Student action plan No. Objective Action Responsibility Time scale Progress May 2010 1. Understand more 1.1 Analyse student questionnaire including EDU working Spring 2008 Report presented to GEG. See appendix A for clearly student verbatim responses and publish report. with SRC and progress on outstanding actions. concerns Gender Champion 2. Improve 2.1 Identify courses RAPS Ongoing FB (RIO) held meetings with Dentistry and participation of 2.2 Develop appropriate recruitment strategies Vets to discuss m:f ratio; other areas underrepresented e.g. taster days highlighted included FBLS and Physical gender in courses 2.3 Coordinate with retention policy Science. currently E&D training for staff who interview applicants dominated by men has been completed in Dentistry. This will be or women – rolled out to other relevant areas once dominated means restructuring has been finalised. courses where participants are 60- 100% of one gender 3. Review University 3.1 Review provision (quality and quantity) Academic Review Student Maternity/Paternity/Adoption Policy support to students Secretary/SRC completed approved in 2009. with caring spring 2008. SRC and University currently developing a responsibilities Further plan Carers Policy. developed Larger site for the University Nursery is planned, however finding an appropriate space will take some time. 4. Identify support 4.1 Work with LGBT Society/SRC SRC, Sexual Identification The EDU recommends this action is passed needs of LGBT Orientation of issues by onto the Sexual Orientation Equality Group students champion and spring 2008 (SOEG) and relevant Champion. LGBT Society, and further EDU plan developed No. Objective Action Responsibility Time scale Progress May 2010 5. Assess the impact 5.1 Develop methodology for impact EDU Spring 2008 EIA policy and process approved by EDSC. on gender equality assessment of policies related to students Policies completed are on the EDU’s website of existing and new http://www.gla.ac.uk/services/equalitydiversity policies and /equalityimpactassessment/ practices Planned rollout approved by EDSC, starting with student policies. 6. Review the extent 6.1 Develop student harassment policy. SRC, Clerk of Complete Student Harassment Statement approved by to which Senate, EDU Summer EDSC in 2008, and publicised to all students. harassment and 2008 A Code of Practice on Unacceptable bullying is a Behaviour has been implemented by Senate. concern within the The Harassment Advisor’s Network has been learning trained to support student who feel they are environment being bullied or harassed, and to assist with resolving the issue at an early stage. Staff action plan No. Objective Action Responsibility Time Progress May 2010 scale 7. Understand staff 7.1 Analyse staff questionnaire including HR, Equality End 2007 Report presented to GEG. See appendix A for concerns more verbatim responses and publish report Champions, EDU and progress on outstanding actions. clearly comparing findings with staff attitudes ongoing Repeated the Staff Attitude Survey in 2009. 7.2 survey. Result showed men were more likely to be Conduct regular staff attitude surveys which unhappy working at the UoG than women; includes gender and other wider equality however the difference was statistically very aspects small. Faculties received a gender breakdown of results. No. Objective Action Responsibility Time Progress May 2010 scale 8. Embed equality 8.1 Embed equality and diversity issues relating Clerk of Senate, Sept 2008 ELIR process resulted in the QAA stating they and diversity in to gender in quality assurance processes for VP L&T had ‘confidence’ in the UoG management of teaching and curriculum development, teaching, learning, academic standards, and of the assurance and learning and assessment and evaluation to ensure that enhancement of the student learning curriculum the curriculum is inclusive and does not experience. No specific gender issues were development stereotype any gender group. LTC, SDS raised through this process. Integrate gender equality issues into the LTC has integrated gender equality issues into 8.2 Ongoing University’s learning and development its taught programmes programmes. SDS, LTC, EDU, Provide learning opportunities and EDU is working with Faculty Admissions staff to 8.3 RAPS Ongoing resources for all teaching staff to raise their ensure processes are fair and equal. RAPS awareness of equality and diversity issues have attended E&D training and are represented relating to gender in recruitment, on the GEG. admissions, learning, teaching, assessment and evaluation. 8.4 Revise the New Lecturer and Teacher LTC E&D issues have been included in the review of Programme to raise new teaching staff Septembe the NTLP. E&D will be embedded in core units members’ awareness of equality and r 2008 and new optional unit offering in-depth diversity issues relating to gender in (Complete exploration of E&D in HE teaching is on target to learning, teaching, assessment and d) be available from 2009/10. evaluation. Clerk of Senate; Monitor compliance with use of appropriate Deans E&D questions have been embedded in the 8.5 equality and diversity processes relating to HoDs DPTLA and ACMR process. No significant gender in curriculum development, learning, issues have been raised with the EDU from Course Ongoing teaching, assessment and evaluation via these. Conveners internal quality assurance processes such as DPTLAs and Annual Course Reviews. Provide learning resources via the Learning 8.6 & Teaching Centre’s website for all teaching LTC, EDU staff to raise their awareness of equality and Ongoing Resources available at: diversity issues relating to gender in http://www.gla.ac.uk/services/learningteaching/g learning, teaching, assessment and oodpracticeresources/equalityanddiversity/ evaluation. No. Objective Action Responsibility Time Progress May 2010 scale 9. Assess the impact 9.1 Develop methodology for impact EDU End 2008 EIA policy and process approved by EDSC. on gender equality assessment of policies related to staff and Policies completed are on the EDU’s website of existing and ongoing http://www.gla.ac.uk/services/equalitydiversity/e new policies and 9.2 Provide impact assessment training for SMG qualityimpactassessment/ practices Review policies and procedures for 9.3 compliance Develop an institutional structure (EDU) to Director of HR, EDU team in place August 07. 