Equalities and Inclusion. SSAB will operate and actively value the benefits of diversity and ensure fair treatment and equality of opportunity. Annual Reports and information on safeguarding adults will include appropriate information, subject to availability, on gender, age, disability, sexual orientation, faith or belief and ethnicity.
Equalities and Inclusion. In 2019-20, the college made progress in extending support to learners from different protected characteristics. This was mainly achieved through the work of our Equalities and Diversity Group and our Learning & Teaching Team. Statistics relating to learners from different protected characteristics are detailed below: - ethnicity: 330 credits (26.7%) - disability: 539 credits (43.6%) - male: 538 credits (43.5%) - female: 699 credits (56.5%) - care-experienced: 70 credits (5.66%) See also the link to our Equalities Mainstreaming Report: xxxxx://xxx.xxxxxxxxxxxxxxxxxxxxx.xx.xx/wp- content/uploads/2019/06/Equalities-Outcome-Report.pdf The gender balance across all courses was 43.49% male and 56.51% female. This compares with the following in 2018-2019: 50.96% male, 47.47% female and 1.57% other. We have yet to improve the number of female students on our Rural Skills Course, despite extended marketing and community engagement. However, five female volunteers were involved in our Forest College volunteer programme and 120 students, over 90% female, on the BA Education Studies at Xxxxx Xxxxxxxx University obtained a Forest and Outdoor Learning Award. The gender balance in our Board of Directors is 70% male and 30% female. The three members of our senior management team are female. The college has now established a cross-college reporting system in relation to gender-based violence and a student forum group has met to discuss this issue. In 2019-20, there were no reports of gender-based violence. Our Gender Action Plan is available at: xxxxx://xxx.xxxxxxxxxxxxxxxxxxxxx.xx.xx/wp- content/uploads/2019/06/Newbattle-Abbey-College-GAP-excerpts-from-the-AY- 2019-22-OA.pdf We are also implementing a Menopause Policy to support female staff and students.
Equalities and Inclusion. The Equality and Diversity Forum, with membership across many functions and faculties and including the Student Association officers, designed a ‘DGC Together’ month of training and awareness raising events to make sure everyone across our College know they belong here. This included a talk by Xxxxx’s Test founder Xxxxx Xxxxxx in partnership with our local public protection unit, a ‘Nil By Mouth’ session by founder Xxxx Xxxxx on combating sectarianism, and two Rainbow Tea Parties to celebrate International Trans Day of Visibility. Staff and student sessions were held promoting being an Active Bystander to familiarise everyone with our new Harassment and Hate Crime Reporting procedure, and raising awareness of how to challenge inappropriate behaviour, particularly in relation to gender based violence. These reached nearly 500 people over the academic year. Moodle sites giving staff and managers open access to a range of online equalities training options have been launched and a compulsory unit for all staff to help them deal with Challenging Behaviour has been rolled out. Equality Impact Assessments (EqIAs), which include consideration of additional considerations such as human rights, care experience, carers, mental health, socio-economic and veteran status impacts are carried out as an established stage in publication for all strategies, policies, procedures, and other key documents. EqIA results are published in a single, easy to navigate Equality Impact Assessment Summary document on our public facing website, refreshed each year. Full details of our equality and diversity commitment, policy, governance, profile, progress and EIA for both staff and students is available to view through our website at Equality and Diversity Reports. Highlight Activity 22/23 College Values – Our new values will be embedded into our processes to ensure our culture is welcoming and inclusive for all student and staff. Here for You Campaign - with particular emphasis on helping our people through the cost-of-living crisis and supporting refugees. Mental health, gender-based violence and a Man Cave initiative to encourage dialogue and per support among students are all planned. Equality and Diversity Report - The College, in line with our Equality and Diversity Framework, will produce and publish our annual Equality and Diversity Report for April 2023 which incorporates our PSED statutory reports and highlights synergies with the National Equality Outcomes into a single holi...
