents
2.Continuetoadoptazerotoleranceapproachtodiscrimination,harassmentandvictimisationandfosteracultureofrespect
3.Enableteacherstoembedequality,diversityandinclusionintheirteachingandlearning
4.Maximiseallopportunitiestopromoteanddevelopstudentandstaffunderstandingofequalityissues
5.Setcleartargetswherestaffand/orstudentsareunderrepresentedcoveringalltheequalitystrands
6.Ensureallstudentsandstaffachievetheirfullpotentialbyremovingbarrierstoparticipation
7.Maintain outstanding practice with regard tosafeguarding
8.Develop the equality analysis process further to ensure the interests of people with protected characteristics are considered as part of the decision makingprocess.
EO1Ensure there are no achievement gaps in the level of attainmentfor our studentsActions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Develop research based responses to minimise achievement gaps.Each faculty to initiate development and use of action research methods
Good practice sharing of projects between faculties and divisions / Initiate September 2017 / Director Quality, DHoF's / Faculty SARs
Improve capacity to analyse data to ensure validity of data
Continue to improve effective responseto data gathered / Director Student Services, MIS Director
E02Continue to adopt a zero tolerance approach to discrimination, harassment and victimisation and foster a culture of respect
Actions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Continue to monitorstaff disciplinary and grievance casesand
turnover by relevant protected
characteristics, identify any trends and proactively plan and deliver actions for
improvement / Annually / Director HR, SLG / Information in monitoring Reports. / Identification of any trends or issues has made it possible to action plan.
Continue to develop and strengthen college staff policies, procedures and practices to address barriers to opportunities and tackle all aspects of discrimination. / Ongoing / HR Director, SLG / Undertaken on a regular basis as and when necessary as a result of policy,
legislation changes and application of best practice based on feedback and experience.
Employment policies are drafted and consulted on through a working group with recognised Trade Unions. / Policies and procedures are easily accessible to managers and all staff reflect good practice and the ethos of the College
Policies will be reviewed through SLG with due regard to equality.
Key policies already include: Dignity At Work policy, Sickness Absence Management Policy, Special Leave policy, Disability Leave policy.
Continue to improve
practices of security staff, embedding EDI / Assistant Principal Estates
Analyse complaints against E&D & monitor any emerging trends / SLT
Continue to improve strategies that enable careful monitoring of safeguarding / Director Student Services
Continue to develop strategies that enable the fostering of a ’culture of respect’.
Analyse and monitor safeguarding trends.
Develop responsive
strategies, including
awareness raising, staff
development, training
and cross college activity. / AP and Director Student Services
EO3Enable teachers to embed equality, diversity and inclusion in their teaching and learning
Actions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Foster and develop the
capacity for curriculum
schools and faculties to
respond to diverse
student needs for
equality and inclusion / Quality Director,
HoF’s, DHoF’s
Each faculty to initiate development and use of action research methods.
Good practice sharing of Projects between faculties and divisions.
Further develop equality, diversity and inclusion across the whole college
Review, refresh and redesign college approach to equality, diversity and inclusion within delivery for curriculum staff
Develop Good practice sharing, across faculties. / AP student experience, HoF’s, Quality Director
Establish an E&D training team – share resources, build expertise
And emerging development plan, across all distinct delivery strands
Review E&D training for all staff including bi-annual updates and induction
Training and development for staff with personal
development specific responsibility. / AP Student Services, Quality Director, Executive Director – Marketing & Customer Experience, AP Quality, Executive Director – HR
E&D training and
development for TLA observation team / Quality Director
EO4Maximise all opportunities to promote and develop student and staff understanding of equality issues
Actions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Continue to foster and
inclusive ethos
Increase and expand the
calendar of cross college
initiatives that celebrate
diversity and
inclusiveness.
Identify specific events to
be held simultaneously
within faculties –
including a 'peace week'
which has specific focus
upon prevent and
cohesive community
within the context of
British values
Schedule improved
reporting – include FAMs
in collection of extra
curricular activities data
within individual faculties / SLT
AP Student Services / Notes to tutors becomes
pastoral matters and will be
extended to all staff. This is
contextualised within PDWB
strategy.
