Equality and Diversity Annual Report 2010
Foreword
I am pleased to present the University of Glasgow Equality and Diversity Annual Report for 2010.
The report provides an overview of some of our key equality developments and underlines the fact that through a range of activities and initiatives, equality and diversity remain central to the University. A great deal of these activities take place behind the scenes, and are led and supported by our Equality and Diversity Unit: it continues to provide an invaluable service to the University community in this most important area. But of course the credit for making progress on equalities must go to our staff and students, for it is they who ensure that the University remains at the forefront of creating a mutually inclusive campus where respect, dignity and fairness prevail in everything we do.
During the year the University embarked on an ambitious restructuring programme which posed a range of challenges for us all, including those relating to equality and diversity. This period of change however also provided the University with an opportunity to take a fresh and critical look at our approach to these issues and we have now formally established the Equality Monitoring Advisory Group to advise the University on trends and gaps with respect to staff and student profiles.
My senior management colleagues and I are pleased that the University remains at the forefront of helping to shape, inform and implement best equality policy and practice on campus and elsewhere in Scotland and in the sector as a whole. This report highlights just some of the ways we are pursuing this agenda: I commend it to you.
Professor Anton Muscatelli Principal
1 1. Introduction
This Equality and Diversity Annual Report 2010 provides an overview of developments that have taken place at the University of Glasgow during the period August 2009 – July 2010.
This report is also the University’s mechanism for meeting our compliance duties within the various regulatory reporting cycles, as required by Disability, Gender and Race legislation.
The terminology within this report reflects the University’s new structure.
2. Equality structures and process
The University established a dedicated Equality and Diversity Unit (EDU) in August 2007 comprising of three members of staff. The EDU reports via its Director to the Clerk of Senate for student matters and to the Director of Human Resources for staff matters.
The EDU is supported by seven Equality Champions, who are all members of the senior management team. The Principal of the University is the overall Equality Champion. Three Vice-Principals (including the Clerk of Senate), a Pro-Vice- Principal, the Secretary of Court and one Dean are responsible for each of the six equality strands: age, disability, gender, race, religion & belief, and sexual orientation.
The strategic and operational work of the EDU is formally reported to the six Equality Groups, the Equality Monitoring Advisory Group and the Equality and Diversity Strategy Committee (EDSC) each of which meet 3 times per year.
Formal approval of equality policies is carried out by the EDSC and reported via the HR Committee to the University Court for staff matters and via Education, Policy and Strategy Committee (EdPSC) to Senate for student matters. (Please see Appendix A: Diagram illustrating equality structure).
3. Equality and Diversity Strategy Committee
The Equality and Diversity Strategy Committee (EDSC) was established in 2003/04 and is responsible for developing the strategic direction for equality and diversity within the University.
The Principal chairs the Equality and Diversity Strategy Committee; other members of the Committee include the six Equality Champions, Senior Vice- Principal for Internationalisation, Director of the EDU, Director of Human Resources, Director of Recruitment and International Office (RIO), Director of Student Service, President of the Student Representative Council and the SRC
2 Vice-Principal for Student Support and a nominee from the Joint Unions Committee. There are also a number of corresponding members, including the Director of Finance and the new Heads of College.
The EDSC meets three times per year and is chaired by the Principal. The six Equality Champions provide reports on the relevant Equality Groups they convene. Additionally, the Gender Equality Champion convenes the newly established Equality Monitoring Advisory Group (EMAG) which is detailed in Section 6.
4. Equality Groups
The University established six Equality Groups in 2007 covering age, disability, gender, race, sexual orientation, religion and belief. Each group is convened by the responsible Equality Champion.
Membership of the Equality Groups includes representation from academic colleges and schools, service departments, the Student Representative Council (SRC), staff networks and students.
The Equality Groups meet three times per year and consider relevant equality issues, assist with the implementation of the appropriate policy at local level and, where appropriate, generate action plans.