Equalities and Inclusion. NESCol strives to support people from a wide range of backgrounds to access a high-quality educational provision and ultimately improve their positive destinations in life. The College continues to seek to ensure that as an organisation it creates - year-on-year - a more equal, diverse and inclusive learning and working environment for students and staff alike where everyone is respected, valued and supported. NESCol is committed to offering a curriculum that provides opportunities for those who can benefit from education and progress onto further education and/or employment. The College seeks to provide opportunities that are accessible to people irrespective of socio-economic status and the various protected characteristics. Providing access includes the provision of dedicated courses were appropriate (e.g. learners with additional needs) and/or providing additional tailored guidance and other support (e.g. care experienced). Consideration is given to meeting the needs of specific groups of learners (e.g. hard to reach, additional needs, care experience) when planning the curriculum offer. At the time of writing, the College is preparing its Equality Mainstreaming Report for publication in April 2021 and has also identified four Equality Outcomes to be addressed over the period 2021-26. These Outcomes relate to the disability attainment gap, biological sex representation and success, digital poverty and literacy, and community partnership working. Also at the time of writing, work has commenced on improving the College’s approach to equality impact assessment to ensure that the needs of the diverse student body are considered in every aspect of the student experience. This work includes awareness raising, additional training and guidance and the review of equality impact assessment documentation. High quality research and innovation A college culture in which innovation can flourish and economic growth is supported continues to be developed and embedded at NESCol. The College believes that research is essential in solving grand social and economic challenges, and given the contribution that colleges make to the national economy, and their role as civic-anchors within their region, NESCol is supportive of a direction of travel to encourage more high level research and analysis focused on the college sector, enabling the creation of richer and more sector-specific guidance to support the delivery of evidence based practice. With so much innovation within c...
Equalities and Inclusion. Outcome: Every Student has their individual needs recognised in terms of protected characteristics; and everyone is treated fairly and with respect. The College’s Mainstreaming Equality 2019-2021 and Equality Outcomes 2021-2025 report highlights the many excellent examples from across the College to mainstream equality. It also sets out the College’s Equality Outcomes 2021-2025 to be achieved by April 2025: • Equality Outcome 1: Students and staff with protected characteristics most likely to experience hate, report that they feel safe while engaged in study or work • Equality Outcome 2: Curriculum areas with a male or female student gender imbalance greater than a 75:25 ratio have improved • Equality Outcome 3: The rates of declaration, retention and attainment of male students with a mental health condition have improved • Equality Outcome 4: The recruitment and declaration rates of staff with a disability have improved In addition to these, the College has set itself mainstreaming focuses, including in relation to gender- based violence, to be achieved. In this way, the College is continuing to demonstrate its commitment to equality and inclusion within the context of the ongoing global pandemic and its impact on the inclusion and wellbeing of its people and the social and economic recovery and future prosperity of local communities in Ayrshire. The College made a commitment to implement a Report and Support tool and launched the tool in October 2021. The College has been supported to implement the online reporting tool through its membership of Fearless Glasgow. Fearless Glasgow is a partnership of several colleges and universities in the west of Scotland, such as Glasgow Caledonian University and the University of West of Scotland, who aim to tackle and end gender-based violence on Scottish campuses. Fearless Glasgow successfully lobbied the Scottish Government to part fund each member institution to implement Report and Support. Report and Support enables students and staff to report an incident related to discrimination, bullying and harassment on basis on protected characteristic; hate crime; racism; and gender-based violence. The College will use the information gathered to develop and implement targeted initiatives and policies. 24
