Equality Outcomes 2013-17€¦ · Outcomes. Simultaneously, the Board of Governors, Senior Management, the RCS Equality + Diversity Forum and the RCS Equality & Diversity Officer

Equality Outcomes 2013-17

April 2013

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Executive Summary These Royal Conservatoire of Scotland Equality Outcomes are an ambitious statement of where the Conservatoire will be in 2017 in

relation to the Equality & Diversity Agenda in general and all protected characteristics as prescribed by the Equality Act 2010 in

particular. Publication of a progress report in relation to the action plan of this document is required every two years in April (2015,

2017, 2019 etc.).

The Conservatoire recognizes that equality and diversity issues have an impact across all areas of its institution and practices.

Accordingly, our Equality Outcomes are interlinked and support our overarching vision of becoming a Conservatoire that embodies our

core values (cf. below) and strives to go beyond compliance in everything we do.

Our Equality Outcomes fall into six key areas and are fully supportive of and compatible with our strategic aims and operational

objectives for the coming years:

1. Governance and management 2. Improved/ equitable outcomes for students 3. Inclusive curriculum for students 4. Enhanced opportunities for staff career progression 5. Inclusive culture which understands the needs of all students and staff 6. Enhanced access for all

In the process of developing our Outcomes some gaps were identified, particularly in relation to evidence, ethos delivery and

embedding inclusive practices. Identified gaps have been prioritised and underpin the above outcomes as clear, achievable and

measurable steps designed to take us to our envisaged 2017 position.

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How we developed our Equality Outcomes

At the same time as undergoing a generational change in major areas such as curriculum design and delivery, and trimesterisation*, we

will honour our commitment to a ‘beyond compliance’ approach and developed our Equality Outcomes in the spirit of seeking to identify

the main areas of potential improvement within the organisation through the analysis of both quantitative and qualitative data.

Building on the internal quantitative figures relating to employment and administrative monitoring along with student data, qualitative

data gathered during the course of our Equality Impact Assessment (EIA) Exercise has been the main driver of this set of Equality

Outcomes.

Simultaneously, the Board of Governors, Senior Management, the RCS Equality + Diversity Forum and the RCS Equality & Diversity

Officer have ensured tie-in of these Equality Outcomes with the following:

RCS ethos & values as expressed in our 2012-2015 Strategic Plan

RCS/SFC Outcome Agreement (2013)

RCS Equality & Diversity Mainstreaming Report (April 2013)

* In 2011/12 we undertook a thorough curriculum review, which resulted in a clear educational and academic vision based on our shared artistic and educational

philosophy and values. And 2012/13 has seen the implementation of this new curriculum alongside the introduction of trimesterisation

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1. Directly informed by the Equality Impact Assessment (EIA) Exercise & other evidence

The EIA Exercise was carried out systematically and involved staff from all departments and at all levels as well as members of the

Student Union.

An internal policy mapping exercise was undertaken and policies, procedures and practices were then screened for strengths and

weaknesses in relation to equality and diversity issues in general and in relation to the Conservatoire’s equality and diversity operational

objectives in particular. Screenings were undertaken by policy holders in collaboration with staff and on the back of individualised face

to face guidance meetings led by an Equality Advisor. In total 35 such guidance meetings have taken place to date and this

individualised face-to-face approach has proven a highly effective way of ensuring buy-in from managerial and other staff across the

institution. Rather than through a top-down approach, actions were identified and agreed in discussion with those responsible for the

delivery of individual action points and the action steps towards achieving our Equality Outcomes were in turn directly informed by these

discussions.

Our undertaking such a comparatively time-intensive and resource-heavy approach to the EIA exercise means that we have prioritised

our policies, procedures and practices for review, with all of the reviews either fully or partially completed or scheduled for completion.

We acknowledge that further work will be required in several areas to fully embed equality & diversity into our institutional policies,

documents, administrative and learning and teaching practices.

We also recognise that both qualitative and quantitative evidence gathering and analysis from across the protected characteristics is an

important area to develop further and as such this has been integrated into the included action plan.

Finally, it is recognised that the EIA exercise is an on-going process, which requires an annual review along with the Equality Outcomes.

