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UWIC_Gender_Equality_Scheme

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University of Wales Institute, Cardiff Department Secretariat

UWIC GENDER EQUALITY SCHEME

Established: 9 July 2007

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Gender Equality Scheme Contents

Foreword .................................................................................................................................... 3 Vice Chancellor and Principal‟s Foreword ............................................................................. 3 Introduction ................................................................................................................................ 4 What is a Gender Equality Scheme? ..................................................................................... 4 Legislative context .................................................................................................................. 5 The purpose of our Gender Equality Scheme ....................................................................... 6 Who are we? .......................................................................................................................... 7 UWIC Motto, Vision, Mission, Ethos & Values ................................................................... 7 Aims and Objectives .................................................................................................................. 9 UWIC as a higher education institution .............................................................................. 9 UWIC as an employer ........................................................................................................ 9 UWIC as a service provider ................................................................................................ 9 Partnerships and Procurement......................................................................................... 10 Gender Equality at UWIC ........................................................................................................ 10 The current position ............................................................................................................. 10 National benchmark data for employees .......................................................................... 10 Implementation of UWIC‟s Gender Equality Scheme ............................................................. 13 Planning and organisation.................................................................................................... 13 Involvement of staff and students ........................................................................................ 13 Equality impact assessment................................................................................................. 14 Complaints ........................................................................................................................... 14 Appendix 1 ............................................................................................................................... 15 Appendix 2 ............................................................................................................................... 22

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Foreword Vice Chancellor and Principal’s Foreword This is UWIC‟s first Gender Equality Scheme and it forms an integral part of UWIC‟s wider equality and diversity policy and strategies. UWIC‟s equal

opportunities policies and strategies set out how UWIC will promote equality and diversity regardless of age, disability, marital status, race, colour, ethnicity, nationality, religion or belief, gender, sexual orientation, trade union activity, unrelated criminal convictions or any other irrelevant criteria. UWIC wishes to promote and sustain a culture where respect is the foundation of working relationships between staff and students and between UWIC and its stakeholders.

UWIC is committed to fulfilling its duties under the equalities legislation and is keen to demonstrate commitment through this gender equality scheme. UWIC seeks to encourage diversity in all that it does. This is evidenced in key strategic documents and policies and will be further embedded through management practices.

We are committed to ensuring gender equality in service provision and to being a good employer. This Gender Equality Scheme sets out how we intend to reinforce and embed commitment. UWIC recognises that promoting equality and diversity creates improvements for everyone, and it is central to policies, strategies, plans and practices. Responsibility for meeting the requirements of equalities legislation rests with the Board of Governors. As Vice-Chancellor and Principal, I continue to work to ensure that the legislative requirements are fully implemented in accordance with policy established by the Board of Governors. Professor Antony J. Chapman UWIC Vice-Chancellor & Principal

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Introduction What is a Gender Equality Scheme? This Gender Equality Scheme (GES) sets out our plans for making equality happen for all people working and studying at UWIC. It sets out our objectives for promoting equalities and addressing inequalities. It sets out the framework within which UWIC intends to promote equality of opportunity between women and men and eliminate unlawful discrimination and harassment. It is part of a bigger picture regarding equality and diversity. UWIC has already produced a Race Equality Scheme and a Disability Equality Scheme. In due course, as there is further consolidation of the strands of equality legislation and the Equality Commissions, we hope to consolidate our Schemes. These schemes set out UWIC‟s commitments, values and responsibilities for equality and diversity. In developing the Gender Equality Scheme we are mindful of the fact that some individuals can be included in more than one diversity category (intersectionality) and that those individuals may therefore be more likely to face potential intentional and unintentional discrimination. We will as far as possible seek to implement the GES in conjunction with our schemes for race and disability equality, but clearly it may be necessary or appropriate to take actions separately; gender discrimination can manifest itself in different places and in different ways from disability or race discrimination.

