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Gender Equality Scheme

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The duty to promote gender equality has two parts; General Duty and Specific Duty ... Transgender guidance material for managers and staff. GES Annual Report ... – PowerPoint PPT presentation

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Title: Gender Equality Scheme


1
Gender Equality Scheme
  • Our vision is this
  • We will, in our employment practices, student
    services and partnerships, identify and eliminate
    all forms of gender stereotyping, discrimination
    and sexism and become an institution where a
    gender scheme is no longer required.

2
What is the Gender Duty?
  • The Equality Act 2006
  • The duty to promote gender equality has two
    parts General Duty and Specific Duty

3
General Duty
  • Eliminate unlawful discrimination for women and
    men.
  • Eliminate harassment for women and men.
  • Promote equality of opportunity between women and
    men in all of its functions.

4
Specific Duties
  • These are to
  • Prepare and publish a Gender Equality Scheme
    setting out gender equality objectives.
  • Have considered whether there is a need to
    include actions to address the causes of the
    gender pay gap.
  • Gather and use information on how polices and
    practices affect gender equality in the workforce
    and in the delivery of services to students.

5
Specific Duty Continued
  • Consult with staff, trade unions, students, the
    Student Union and visitors who use the
    Universitys services.
  • Assess the impact of current and proposed
    policies and practices on gender equality.
  • Implement the actions outlined in the Gender
    Equality Scheme Action Plan over a three-year
    period.
  • Report annually on progress and review the Gender
    Equality Scheme at least every three years.

6
Action Plan
  • Three year cycle
  • Four sections
  • Identify Visions and Goals
  • Develop Equality/Diversity Behaviours, Cultures
    and Accountability
  • 3. Monitoring Systems
  • 4. Communicating Commitment and Progress

7
Corporate Actions
  • Establish a gender equality working group
  • Use and/or enhance management information systems
    to develop a range of gender-related data
  • Review flexible working and gather information on
    national good practice in order to develop new
    flexible working policies.
  • Complete an equal pay audit and implement any
    required actions
  • Identify relevant policies and proposals and set
    a timetable for Equality Impact Assessments,
    including gender to take place.

8
Corporate Actions continued
  • Staff and students to receive equalities
    awareness training, including gender awareness.
  • Develop communication mechanisms that will inform
    staff, students and other service users of the
    Universitys commitment, progress and items of
    interest on gender equality internally and
    externally.
  • The inclusion of appropriate questions in
    relation to gender in all corporate mechanisms
    for consultation.
  • Update corporate and departmental policies,
    strategies and action plans to reflect the Gender
    Equality Scheme.

9
Achievements so far
  • Gender Equality Working Group
  • Senior Manager Gender Champion
  • Equal Pay Review
  • Equality Impact Assessments (EIAs)
  • Equality session is part of the Staff Induction
    programme
  • HR Data monitoring
  • Equality Portal Page
  • Exit Interviews

10
Areas of Underachievement
  • Student actions are not moving forward
  • Consultation and Flexible Working agenda has yet
    to be engaged with
  • Whole area of work regarding procurement

11
Actions in progress
  • Core Executive and ED Committee members Equality
    Diversity training
  • Transgender guidance material for managers and
    staff
  • GES Annual Report

12
Planned Actions for the next 6 months
  • Sign-up to Athena Swan Award
  • People managers training programme
  • On line training for all staff
  • Consultation Week
  • Continued monitoring and enhancement of HR data
  • Continued monitoring and reporting of EIAs
  • Whatever else we decide as a Working Group to
    drive this agenda forward!
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