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2. Tie-in with RCS ethos/values Our Vision is to go beyond compliance and we demonstrate this by our set of Conservatoire values, which are core to what we do and

who we are:

Within our learning and artistic community we value: Each other – we respect the uniqueness of each individual and the ability to work and play as a team Creativity – we are adventurous, imaginative and innovative Innovation – we are open, honest and self-aware Equality and diversity – we celebrate the spirit of humanity Passion – we bring exceptional depth to our approach to learning and the arts

In order to make our values come to life, we strive to demonstrate flexibility, accessibility, creativity and respect for both individuality and

diversity in all of our endeavours, both as a place of learning and a workplace.

Our Vision is for our students to make a contribution in the world as artists, educators, advocates and active citizens. Equality and

Diversity are central to our thinking both as a Higher Education Institution and as an artistic community.

3. Tie-in with RCS Strategic Plan 2012 – 2015 The RCS Strategic Plan 2012-2015 is entitled Creating the Future for Performance.

It includes mainstreaming equality and diversity as one of the key strategic aims and operational objectives as follows: Embed equality and diversity and enhance the sustainability and quality of every aspect of our operation.

By going beyond compliance and promoting equality and diversity in everything that we do, ensuring that we have the systems and processes, for staff and students, to underpin that commitment.

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4. Tie-in with RCS Outcome Agreement

One of the key stated aims within the RCS Outcome Agreement document reiterates the first operational aim included in point 3 above,

and as such underpins our prioritisation of the presented Equality Outcomes:

Embed equality and diversity and enhance the quality and sustainability of every aspect of our operation.

5. Tie in with Mainstreaming Equality Report

This document sits alongside the Conservatoire’s Mainstreaming Equality Report, which marks the launch of our new inclusive

approach to integrating all elements of equality and diversity at the heart of everything that we do. Read in conjunction with each other,

these two documents present a celebratory but non-complacent picture of the Royal Scottish Conservatoire’s mainstreaming journey.

The Mainstreaming Equality Report acknowledges the significant progress made and celebrates our successes, whilst these Equality

Outcomes are pointing to areas of necessary improvement and an even more inclusive future.

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The Action Plan

The presented action plan is based upon evidence gathered within the institution. It presents recognised needs for improvement by

identifying required actions, which support the Conservatoire’s six Equality Outcomes. Actions have been grouped into managerial

areas to ensure mainstreaming of equality and diversity is progressed simultaneously across all areas of the institution. Each action

point is cross-referenced to the relevant Equality Outcomes (cf. column 2), and allocated one or more success indicators (column 4). In

order to maximise efficiency in the delivery of the action points, those responsible for the carrying out of individual action points have

been identified (column 3) along with a delivery timescale (column 5). The presented timeframe has been consciously limited to one

and a half years initially (August 2014). The reason for doing so lies in our commitment to reviewing our Equality Impact Assessments in

March 2014, and the impact such a review will inevitably have on the action plan attached to this document. Over the course of the

coming 16 months, further action points will emerge and be embedded into this document along with reasonable timeframes for their

delivery over the coming years.

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Board of Governors & (Senior)Management WHAT EQUALITY

OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Become a value-driven organisation underpinned by common ethos

all SM Evaluation shows values & ethos have been communicated & embraced.

now - 2017

Ensure Equality statements are standardised across all internal & external documents

all Equality + Diversity Forum/ HR/ AAS

Screening shows that equality statements are standardised across all internal & external documents

now – July 2013

Ensure RCS wide E&D ethos is reflected in the wording of all RCS policies & documents

all SM/ Equality + Diversity Forum

Screening shows that E&D ethos is reflected in the wording of all RCS policies & documents

from academic session 2013/14

Explore a mainstreaming model of reporting within existing reporting structures


Discussion & outcome has been minuted.

academic session 2013/14

Investigate relevant and effective data gathering/record keeping procedures

all AAS/ HR/ Schools/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres


now – Jan 2014

Implement identified data gathering/record keeping practices

1 AAS/ HR/ Schools/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres

Identified data is gathered. from Jan 2014

Monitor & evaluate data gathered as part of Equality Outcome Review

all Equality + Diversity Forum/ SM

Identified data is monitored and analysed and provides basis for future decisions.

February/March 2015 & annual after that

* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all

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Board of Governors & (Senior)Management (continued) WHAT EQUALITY

OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Develop & implement an institution-wide scholarship allocation policy(s)

1 2 5 SM/ Finance/ Schools/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres

Institution-wide scholarship allocation policy(s) is/are available and applied.