Equalities and Inclusion. Edinburgh Xxxxxx University is enriched by the diversity of perspectives, cultures and backgrounds brought by all within our global community. We are committed to a positive environment where diversity and inclusiveness are celebrated and everyone is treated fairly regardless of sex, sexual orientation, gender reassignment, disability, age, ethnic origin, religion or belief, marital or civil partnership status or whether pregnant or on maternity leave. We commit ourselves to providing a learning, working and social environment that is free from discrimination, prejudice, intimidation, stigmatisation and all forms of harassment and bullying. We strive to ensure every member of our staff and student communities feel valued, supported and enabled to bring their whole selves to every endeavour without feeling a need to conceal elements of their identity to avoid unfair treatment. In November 2021, Edinburgh Xxxxxx was awarded Outstanding contribution to Equality, Diversity and Inclusion by the Times Higher. In August 2021 our revised Equality Outcomes for 2021 to 2025 were approved by University Court. These priorities form the focus for the next four years work concentrating on both student and staff equality and diversity issues. The full Equality outcomes can be found at the following weblink, xxxxx://xxx.xxxxxx.xx.uk/about-us/university-governance/equality-and-diversity-information. A new Gender Equality Plan for the University has been developed and will be submitted to University Court for approval in March 2022 which will replace our Xxxxxx Xxxx submissions. Following work last year and a short life working group on XXXX Inclusion sponsored by the University Principal, the University has approved a Race Equality Plan. The plan has identified six themes for delivering racial equality: education and training; visibility and representation; reporting of racial incidents; wellbeing, curriculum; and data. An action plan is in place to deliver on priorities for 2021/22. Governance and progress towards the equality outcomes will be monitored by a refreshed University Inclusion Committee and reported to University Court on an annual basis. Information to support the understanding and analysis of the issues will be improved by the development of student and staff dashboards analysing protected characteristics. The Inclusion Committee now oversees and promotes the work of a range of networks in place to help deliver on equality and inclusion including Women’s Net...
Equalities and Inclusion. 43. The University is fundamentally committed to the Public Sector Equality Duty and works to improve its approach for staff and students across the range of protected characteristics. This is a fundamental part of our Transforming Lives vision and our University Strategy to 2022: every high performing community must value diversity and enable all of its members to succeed.
Equalities and Inclusion. “Every student has their individual needs recognised in terms of protected characteristics; and everyone is treated fairly and with respect” The University has an overarching Equality, Diversity and Inclusion (EDI) Policy which is enacted through a range of policies and processes. A particular focus in 2021/22 has been on race equality, with the approval of the University’s Antiracism Strategy in June 2022. The Strategy will be taken forward through an extensive action plan (building on existing action plans for race equality) and progress is being made across a range of areas. The University has recently refreshed its Equality Impact Assessment template to incorporate a broader set of inclusion areas. This supports policy owners to think about the impact of their policy on students and to incorporate mitigating actions where appropriate. An example of the effectiveness of this approach was during the Covid pandemic, where regular equality impact assessments were carried out on the blended learning approach to ensure that students had appropriate access to their learning. These assessments were undertaken in consultation with the staff and student equality networks, incorporating the learning from lived experience, and reviewed by the EDI Committee.
Equalities and Inclusion. The College is currently collecting evidence to report progress on its statutory Equality Outcomes 2017-21 and developing new Equality Outcomes which aim to mitigate the impact of the pandemic on staff and students who share protected characteristics. Normal governance procedures for equalities have continued to operate throughout 2020-21 with scheduled Equality, Diversity and Inclusion Committee meetings being held online, including student representation. A series of online training sessions (“Challenging Times”) were delivered to Teaching Staff in August 2020 to anticipate the particular barriers faced by protected groups in remote learning. The sessions provided staff with a better understanding of the experience or protected groups during the pandemic and improved capability in meeting their diverse needs. The World Health Organisation has reported that the increase in gender-based violence during COVID-19 and therefore the College has increased the visibility of support for gender-based violence survivors and have commissioned Rape Crisis to deliver specialist training for staff. We are also using the White Ribbon campaign to encourage men to stand up against gender- based violence. The College has continued to support students with disabilities, including remote support for our deaf students. Caption.ed (xxxxx://xxxx-xxxx.xxx/captioned/) has been investigated and supported for implementation in 2020-21. It will provide a means of supporting those with Specific Learning Difficulties, not only BSL and will provide invaluable support for those who struggle with the written word as a form of communication.
Equalities and Inclusion. 4.1. The University of St Xxxxxxx prioritises diversity and inclusion as part of its Strategy. It continues to make important progress across multiple aspects of equality, diversity, and inclusion with ambitious aspirations16 articulated in our Equality Outcomes Action Plan 2021-202517 .