Women and men, including transsexual people, may experience different forms of disadvantage depending on their age, ethnicity, colour, religion/belief, sexual orientation, marital or civil partnership status, and disability status. To understand and address questions of gender equality, we may need to consider such complexity and whether particular groups of women or men are experiencing particular disadvantages.

UWIC is required, under the equalities legislation, to be proactive in promoting gender equality for women, men and transsexual people, rather than simply to make adjustments for our students, staff and service users in order not to

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discriminate. The general duty requires a root and branch overhaul of our policymaking procedures, as well as demanding much greater openness.

Legislative context The Equality Act 2006 introduces a new positive duty for public authorities to promote gender equality.

The General Duty The General Duty requires that every public authority in carrying out its functions should: • Eliminate unlawful discrimination and harassment, taking active steps to comply with both the Sex Discrimination Act and the Equal Pay Act. • Take active steps to promote equality of opportunity between women and men when carrying out their functions and activities.

The Specific Duties In addition, public bodies are required to comply with the Specific Duties which are: • To produce and publish a Gender Equality Scheme (GES) identifying gender equality goals and actions to meet those goals. • To consult with employees and stakeholders in the development of the GES. • To monitor and review progress. The scheme will need to be reviewed every three years. • To publish an annual report on progress with an Action Plan. • To develop and publish an equal pay policy including measures to address promotion, development and occupational segregation. • To conduct and publish gender impact assessments of all major policy developments and publish the criteria for conducting such assessments.

The Act also makes provisions on prohibiting discrimination on the grounds of sexual orientation in employment and the provision of goods, services, facilities,

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education, use and disposal of premises and the exercise of public functions. These are therefore included within this Scheme. The purpose of our Gender Equality Scheme This Scheme has been produced using evidence from monitoring data as well as priorities set out within UWIC‟s strategic plans. The purpose of the Scheme is to:



Demonstrate commitment to gender equality by eliminating direct and indirect discrimination on grounds of gender; showing that gender equality is a core part of policy development and service delivery objectives; and to promote equality between women and men.

 

Find out what barriers are faced by women and men and take steps to remove them so as to optimise the skills and potential of women and men. Measure, evaluate, and address where necessary, the under-

representation of women and men on particular programmes of study, and any gender imbalance in progress and achievements.



Show commitment to the creation of an inclusive learning environment, an accessible curriculum and a culture where students and staff, male and female will form an integral part of our mainstream approach to learning and teaching.

   

Show how the Scheme links to other equality objectives and priorities. Show that staff, students, and service users are entitled to dignity and respect in the workplace and learning environment. Show that UWIC recognises that discrimination, direct or indirect, based on a person‟s gender is unjust and will not be tolerated. Show that UWIC endeavours to provide effective student support strategies from enquiry to completion which address issues of gender imbalance in student registrations and completions.



Treat job applicants, appointees and staff solely on the basis of their merits.

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     

Measure, evaluate and address the under-representation of women and men in particular job categories, grades, Schools and Units. Provide equal pay for work of equal value. Show what has changed as a result of our three-year gender equality action plan. Monitor and report regularly. Show how we intend to mainstream gender equality in all areas of UWIC‟s work and set out priorities for action. Show that the commitment, involvement and active support of the entire UWIC community, including partners and contractors, are vital elements in the implementation and mainstreaming of the Scheme.



Meet legal duties and proactively promote gender equality.

Who are we? UWIC Motto, Vision, Mission, Ethos & Values Our Motto: “The most valuable possession is knowledge” Our Vision: To be a premier provider of higher education that promotes student employability; applied research and knowledge transfer. Our Mission:  To provide student-centred learning opportunities that are accessible, flexible, inclusive, lifelong and of the highest quality.


To provide a culture within which applied research and enterprise will flourish.



To develop established and new centres of excellence in professional education, applied research and knowledge transfer.



To provide services that meet the needs of Wales and wider communities by working in partnership with city, national and international bodies

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Our Ethos: The following are the foundations upon which UWIC will engage with other institutions to plan the future together: We are committed to:
  

Independent scholarship, relevant application, curiosity-driven learning. Excellence in everything we do. Improvements through ideas and insights transforming the people and the organisation.