Improve accessible communication across all documents, information & practices (incl. alternative formats)

all Equality + Diversity Forum

Accessible communication is available across all documents, information & practices (incl. alternative formats)


Explore internal & external funding mechanisms to deliver Equality Outcomes

all SM/ Principal’s Office/ Equality + Diversity Forum

Increase in internal and external money allocated to delivery of Equality Outcomes.


Instigate strategic engagement with relevant external organisations & communities

all Schools/ Music Planning/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres

Discussion & outcome has been minuted. More focus on projects which clearly relate to Equality Outcomes.


Consider role of E&D Agent for Change as means of embedding E&D in curriculum & teaching practice

1 2 3 5 6 HR/ Schools Discussion & outcome has been minuted.

now – Sep 2013

Consider need for research into actual & perceived barriers to access to RCS



now – Sep 2013


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Principal’s Office WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)

all Principal’s Office/ Equality + Diversity Forum/ Marketing

Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)

July – Sep 2013

Embed language interpretation on request for functions & networking events

all Principal’s Office/ Equality + Diversity Forum/ Marketing

Language interpretation is made available on request for functions & networking events


Embed Equality & Diversity into the Communication Strategy

1 5 Principal’s Office/ Marketing/ HR/ Equality + Diversity Forum

Equality Impact Assessment has been carried out in relation to the Communication Strategy.

now – publication of strategy

Ensure future engagement (incl. surveys & consultations) with all relevant groups

1 5 6 Principal’s Office/ Equality + Diversity Forum/ HR/ Student Union

Engagement includes representatives of all relevant protected groups.


Impact Assess Student External Engagements

2 5 Principal’s Office/ Equality + Diversity Forum

Impact assessment completed. now – Aug 2013

Impact Assess Fundraising Policy

1 Principal’s Office/ Equality + Diversity Forum



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Finance WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Finance/ Equality + Diversity Forum


July – Sep 2013

Impact Assess Procurement Policy

1 5 6 Finance/ Equality + Diversity Forum



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Estates WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Estates/ Equality + Diversity Forum


July – Sep 2013

Introduce Estate User Feedback Mechanism

1 2 5 6 Estates/ AAS/ HR Estate User Feedback Mechanism has been introduced.

now – Aug 2013

Improve accessibility of identified estate features (e.g. Café Bar counter, door to finance corridor & AGOS exit doors)

5 6 Estates Accessibility of identified estate features (e.g. Café Bar counter, door to finance corridor & AGOS exit doors) improved

now – Aug 2013 (budget permitting)

React to feedback requests as appropriate

1 2 5 6 Estates Reaction to feedback has been discussed, discussion outcomes minuted and reasonable adjustments made.

from Sep 2013

Impact Assess Policies, procedures & practices relating to Stage Management & Venue Technicians activities

1 5 6 Estates Impact assessment completed. now – Aug 2013

Impact Assess Policies, procedures & practices relating to Recording Studio activities

2 3 4 5 6 Estates Impact assessment completed now – Aug 2013


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Estates (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Impact Assess Policies, procedures & practices relating to Domestic Services activities

4 5 6 Estates Impact assessment completed now – Aug 2013

Impact Assess Policies, procedures & practices relating to TPA activities

2 3 5 Estates Impact assessment completed now – Aug 2013


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Human Resources & Health and Safety WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all HR/ H&S Advisor/ Equality + Diversity Forum


July – Sep 2013

Consider engaging an Agent for Change to build on EIA work

all HR/ Equality + Diversity Forum


now – Sep 2013

Organise E & D awareness training for frontline staff

1 2 4 5 6 HR/ FoH/ Client Services/ Catering Staff/ Receptionists/ others

E & D awareness training for frontline staff has been delivered & been integrated in the training plan.


Embed E & D across all in-house staff training opportunities

all HR E & D has been embedded across all in-house staff training opportunities


Provide all managers with information and support to be able to respond to E & D staff needs

all HR/ Equality + Diversity Forum

Information and support is available to all managers on how to respond to staff needs related to E&D.


Provide all teaching staff with information and support to be able to respond to E & D student needs

1 2 3 5 6 HR/ Equality + Diversity Forum

Information and support is available to all teaching staff on how to respond to staff needs related to E&D.