5. Progress and Achievements made on equality during 2009-10
The Equality Groups have had various achievements throughout 2009/10, some of which are outlined below.
5.1 Age Equality Group
The Age Equality Group (AEG) received presentations this year from the Hunterian Museum on their policy in relation to Child Protection (this was brought to the attention of the Group as the School of Education received a request from a school pupil to attend an evening course) and from RIO on the admissions process in relation to age. The University has no age restrictions on admissions, Instead it is the level of qualifications and how recently these were gained/ achieved.
The AEG was asked by student representatives to highlight the concern at the closure of the Postgraduate Club (Hetherington Research Club) to the University senior management/ Secretary of Court. The AEG also noted the SRC had run a campaign entitled Benefits Week, which highlighted to Student Services, Advisers of Studies and students the range of benefits they could be entitled to.
3 The Age Equality Policy was approved by Court in April 2010 and can be viewed http://www.gla.ac.uk/services/humanresources/policies/a-g/age-equality/
5.2 Disability Equality Group
The Disability Equality Group (DEG) revised the University’s Disability Equality Scheme and Action Plan in line with legislative requirements. This involved a major consultation exercise with all staff and students in the University. The EDU took the lead in designing an online survey for staff and students, and arranging focus groups for disabled staff, students and the Disability Co-ordinators. The Disability Equality Scheme (DES) and Action Plan was published in December 2009, and was formally launched in May 2010. Staff, students and community groups were invited to the launch event.
One of the actions in the DES was to set up a Disability Service for staff, to ensure the support for staff mirrored the service provided for students. Setting up the service has been a collaboration between the Disability Service, Occupational Health, Human Resources and the Equality and Diversity Unit. The process allows disabled staff, after an initial assessment by Occupational Health to access specialist support provided by the Disability Advisers within the Disability Service. Examples of the support provided include;
Assistive software and hardware An ergonomic assessment Communication aids Alterations to the local environment
The new Disability Service for staff was launched alongside the DES in May 2010. Ian Hamilton, Journalist from BBC Scotland was the key note speaker. There were also short presentations provided by Margo Hunter (member of staff) and Mikey Hughes (student).
The DEG also considered issues relating to: mis-use of designated car parking bays for disabled users on campus; a report on the Disability Service’s annual evaluation survey by students and a presentation from the HR Director on the University Staff Attitude survey by disabled respondents.
The Disability Equality Group has a sub-working group the Campus Infrastructure – Disability Liaison Group (CIDLG), chaired by the Director of Estates and Buildings. The group’s membership includes disabled staff and students who make a positive contribution to improving physical access on campus. The DEG was pleased to note from CIDLG that a suitable location had been found for assistance dog toilet on campus.
4 5.3 Gender Equality Group
The Gender Equality Group (GEG) has been progressing a number of actions from the Gender Equality Scheme (GES), which was due for renewal in June 2010. The GEG, with the endorsement of the EDSC decided to postpone conducting a full review of the GES, until the Government clarified the timescale for implementation of the Equality Act 2010.
The GEG has engaged in a number of issues in 2009/10 including;
Supporting the SRC in the development of a Student Carers Policy Reviewing car parking arrangements for part-time staff Supporting the needs of transgender students including name changes within the University system
The GEG has also been supporting an initiative in the College of Arts to support academic women in their career development. This was a day of workshops and networking for female academics in the College of Arts. This was attended by over 40 women, the issues raised by those attending included;
Maternity leave and research leave Maternity pay calculation Performance and Development Reviews Promotion Leadership issues relating to the University restructure Women’s network and mentoring
5.4 Race Equality Group
The Race Equality Group (REG) received a number of presentations during 2009/10. These were;
Staff Attitude Survey
This outlined the BME staff response to staff attitude survey, which BME participation had increased from 1.7% in 2007 to 3.7% in 2009. It was acknowledge that although the numbers were low, generally BME staff expressed higher satisfaction rate in their experience and perception of the University.