Creativity and innovation, inspiring new ideas and applying knowledge in new ways to create value.

    

Collaboration for competitive advantage. Building on the past. A collegiate approach to learning and research. Interdisciplinary orientation. Building on our presence in the Cardiff Metropolitan area.

Our Values:


Respect for individuals, helping them realise their potential and value lifelong learning



Environment based on commitment, teamwork, and good leadership and management practices which is positive and friendly



Sharing a common purpose founded upon honesty, integrity, openness, objectivity, accountability and selflessness and supported by leadership and example.

 

Pride and ownership in UWIC and its development Excellence achieved through the pursuit of continual improvement in all that we do



Community that is inclusive and we promote and support these principles by leadership and example.



The most valuable possession is knowledge

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Aims and Objectives UWIC as a higher education institution UWIC aims to become a truly inclusive and accessible learning institution by: 1. Promoting equality so that women and men who work, study and use the UWIC‟s services can enjoy their full rights free from discrimination. 2. Challenging and eradicating discrimination against men and women who work and study at UWIC. Identifying and eliminating any practices and procedures which disadvantage people on grounds of gender. 3. Ensuring that our staff and student populations reflect the diverse population of our society. 4. Enabling staff and students to achieve their full potential at work and study by ensuring unrestricted and appropriate access to opportunities within all aspects of their study, employment and career development. 5. Encouraging exemplary practices in employment and in learning, teaching and research. UWIC as an employer 1. UWIC is committed to the creation of a diverse workforce, which reflects the diversity of the communities we serve. 2. We aim to create a culture where staff are treated solely on the basis of their merits and to ensure that it is both open to, and representative of, all sections of the community. It is UWIC‟s policy to ensure that job applicants and staff receive fair and equal treatment. 3. 4. UWIC is committed to providing equal pay for work of equal value. UWIC has in place a range of flexible employment policies and practices that support effective work-life balance for all staff. UWIC as a service provider UWIC seeks to create an inclusive learning environment which: 1. Promotes the development of a student community which reflects the diverse composition of the communities we serve;

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2.

Ensures that students are valued as individuals, treated on their merits and receive fair and equal treatment;

3.

Empowers disabled students to maximise their learning potential and contribute fully to university life;

4.

Provides welcoming and non-judgmental Student Services to all students irrespective of gender;

5.

Works with employers to promote best practice in relation to employability; and equips students to take full advantage of career opportunities, taking into account individual potential and personal choice.

Partnerships and Procurement UWIC is committed to making clear its GES and its requirements for the promotion of gender equality where functions that impact on gender equality are carried out through service agreements or partnerships with other organisations. Gender Equality at UWIC The current position National benchmark data for employees According to the Equal Opportunities Commission‟s report „Sex and Power: Who Runs Britain‟ (January 2007), the pay gap between women and men is 17% and the part-time pay gap is 36%. According to the 2004 Athena Survey of Science and Technology data, women hold around 16% of all professorial posts in HE and constitute 29% of permanent academic staff in the Sciences. At the very top ethnic minority women are especially under-represented. According to a Labour Force Survey (Spring 2005) almost half of women‟s jobs were part-time compared with around one in six of men‟s, and women and men still follow very different career paths. Over 22% of women in employment undertake administrative or secretarial work compared with 5% of men. Women are also more likely to be employed in the personal services and in sales and customer services; men are ten times more likely than women to be employed in skilled trades and are also more likely to be managers and senior officials.

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Staff Profile The UWIC global gender profile remains constant at c46/54 (m/f). Among the staff group earning over £37.5k (Senior Lecturer) the gender split is male 80% and female 20%. The most recent HESA statistics for 2003/4 give a gender split for academic staff of male 60% and female 40%, compared to male 55% and female 45 % within UWIC. UWIC will undertake regular equal pay audits following the introduction of the new pay and grading framework in August 2006.