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Human Resources & Health and Safety (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Promotion of Access to Work where appropriate

1 5 6 HR team – make sure line managers aware when training

Evidence of increased awareness of Access to Work


Access to Work policy to be discussed in full with the Consultative Forum

5 6 Consultative Forum/HR team.

Discussion and outcomes minuted. Next Consultative Forum meeting (no later than academic session 2013/14)

Collate E & D data/evidence related to Disciplinary and Dismissal Policy and potential for differential effect or adverse impact on protected groups.

1 5 Human Resources Line managers

Availability of E & D data/evidence in relation to Disciplinary and Dismissal Policy and potential differential effect or adverse impact on any protected group.

Next Review – July 2013 (for cases which took place during academic session 2012/13)

Collate and monitor sanctions given as a result of implementation of Performance Improvement Policy in relation to E&D

4 5 6 Human Resources Line managers

Availability of E & D data/evidence in relation to implementation of Performance Improvement Policy.

Next review - July 2013 (for sanctions given during academic session 2012/13)

Embed E&D ethos when identifying KPIs in the area of absence management

1 4 5 HR Line Managers

KPIs have been impact assessed June 2013


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Human Resources & Health and Safety (continued)

WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Continue consultation with line managers about potential for discrimination in relation to Absence Policy based on protected characteristics

1 4 5 HR Line Managers

Evidence of consultation and outcomes minuted.


Collect E & D data based on identified KPIs and report quarterly on absences

1 4 5 E+D Officer/ HR Manager/ Staff Consultative Forum/ Equality & Diversity Forum

E & D relating to staff absences has been captured and is reported on quarterly

from December 2013

Amend the policy relating to Undertaking Reviews so it reflects first refusal option for employees on maternity leave

1 4 5 HR Pregnant / new mothers Consultative Forum.

Policy has been amended October 2013


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Human Resources & Health and Safety (continued)

WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Review Reward & Recognitions Policy further in relation to equality & diversity issues

1 5 6 HR/ Job Evaluation Panel/ Consultative Forum

Reward & Recognitions Policy has been fully impact assessed.

Next consultative Forum.

Ensure examples of exceptional work given within Reward & Recognitions Policy are inclusive.

1 4 5 HR/ Equality Forum Examples of exceptional work given within Reward & Recognitions Policy are impact assessed.

September 2013

Consult with those with child care or caring responsibilities in relation to Time off in lieu Policy

2 4 5 HR/ staff with child care or caring responsibilities

Evidence of consultation & outcomes minuted.



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Academic Administration & Support WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & relevant documents (EO statement etc.)

all Registry & AAS/ Course Co-ordinators/ Equality + Diversity Forum


July – Sep 2013

Develop wider, accessible internal advertising strategy of the Discretionary Funds

1 2 5 6 Assistant Registrar (International & Student Experience)

Wider, accessible internal advertising strategy of the Discretionary Funds has been developed and minuted.

now - August 2013

Deliver wider, accessible internal advertising strategy of the Discretionary Funds

1 2 5 6 Assistant Registrar (International & Student Experience)

Feedback shows increased awareness amongst students and staff about availability of Discretionary fund.


Assess & review support provision for disabled international students.

2 3 5 6 Current international students with disabilities/ Counsellor & Disability Adviser/ Assistant Registrar (International & Student Experience)

Review report is available or findings have been minuted.


Assess & review support provision for ME students.

2 3 5 6 Current ME students with disabilities/ Counsellor & Disability Adviser




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Academic Administration & Support (continued)

WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Promote a more pro-active role in awareness raising of mental health issues

all SM/ Equality + Diversity Forum/ Student Union/ Human Resources

Discussions & outcomes have been minuted.


Include mental health issues in the annual disability questionnaire

all Counsellor & Disability Advisor

Mental health issues are included in the annual disability questionnaire.


Embed E & D across all in-house student induction activities

all AAS E & D has been embedded across all in-house student induction activities.


