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Equality and Diversity Annual Report 2017 Contents

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Equality and Diversity Annual Report 2017 Contents Inspiring success Equality and Diversity Annual Report 2017 Contents Section 1: Introduction ....................................................................................... 1 Section 2: Equality and Diversity Infrastructure and Processes .......................... 4 Section 3: Equality and Diversity Highlights ........................................................ 6 Section 4: Achievements against Objectives ....................................................... 9 Section 5: Staff Data Analysis ............................................................................ 22 Section 6: Student Data Analysis....................................................................... 26 Appendices........................................................................................................ 28 Section 1: Introduction Teesside University is a modern university with a growing reputation for academic excellence and for an outstanding student and learning experience informed by engagement with research, business and the professions. We have set out a programme of transformation to 2020 that will drive academic ambition and deliver excellence for our students, partners and the communities we serve. It will position Teesside as an international university at the heart of Teesside that transforms lives and economies. In January 2017, the University successfully achieved 51st place in the highly regarded Stonewall Workplace Equality Index, a nationally recognised award that demonstrates an organisation’s commitment to the equality of its LGBT staff. Teesside University is dynamic, energetic and innovative. The University is all about Providing Opportunities, Driving Enterprise and Delivering Excellence. Teesside has been accredited with Investors in People GOLD status since 2012 in recognition of its engagement with, and professional development of, its staff. Vision Teesside will be a leading university with an international reputation for academic excellence that provides an outstanding student and learning experience underpinned by research, enterprise and the professions. Mission Teesside University generates and applies knowledge that contributes to the economic, social and cultural success of students, partners and the communities we serve. Through education enriched by research, innovation, and engagement with business and the professions, we transform lives and economies. Values At Teesside University, we seek to enhance the experience of all our students, staff and external partners by: 1 • Delivering excellence • Empowering individuals and teams to enhance their contribution to the University • Fostering creativity, enterprise and innovation • Embracing diversity and actively opposing prejudice • Communicating openly, honestly and respectfully at all times • Committing to sustainability and the protection of our environment • Taking responsibility and demonstrating leadership. Economic and Social Impact The mission states the University’s contribution to the economic, social and cultural success is about not only the students, but also concerns the communities it serves. Staff and students across the University community are actively engaged in enriching society and the economy through charitable giving, volunteering, enterprise, mentoring and governance – and through an award-winning programme of outreach activity and events. Equality and Diversity Specific Aims Teesside University’s specific aims for Equality and Diversity are: 1. To raise awareness in the University community of equality and diversity and to develop understanding of respect, right and responsibilities amongst students, staff and those engaged with the University. 2. To reduce inequalities in the experience and attainment of students and staff to ensure that the whole University community can understand and achieve their potential. 3. To embed equality and diversity into wider University activities. 2 In order for the University to ensure achievement of its aims in this area, an initial four-year action plan was introduced in 2012. Following successful completion of this plan, a new four-year plan was introduced in 2016, which includes more specific objectives relating to the University’s student community and embedding equality and diversity into the approach to learning and teaching. The purpose of this report is to summarise University activities and achievements in relation to our equality and diversity objectives, highlighting the excellent progress made in 2017. 3 Section 2: Equality and Diversity Infrastructure and Processes The University’s Executive and Senior Management Team are committed to raising awareness of equality and diversity throughout the University and addressing the issues and barriers that prevent effective support to staff and students for all protected groups. To this end, equality and diversity is steered at a senior level by the University’s Executive Equality and Inclusion Committee. Decisions made by this group inform and steer the work of the Equality and Inclusion Committee as well as ensuring that issues raised by the relevant staff and student focus groups are addressed. Through its Chair, the Executive Director of Human Resources, the Committee also ensures that awareness of this important agenda and the key issues are reported on and discussed by the University’s Executive Team. This group currently comprises of: • Executive Director of Human Resources (Chair) • Director of Student Recruitment and Marketing • Director of Student and Library Services • Director of Finance and Commercial Development • Head of Learning and Teaching Enhancement • Equality and Diversity Advisor • President of the Student’s Union. Teesside University has an Equality and Inclusion Committee (EIC), which is chaired by the Deputy Director of Human Resources. Membership consists of employees from all schools and departments, trade union representatives and members of the Student’s Union. The Equality and Inclusion Committee meets four times a year, reporting on achievements against the University’s Equality Objectives and discusses any other issues or matters of concern regarding Equality and Diversity at the University. The EIC has a number of sub committees, known as focus groups. These focus groups represent various protected characteristics and include: • Disability • Ethnicity, Religion and Belief 4 • Sexual Orientation • Gender The Focus Groups are formed primarily by employees, including those that have expressed an interest in the specific area and employees who have relevant experience of a particular protected characteristic. The Groups also include student representatives from the Elected Officers of the Students Union. The Focus Groups meet regularly, coinciding with the EIC meeting cycle, to enable issues relevant to those particular protected characteristics to be discussed and, if necessary communicated to EIC and vice versa. Each Focus Group has an Executive Champion. This demonstrates to University staff, students and the wider public the level of importance the University places on equality, diversity and inclusion. The role of the Champion is to primarily act as a figurehead for that particular protected characteristic, taking an active interest in activities by attending events and focus group meetings, whenever possible, and taking every opportunity to raise awareness amongst staff and students as well as taking forward actions to address identified barriers. The Executive Committee confers with the EIC and reports progress on the University’s Equality and Diversity agenda to the Vice Chancellor’s Executive via the Executive Director of Human Resources. The University’s Corporative Executive Team is also consulted on Equality and Diversity issues as and when necessary. The infrastructure provides a vital link between under-represented groups within the University and the University’s Executive Team, allowing communication, in both directions, and a method for consultation on strategic decisions. Equality Analysis of New and Revised Policies The University operates on a five-year cycle of policy review and develops new policies in line with legislation. All policies are subject to equality analysis. 5 Section 3: Equality and Diversity Highlights Continued strengthening of Community Links: The University has continued to maintain strong relationships with community groups including Hart Gables, Cultures CIC and the local Sikh Community, mainly through shared events and activities and through sponsorship. Further links have been developed through our local Tees Valley Equality and Inclusion group that has shared best practice and training and awareness opportunities with other local public sector organisations. Collating and circulating a newsletter of Equality and Inclusion events and activities happening across the Tees Valley area has seen an increased take up of attendance at some events. This year the University worked with the Islamic Diversity Centre to deliver an Islamic Awareness session for staff which was well attended. Through the newsletter we also had several people attending from Cleveland Fire Brigade and from Middlesbrough Council who have subsequently looked at ways that they can work with the Islamic Diversity Centre to raise awareness within their own organisations. Mima has further developed community relations through regular activities particularly with the refugee community and with groups supporting people with dementia, actively encouraging a wider more diverse group of visitors. Review
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