Internationalisation Strategy
Mairi Darroch, Internationalisation Project Manager, provided the REG with an overview of the University’s Internationalisation strategy, which included the aim of being in the top 50 Universities worldwide, the need to embed the international
5 perspective across the campus and the development of an International Steering Group to take the strategy forward.
Bridges Project
Dr Wim Vanderbauwhede (University of Glasgow), Suki Mills and Campbell Wilson (both from the Bridges Project) presentation covered case studies on how the Bridges Project was attempting to offer positive and constructive opportunities for asylum seekers and refugees to acquire confidence, dignity and deliver to their full potential based on their skills and qualifications. Dr Vanderbauwhede suggested the University could benefit from supporting highly skilled researchers who are seeking asylum in this country. The REG broadly supported this idea, and a sub group has been set up to try and take this initiative forward.
Meeting the needs of International Students
Dr Gayle Pringle (College of Social Sciences International Officer) provided a presentation on the type of support she provides to international students. Much of this support was around generic academics skills in relation to essay writing. It was noted by the REG that Dr Pringles role is unique to her College.
The REG also considered the following issues during 2009/10;
The social integration of international PGT students on campus Supported the University’s participation in the STELLAR BME leadership programme hosted by Imperial College London. Professor Shireen Davies, Professor of Integrative Cell Signalling, participated in this leadership programme with the support of the University The implementation of the UK Borders Agency visa restrictions, and particularly the student strand of this Approved the revised Race Equality Policy http://www.gla.ac.uk/services/humanresources/policies/p-z/race-equality/
5.5 Religion and Belief Equality Group
The Religion and Belief Equality Group (R&BEG) revised and launched the Religion and Belief Equality Policy in 2009/10. The launch was hosted by the Chaplaincy and relevant staff, students and external community members were invited. The R&BEG were pleased to note the generally enthusiasm for the policy, particularly in providing guidance for students around faith based festivals which fall during term time.
The Religion and Belief Equality Champion and members of the R&BEG were pleased to nominate members of the faith community to receive honorary doctorates from the University. This included to founders of the Muslim-Christian
6 Interfaith Mediation Centre in Kaduna, Pastor James Wuye and Imam Muhammad Ashafa.
In the 1990s, Pastor James Wuye and Imam Muhammad Ashafa led opposing, armed militias, dedicated to defending their respective communities as violence broke out in Kaduna, northern Nigeria. In pitched battles, Pastor James lost his hand and Imam Ashafa’s spiritual mentor and two close relatives were killed. Now, the two men are co-directors of the Muslim-Christian Interfaith Mediation Centre in Kaduna, Nigeria leading task-forces to resolve conflicts across Nigeria. They work together to teach warring religious youth militias how to resolve their conflicts peacefully.
The R&BEG was supportive of the Chaplaincy’s development of the Faith and Belief Guide, which is circulated to all newly recruited students and staff. The R&BEG also contributed to the review of guidelines in the relation to the death of a student.
The Religion and Belief Equality Champion, EDU and Chaplaincy were able to secure a regular meeting space for Muslim students to hold Jumaa (Friday noon) prayer – this included finding a suitable space for women to pray.
5.6 Sexual Orientation Equality Group
The Sexual Orientation Equality Group (SOEG) received two presentations in 2009/10, they were;
Staff Attitude Survey
A presentation was provided by Robert Marshall, Court Office Senior Manager, on the response to the Staff Attitude Survey by Lesbian, Gay and Bisexual (LGB) people. It was noted that generally this group was less satisfied than the University staff as a whole. The number of LGB staff participating in the survey was low and therefore the feedback has to be viewed with a measure of caution.
Faith and LGB people
Rev. Stuart MacQuarrie, University Chaplain provided a presentation on the support Chaplaincy provides to LGB people with faith and an outline of how the major faiths view homosexuality.