9.4 support the mainstreaming of equality and Academic Sep 2007 diversity Secretary (Complete d) 10. Assess that the 10.1 Publish and implement Equal Pay Statement HR 28/09/07 Equal Pay Audit conducted, and will be University Conduct regular pay reviews and reviewed annually. complies with 10.2 ongoing legislation on (complete equal pay d) 11. Review 11.1 Ensure consideration is given to the HR, SMG By end Promotions policy has been amended and promotions teaching dimensions of the academic role 2007, and includes teaching and p/t considerations. policies for all staff 11.2 Ensure part-time and full time working are annually Reviewed for continuous improvement. given pro-rata consideration Promotions monitored for gender, race and 11.3 Monitor the promotions cycle for all equality disability will begin from 2009, results are strands presented to HR Committee. 12. Review patterns of 12.1 Increase the use of new work patterns, HR, Deans, Ongoing Literature review and consultation completed, working across the which are consistent with operational Service policy will be amended when resources University effectiveness such as flexible working, shift Directors, HoDs. available. patterns, variable/long hours, annual hours HR & EDU 12.2 Raising awareness and developing guidelines for implementation within Spring departments. 2009, and ongoing No. Objective Action Responsibility Time Progress May 2010 scale 13. Develop the 13.1 Review recruitment and selection processes SMG, HR, SDS, Ongoing R&S overhauled in 07/08. E-recruitment now University as a 13.2 To develop robust monitoring EDU embedded and includes mandatory E&D diverse community 13.3 Raise awareness (internally and externally) questions. Recruitment and Selection training and increased of equality and diversity and the University. under review. number of staff 13.4 Analyse the composition of University from committees for diverse representation EDSC has in principal supported E&D online underrepresented Support staff with training in equality and training. EDU is currently receiving final tender groups. 13.5 diversity and cultural issues bid for this. 14. Clarify whether 14.1 Increase the pool of harassment advisors SMG, HR, EDU, Ongoing EDU recruited new HA’s – now 17 in total. harassment and 14.2 Review and update any training HoDs, HAN HAN received training in mediation, bullying is a requirements for harassment advisors confidentiality, active listening and student concern in the 14.3 Update harassment and bullying policy and procedures. working inform University community environment To work with managers to support Included harassment in MMDP training. 14.4 implementation Implemented a robust monitoring system. 14.5 Monitor harassment and bullying complaints Procurement Action Plan No. Objective Action Responsibility Time scale Progress May 2010 15. Review all procurement 15.1 Review procurement procedures and guidelines Director of Finance December Finance signpost all activities to ensure all to include specific information on the Gender 2007 and equality policies to contractors are aware of and Equality Scheme and Action Plan ongoing relevant approved compliant with Gender suppliers. Equality Scheme and Action Implemented a Plan 2007-2010 complaints process for complaints against contractors. Appendix A - Gender Equality Scheme – Verbatim responses Action Sheet - Update 25/05/2010 Outstanding actions No. Action By whom When 2. Childcare provision on campus – in GES Action Plan GEG Ongoing – E&B and Campus Services are researching suitable premises (embedded in action 3). 7. GUU – 139 Dinner, homophobic attitudes – service NJ NJ raised with Secretary of Court, this has been level agreement feed into the current review of all Student Union funding. 8. SRS – Communal changing spaces SRS The changing rooms for the swimming pool have been refurbished and now have private changing and showering facilities. The changing rooms on level 3 will be refurbished in summer 2010. 12. Flexible working policy HR Awaiting update 17. Review of Bullying and Harassment policy EDU EDU currently preparing a draft for consultation 19. P/G Education placements – give consideration to EDU - Awaiting update. those with caring responsibilities. Education Completed actions No. Action By whom Completed outcome 1. Write progress and update results into A4 sheet EDU Completed 28/10, presented to GEG 21/01/09 3. Report on Flexibility in the Curriculum EDU Two key areas have been highlighted in this report – childcare on campus, and timetabling concerns for students who are carers. Due to changes in staff personnel this is no-longer being perused. 4. Code of practice/guidelines to include Clerk of Senate approved Student Maternity/Paternity accommodating students with caring responsibilities Senate Policy - http://www.gla.ac.uk/services/senateoffice/acade mic/studentpolicies/maternitypolicy/#d.en.12800 4 on the 04/06/2009 5. Student Harassment Statement EDU Approved EDSC 11/12/08. Launched 19/01/09 - http://www.gla.ac.uk/services/equalitydiversity/h arassment/students/ 6. Complaints procedure for sexist comments from Procure- EDU, E&B and Procurement finalised a contractors (add procedure into Student Harassment ment complaints procedure. Statement) 8. SRS – Communal changing spaces SRS SRS reported the changing facilities in the Stevenson building will be refurbished in Summer 09 and will accommodate more private changing and showering facilities. 9. Lack of female toilets, particular buildings. E&B EDU sent an email to relevant Deans Trans toilet facilities 05/02/2010. 10. Publish Equal Pay Audit HR HR has published an equal pay statement inline with legislative requirements. The full audit has not been published. 11. Prospectus – images of same-sex couples NJ - SS Highlighted to Corp Comms, who have taken the information into account, however very few pictures of ‘couples’ are used in the prospectus. 13. Fixed term staff – gender balance? HR Statistical information provide in GES Verbatim Response summary 14. Recruitment & Promotions policies opaque – EIA EDU/HR EDU has completed an EIA of the Academic Promotions Policy. Evidence shows women are more likely to gain promotion, however are less likely to put themselves forward. 15. E&D training for Promotions panels The Equality and Diversity Training Strategy will incorporate this. 16. Recruitment of Harassment Advisors EDU Completed 18. Advise Faculties to set aside a pot of funding to cover NJ All budget holders are reminded to keep maternity leave contingency funding to cover Maternity leave.