Maintain 100% staff
complete equality and
diversity training online / Ongoing / Executive Director
HR / All new starters currently
undertake E & D online
training as part of induction. / All new staff undertakeequal opportunities
training and will understand their
responsibilities
Further develop equality training anddevelopment in quality and quantity – including face to face development sessions for all new and front of housestaff / SLG, Quality, HR
Monitor staff
development
applications by relevant
protected
characteristics / Annually / Executive Director
HR / Report to Equalities / Identify anytrends and actions for
improvement
Increase emphasis
respectful relationships,
prevent, British values,
E&D and cohesive
community themes into
College tutorial
programme / Assistant Principal
Student Experience
EO5Set clear targets where staff and/or students are underrepresented covering all the equality strands
Actions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Continue developing our
staff recruitment and
development strategies
to promote a balanced
mix of staff that is
representative of our
students and our local
communities across all
groups of staffing, but
particularly where there
is any identified under- representation of any particular group / Ongoing / Executive Director
HR / Monitor recruitment data
and report to SLG/Governors.
SCCB is a recognised level 2
‘Disability Confident
Employer’ / Balanced mix of staff thatis representative of our students and our localcommunities across allgroups of staffing.
Encourage more staff to disclose personal data
via Trent self-service in order that we have meaningful and up-to- date data which can
be used to inform future objectives and
priorities. / From September 2017 / Executive Director HR / More detailed monitoring information available. / The College will have more accurate
information about the staff profile and may therefore identify more specific equality outcomes
Assess the impact of recruitment and promotion across all groups of staff / Annually / Executive Director HR / Monitor recruitment & progression to identify if equality issues exist. / Improve the ability to identify any relevant and specific actions.
Maintain and build on external and internal marketing images and displays to positively reflect diversity and encourage wider participation / Executive Director Marketing
Continue to develop links in the community to
encourage wider participation in
underrepresented groups / AP innovation
E06 Ensure all students and staff achieve their full potential by removing barriers to participation
Actions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Ensure policies and procedures reflect goodpractice, meet legislative requirements, are regularly reviewed and updated to ensure continuous improvement and promotion of equality and diversity and the protected characteristics / Ongoing / Executive Director HR / Ensure managers and staff involved in the recruitment process are training and understand the policy.
Key policies already include: Dignity at Work Policy, Sickness Absence Management Policy, Special Leave Policy, Disability Leave Policy. / Policies and procedures are easily accessible to managers and all staff reflect good practice and the ethos of the college.
Continue to support flexible working arrangements where appropriate and/or reasonable adjustments / Ongoing / SLG, Executive Director HR / The college has supportive policies and practices in place to support staff covering the different protected characteristics. / Flexible working is available fairly across the college
Retention of staff and appointment to key posts demonstrates the success
Ensure newly created roles within the College continue to be job evaluated using the Job evaluation software for
support roles as required. / Ongoing / Executive Director HR / All current support staff roles have been job evaluated. / To ensure no inequality in pay between people who share a protected characteristic and those who do not.
Develop reports for
gender pay. / March 2018 / Executive Director of
HR / Form gender pay reporting
legislation requirements. / Enable the College toidentify if gender pay
gaps exist and take fasteraction to reduce or eliminate.
Review turnover and
reasons for leaving to identify if there are any protected characteristics
emerging. / Annually / SLG, Executive
Director of HR / Report To SLG / Identify any areas ofaction to enableelimination of issues.
Improved retentionmoving forward.
E07 Maintain outstanding practice with regard to safeguarding
Actions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Ensure managers and staff are trained and understand College staff policies and procedures. / Ongoing / Executive Director HR / Managers and all staff reflect good, inclusive and non-discriminatory
Practices
Continue to develop
strategies that enable the
fostering of a ’culture of
respect’.
Analyse and monitor
safeguarding trends.
Develop responsive
strategies, including
awareness raising, staff
development, training
and cross college activity. / AP and Director
Student Services
EO8Develop the equality analysis process further to ensure the interests of people with protected characteristics are considered as part of the decision making process
Actions / Target Date / Lead Responsibility / Measurable Indicator of Progress / Impact
Ensure Equality Analysis is implemented across
the College for any significant decision and policy / procedure
MonitorEquality Analysis as part of the Annual Equalitiesreport
Ensureprocesses are in place for capturing where adecision
warrants Equality Analysis
Offer Equality Analysistraining to managers / staff where relevant / Annually
Annually
Implemented
Completed / Exec Director of
Customer Experience
Exec Director of
Customer Experience
Exec Director of
Customer Experience
Exec Director of
Customer Experience / Completed for 2015/6
Recorded in Annual Equalities Plan
Completed for 2015/16
Training completed for CMT and administrators