The SOEG noted a number of issues from student representatives on the group, including the SRC and the LGBT Student Association, these included;
Supporting the needs of transgender students including name changes within the University system
7 Planning a befriending scheme for new LGBT students to the University Production of a sexual health leaflet
The SOEG took the decision to participate in next years Stonewall Workplace Equality Index, an audit of how ‘gay friendly’ the University work environment is. The Sexual Orientation Equality Champion advised members that by participating areas will be highlight area for improvement in University policy and practice.
6. Equality Monitoring Advisory Group
The EDU established the Equality Monitoring Advisory Group (EMAG) in January 2010. The aim of this group is to provide an overview of the equality statistics for students and staff, and highlight any areas of concern to the relevant equality working groups. EMAG is chaired by the Gender Equality Champion, and has representation from EDU, Human Resources, Planning Services, SRC, RIO, an academic from the Statistics subject area, and a Social Scientist.
EMAG aims to produce an annual report which considers statistics collected by the University on sex, ethnicity and disability for staff and students. It is envisaged that the first EMAG report will be produced in early 2011.
7. Networks
7.1 Staff Networks
LGBT Staff network
The LGBT Staff Network has developed over the last year, and now has a circulation list of over 40 people. The network receives a small budget from the EDU to support activities. The network hosts monthly lunches and has regular social events where partners are invited. During 2009/10 the following activities have taken place;
Hosted a retirement party for a retiring academic who started the first gay student society in the University in the 1970’s. Developed and launched a website - http://www.gla.ac.uk/services/lgbtstaffnetwork/ Marked LGBT History month by raising the rainbow flag with the LGBT Student Association Marched in the Gay Pride march in Glasgow
Retired Staff Association
Professor Robin Leake, former Vice Principal and former Convener of the Retired Staff Association, and has been involved in establishing a more extensive
8 programme for the retired Staff Association. The web address of which is http://www.gla.ac.uk/alumni/retiredstaffassociation/
7.2 Student Clubs and Societies
The Student Representative Council (SRC) supports a range of student clubs and societies which meet differing needs of the diverse student body. In addition the SRC also elects on an annual basis dedicated non-sabbatical officers including e.g. International Students’ Officer, LGBT Students’ Officer, Minority Ethnic Students’ Officer, Mature Students’ Officer, Students with Disabilities Officer, Women’s Interests Officer.
The EDU works closely with the SRC and the students clubs and societies to ensure issues are addressed and relevant needs met. Example of support provided to student events over the past year include;
Interfaith Dinner International Day of the Disabled
8. Equality Developments across the University
8.1 Equality Impact Assessments
The University is committed to applying fair and transparent policies and practices through completing Equality Impact Assessments (EIA).
The University guidance can be found at http://www.gla.ac.uk/services/equalitydiversity/equalityimpactassessment/
8.2 Harassment Advisers Network
The University of Glasgow is committed to providing fair and transparent procedures and support where alleged bullying and harassment occurs.
The Harassment Adviser Network is a network of voluntary staff who provide confidential and impartial advice to colleagues who think they may be being bullied or harassed. The advisers will support staff to achieve an informal solution to their situation.
In 2010 the Harassment Advisers were trained to offer support to students who alleged they have been bullied or harassed. This support will mirror the support provided to staff. This is a pilot scheme which will be reviewed after a year to ensure the support is appropriate and robust.
8.3 Interfaith Chaplaincy
9 The Chaplaincy continues to encourage interfaith dialogue through various means; this included involving principal faith communities in the annual Christmas Carols Service at the University.
The Chaplaincy also formally joined Affirmation Scotland as an 'Affirming Chaplaincy'. Affirmation Scotland supports congregations which are inclusive of LGBT Christians.
9. Equality Developments within academic areas
The following information has been provided by various Colleges and Schools on how they are engaging and supporting the equality and diversity agenda through their activities.