Gender Equality Base Line Statistics (May 2007) Action 2007/8 An equal pay audit will be undertaken in the autumn of 2007, with a report to the Human Resources Committee of the Board of Governors in November 2007. Substantial preparatory work took place in the development of the new pay and grading structure implemented in August 2006 in conjunction with the trade unions. It was agreed that a formal equal pay audit would take place following the first full year of implementation of the grading structure. Following the

analysis of the audit it is envisaged that other action will be identified.

Gender Profile UWIC‟s overall gender profile among Permanent and Fixed Term members of employees currently stands at 54% Female and 46% Male. The ratio of Female to Male employees varies greatly between the different job families as follows:

Job Family Academic Research Admin/Managerial Operations Technical Management Board VCPB Total

% Female 44 54 71 56 38 27 33 54

% Male 56 46 29 44 62 73 67 46

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It is evident that UWIC current employees a higher percentage of Female staff in support roles, particularly in the Administrative/Managerial job family, this may be attributed to more part time roles being available within these job families.

The gender split within the Academic and Research job families is relatively evenly split, however the figures do not indicate whether this is the case within each grade, e.g. Lecturer, Senior Lecturer and Principal Lecturer. This issue will be investigated as part of the Equal Pay Audit.

The ratio of Female to Male employees on the Management Board is currently 27% Female to 73% Male the proportion of Female employees raised to 33% at VCPB level. UWIC‟s overall gender profile for Casual employees and Session Paid Lecturers currently stands at 59% Female and 41% Male. The high % of Female

employees within this group is largely attributed to the support job families Administrative/Managerial, Operations and Technical this may be due to the high degree of flexibility that is provided by casual employment for the employee. In terms of the academic job family the ratio is relatively evenly split at 51% Female and 49% Male.

The percentage split for casual employees and Session Paid Lecturers is illustrated in the table below:

Job Family Academic Research Admin/Managerial Operations Technical

% Female 51 0 61 61 59

% Male 49 100 39 39 41

The ratio for Research employees is skewed by the small sample group (one employee).

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UWIC‟s gender profile is illustrated graphical in the attached Appendix A.

Implementation of UWIC’s Gender Equality Scheme Planning and organisation The infrastructure already in place, which has supported the development of UWIC‟s Gender Equality Scheme and underpins implementation and review, comprises:  Board of Governors responsible for compliance with equalities legislation, for approval of policy and for ensuring equality and diversity is embedded into corporate plans and strategies.  An Equal Opportunities Committee, chaired by the Director of Operations, which has responsibility for equality and diversity across the institution, and is advisory to the Vice Chancellor and Principal.       An Equality and Diversity Officer dedicated to the progression and implementation of equality and diversity policies across the institution. A Scheme of Delegation in place, which allocates responsibility for equality and diversity to Managers within their sphere of responsibility Formal management responsibilities at Dean of School/Unit for

implementing diversity and equality policy. Dedicated support Units with responsibilities for data collection, analysis and monitoring, and for staff and student support. Academic Schools and centres responsible for learning, teaching and research development and support. All members of the UWIC community are expected to treat women and men - whether staff, students, partners or members of the public - with respect and dignity. Involvement of staff and students In developing our Scheme, communication and involvement has focused on identifying what is working well, what is not working well, where there are barriers to equal opportunities and access, and where there are gaps. We

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have recognised that different methods of communication allow people to participate in varying degrees. The methods that we have used to involve staff and students (current and past) are detailed in Appendix A. The responses from this involvement, along with the analyses of student and staff data, have enabled us to identify and prioritise the actions needed to deliver UWIC‟s GES and will provide valuable evidence as we determine priorities for the equality impact assessment of policies. Equality impact assessment We have:     commenced the process of reviewing policies, procedures and practices in the context of the equalities legislation with relevant managers/staff agreed to undertake this process with respect to all equality issues at the same time to minimise the demands on staff time developed and piloted a review template briefed the Management Board and Governors

Where a function, policy or procedure is found to affect any group in an adverse way, and there is no justification for this, the school/unit/person responsible for writing and/ or implementing them will set out an action plan to change the function, policy or procedure. Complaints UWIC reviews all employment procedures and monitors the provision of services to eliminate direct and indirect discrimination. It has in place policies and procedures to deal with grievances arising directly or indirectly from any member of staff. UWIC reviews all student-related procedures and monitors the provision of services to eliminate direct and indirect discrimination. It has in place policies and procedures to deal with complaints arising directly or indirectly from any member of the UWIC community and third parties.