9.1 College of Arts
During 2009/10 the following activities took place in the College of Arts;
Series of Black History Month lectures (October - November 2009) organised by Michael Morris, postgraduate researcher.
‘Opening Pandora’s Box’: a collaborative event organised by two Arts PGRs as part of International Women’s Week involving the Schools of Humanities, Critical Studies and Culture and Creative Arts, the Glasgow Women’s Library (GWL), and the University of London’s Institute of German and Romance Studies (March 2010). The event included a workshop a led by the archivist Dr Hannah Little (GWL) in collaboration with Amy Murphy, Arts PhD candidate, working within the Schools of Humanities and Critical Studies at the University of Glasgow, examining the formative relationships that British lesbians have with works of literature. Hannah and Amy selected appropriate objects, texts, and images from the GWL’s un-researched Lesbian Archive, and encouraged participants to think about and discuss their own responses to them.
‘Bonds and Borders’ - 8th Annual Graduate School Conference (June 2010): a one-day postgraduate symposium organised by Arts PG students that explored the challenges and opportunities created by migration and mobility across national, cultural and geographical boundaries. The organisers involved members of the University of Glasgow’s Refugee, Asylum, and Migration Network (GRAMNet) as plenary speakers and drew attention to the interdisciplinary concerns and public engagement/support work that the Network coordinates. The proceedings of the conference will be published by the Cambridge Scholars’ Press, thus disseminating these engagements further.
10 Nichola Scrutton, has created sound design for Panic Patterns, a play in the GlasGay! festival. Dr Scrutton was awarded Creative Scotland funding as additional support for the commission to create the sound design for the new play, Panic Patterns, by Zoë Strachan and Louise Welsh, staged at the Citizens Theatre, Glasgow
9.2 College of Medical, Veterinary and Life Sciences
The College supported post-doctorate staff - Dr. Flavie Vial and Dr. Sunny Townsend, to teach statistics courses at the following African Universities.
Sokoine University of Agriculture (SUA), Morogoro, Tanzania University of Dar es Salaam (UDSM), Dar es Salaam, Tanzania Makerere University, Kampala, Uganda Ecole Inter-Etats des Sciences et Médecine Vétérinaires (EISMV), University of Dakar, Senegal Centre Suisse de Recherche Scientifique (CSRS), Abidjan, Côte d’Ivoire
A report on these activities is available from Dr. Flavie Vial and Dr. Sunny Townsend, on request.
Prof Jacqueline Atkinson is a judge in the Mental Welfare Commission ‘Principles into Practice’ awards - which is about promoting good practice in mental health services - both NHS, voluntary organisations and local groups - www.mwcscot.org.uk/
In 2009/10 the Master of Public Health (MPH) programme had guest lecturers, including a former a lecturer from a Nigerian university and one who had conducted research in Uganda. The MPH offered a course in Globalisation and Public Health which emphasised a diverse range of public health related issues with global implications. The Medical Undergraduate School had two students evaluating community health initiatives run by a small local charity that operate in a disadvantaged community.
In July 2010 students at the University hosted a visit recently from the Director of the Kamuzu College of Nursing in Malawi. Further information is available at http://www.gla.ac.uk/news/headline_164642_en.html
9.3 College of Science and Engineering
In April 2010, the School of Physics and Astronomy achieved recognition from the Institute of Physics for its work in promoting and providing an open, transparent and fair working environment for all, in the form of a Project Juno Practitioner award. Work towards this award was led by Dr. Lyndsay Fletcher, and included collecting and analysing gender-disaggregated data on staff and student satisfaction, compiling progression and promotion statistics, and critically
11 reviewing the visibility of female physicists in, e.g. interview panels, management positions, outreach materials, colloquium lists. In addition, the School identified shortcomings in its procedures and compiled an action plan to address these.