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Appendix 1 UWIC Staff profile Permanent and Fixed Term Staff Gender Profile by Job Family
Permanent and Fixed Term Staff Gender Profile by Job Family

Female Academic Research Academic and Research Admin/Managerial Operations Technical Support VCPB Management Board Senior Management Total 190 13 203 308 76 55 439 2 6 8 650

Male 241 11 252 124 60 90 274 4 16 20 546

Total 431 24 455 432 136 145 713 6 22 28 1,196

% Female 44 54 45 71 56 38 62 33 27 29 54

% Male 56 46 55 29 44 62 38 67 73 71 46

Academic
% Female % Male

% Female 44% % Male 56%

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Research
% Female % Male

% Male 46% % Female 54%

Operations
% Female % Male

% Male 44% % Female 56%

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Technical
% Female % Male

% Female 38%

% Male 62%

Management Board
% Female % Male

% Female 27%

% Male 73%

Academic Admin/Managerial Management Board Operations Research Technical VCPB Total

% Female 44 % Female 71 % Female 27 % Female 56 % Female 54 % Female 38 % Female 33 % Female 54

% Male 56 % Male 29 % Male 73 % Male 44 % Male 46 % Male 62 % Male 67 % Male 46

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Gender % By Academic, Support and Management
120 100 80 60 40 20 0 % Male % Female

Senior Management

Academic and Research

Support

% Female Academic and Research 45 % Female 62 % Female 29 54

% Male 55 % Male 38 % Male 71 46

Support

Senior Management Total

Casual and Hourly Paid Gender Profile by Job Family

Gender % By Job Family
120 100 80 60 40 20 0

Total

% Male % Female

Ac ad em ic in /M an ag er ia l O pe ra t io ns

Re se ar ch Te ch ni ca l

Ad m

Su m

:

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Casual and Hourly Paid Gender Profile by Job Family Female Academic Admin/Managerial Operations Research Technical Sum: 22.00 266.00 47.00 76.00 121.00 Male 45.00 49.00 78.00 1.00 15.00 188.00 Sum: 92.00 125.00 199.00 1.00 37.00 454.00 % Female 51 61 61 0 59 59 % Male 49 39 39 100 41 41

Academic
% Female % Male

% Male 49%

% Female 51%

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Admin/Managerial
% Female % Male

% Male 39%

% Female 61%

Operations
% Female % Male

% Male 39% % Female 61%

Academic Admin/Managerial Operations Research Technical Sum:

% Female 51 % Female 61 % Female 61 % Female 0 % Female 59 % Female 59

% Male 49 % Male 39 % Male 39 % Male 100 % Male 41 % Male 41

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Gender by Academic and Support
120 100 80 60 40 20 0
Su pp or t es ea rc h To ta l

% Male % Female

Ac ad em ic

an d

R

Female Academic and Research Support Sum: 47 219 266

Male 46 142 188

Sum: 93 361 454

% Female 51 61 59

% Male 49 39 41

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Appendix 2 Student Profile

F M Grand Total:

2001/2002 4732 3935 8667

2002/2003 4942 4237 9179

2003/2004 5042 4359 9401

2004/2005 5079 4458 9537

2005/2006 5290 4914 10204

2006/2007 5562 5437 10999

Equal Opps_PT and PG Forms 2006
400 350 300 250 200 150 100 50 0

Male

Female

Gender Male Female

No 157 357 514

6000 5000 2001/2002

No of Students

4000 3000 2000 1000 0 F Gender M

2002/2003 2003/2004 2004/2005 2005/2006 2006/2007

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