IOP’s Project Juno was initiated in response to the relative under-representation of women in UK University Physics. The School was the first in Scotland to gain this award, and third equal in the UK. We have also been at the forefront of promoting Juno among the other institutes in the Scottish Universities Physics Alliance (SUPA), and Prof. Christine Davies organised SUPA Juno workshops on Glasgow during October 2009 and June 2010. The School has now extended its efforts, with an expanded Juno committee, and the goal of submitting for Juno ‘Champion’ status during academic session 2010/11.
9.4 College of Social Sciences
Urban Studies a long standing relationship with PATH (Positive Action Training for Housing) who sponsor black and minority ethnic students through the course and through work placements in housing. This increases employment and management opportunities within the social housing sector for the students. This year we have four students sponsored by PATH.
A Similar scheme has been established by GCIL (Glasgow Centre for Inclusive Living) to provide opportunities for people with disabilities. Two years ago we took part in a successful pilot and GCIL have now secured funding for a longer programme. Again they are supporting five students this year.
In 2009 we were commissioned with Manchester University (IPEG) to facilitate some seminars for the Equality and Human Rights Commission (EHRC) about equalities issues for housing. This was a small project that has reported to them and we ran one seminar in Glasgow.
Strathclyde Centre for Disability Research has two disabled PhD students, one of whom is from a developing country, and one disabled research fellow. All our research is equality related and has included work on suicide in young women of South Asian origin, growing old with cerebral palsy, training for people with long term conditions, reviews of disability equality duties across a range of public sector organisations and work on the Third Sector involvement with people with multiple and complex needs.
10. Learning and development in relation to equality and diversity
The University demonstrates it’s commitment to equality and diversity by providing a range of staff development courses and activities.
12 In August 2009 the Senior Management Group and other senior managerial staff at the University participated in a workshop on internationalisation entitled Supporting a Diverse Community on Campus.
During 2009/10 the University provided open courses including;
HR Department Customer Care Managing Diversity (for First Line Managers) Managing Diversity (for Team Leaders) Equality and Diversity at Work (for Administrative Assistants) Equality and Diversity (for the Management Development Programme)
Equality and diversity issues were also addressed and embedded in the following workshops;
Recruitment & Selection Recruitment & Selection (Dental School) – Bespoke workshop Communicating with People (Team Leading programme) Performance & Development Review Women’s Career Development Network Event – College of Arts
Specific equality courses open to all staff:
Diverse Curriculum: Meeting the Different Needs of Learners - full day course twice per year Internationalisation: Supporting a Diverse Community on Campus - full day course three times per year Learning and Working with Disabled People - full day course three times per year
11. Consultations
During the year the University contributed to a range of consultations including:
QAA Scotland – Enhancement-led Institutional Review 2009/10 UCEA – Default Retirement Age – Call for Evidence – January 2010 Scottish Government’s Consultation on the Public Sector Equality Duty Specific Duties – January 2010
12. One Glasgow
The University created the ‘One Glasgow’ brand in 2006 to celebrate diversity on campus by hosting events and activities involving students, staff and the wider community.
13 The Ferguson Bequest provided funds in 2009/10 for One Glasgow events which were supported by the Equality and Diversity Unit. These included:
Scottish Mental Health Arts and Film Festival Black History Month When Faith Meets Queer - Does there always have to be a conflict? 10th Season of Contemporary Japanese Films
13. Future Developments for equality and diversity issues
Equality Act 2010
The Equality Act 2010 came into force on 1 October 2010 and harmonises former anti-discrimination legislation and statutory instruments. The Act strengthens the law on equality and introduces several new rights and remedies. The Act covers employment matters, education and the provision of goods and services and public procurement.
The Equality Act introduces the new terminology of 'protected characteristics': age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
A briefing paper was prepared by the EDU summarising the Equality Act 2010 outlining key proposals and implications for the University. This information was presented to the EDSC, Equality Groups and Human Resources Managers group with a caveat that the briefing will be updated as and when legislation and codes of practice come into force.
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