Assess E&D issues amongst international students & review support provision accordingly

2 3 5 6 Equality + Diversity Forum, Assistant Registrar (International & Student Experience)



Impact Assess Policies, procedures & practices relating to Student Records

1 2 5 6 Assistant Registrar (Student Records)/ Equality + Diversity Forum/ Counsellor & Disability Advisor

Impact assessment completed now – Aug 2013

Impact Assess Policies, procedures & practices relating to Secretariat activities

1 Assistant Registrar (Secretariat)/ Equality + Diversity Forum/ Counsellor & Disability Advisor

Impact assessment has/gave been carried out.

now – Aug 2013


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Academic Administration & Support (continued)

WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Impact Assess Policies, procedures & practices relating to Programme Support

1 2 5 6 Assistant Registrar (Programme Support)/ Equality + Diversity Forum Counsellor & Disability Advisor


now – Aug 2013

Embed Equality & Diversity into the new Space Planning Policy

1 2 5 6 Space Planning Manager/ Equality + Diversity Forum

Equality Impact Assessment has been carried out in relation to the Space Planning Strategy.

now – Aug 2013

Promote the policy to internal and external partners and stakeholders

2 5 6 Space Planning Manager/ Equality + Diversity Forum

Feedback shows increased effectiveness of RCS space usage and overall satisfaction in relation to accessibility issues.


Ensure consultation with disabled community in relation to policy development, kiosk location and software usability.

2 5 6 Space Planning Manager/ Equality + Diversity Forum Counsellor & Disability Advisor




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Marketing & Front of House (FoH) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Marketing & FoH/ Equality + Diversity Forum


July – Sep 2013

Consider embedding alternative formats into existing external advertising practices

1 2 4 5 6 Marketing/ Equality + Diversity Forum


now- Aug 2013

Ensure availability of advertising material in alternative formats on request

1 2 4 5 6 Marketing/ Equality + Diversity Forum

Availability of advertising material in alternative formats on request.


Consider embedding language interpretation and/or audio description for internal & external events

1 2 4 5 6 Marketing & FoH/ Equality + Diversity Forum


now- Aug 2013

Impact Assess Policies, procedures & practices relating to Box Office activities

2 5 6 Marketing & Box Office Equality + Diversity Forum

Impact assessment completed now- Aug 2013


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Marketing & Front of House (continued)

WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Impact Assess remaining Policies, procedures & practices relating to FoH activities

2 5 6 Marketing & FoH/ Equality + Diversity Forum


now- Aug 2013

Embed Equality & Diversity into any review of Marketing Strategy

1 5 6 Marketing/ Equality + Diversity Forum

Equality Impact Assessment has been carried out in relation to the Marketing Strategy.


Consider benefits of E&D specific data collection

5 6 FoH/ Marketing/ Box Office

Discussions & outcomes have been minuted


Promote FoH Venue Accessibility Policy to internal and external partners and stakeholders

6 Marketing/ Principal’s Office/ Short courses

Reduction in complaints about service and venue accessibility. Feedback shows high level of customer satisfaction in this area.


Ensure future engagement (incl. customer satisfaction surveys & feedback mechanisms) with all relevant groups

6 FoH/ Marketing Feedback is sought and monitored from representatives of all relevant protected groups.



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Research & Knowledge Exchange WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Research & KE/ Equality + Diversity Forum


July – Sep 2013

Ensure availability of language interpretation/audio description on request for research events e.g. Exchange talks

all Research & KE/ Equality + Diversity Forum

Language interpretation/audio description is available on request for research events e.g. Exchange talks


Create a full Research Scholarship policy & associated documents

1 3 5 Research and KE/ Students/ Teaching Staff

Research Scholarship policy & associated documents have been created.


Investigate effective E & D data gathering and benchmarking procedures

1 2 5 6 Research and KE/ External bench-markers

Report is available or findings have been minuted.


Maintain confidential records of unsuccessful research applicants (in line with data protection)

1 2 5 6 Research and K/ Research Applicants

Confidential records of unsuccessful research applicants (in line with data protection) are held.



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Archives & Information Services WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Archives & Information Services/ Equality + Diversity Forum


July – Sep 2013

Consider the need for an explicit equality and diversity statement in the archives collections policy and redraft as necessary

1 5 Archives & Information Services

Discussions & outcomes have been minuted


Consider formalising reasonable physical access adjustment measures

5 6 Archives & Information Services Counsellor & Disability Advisor



Update ICT Acceptable Use Policy to include reporting mechanisms for staff & students to highlight inappropriate use of ICT

1 Archives & Information Services

ICT Acceptable Use Policy has been updated.

now – August 2013


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Archives & Information Services (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Reword Archive Access Policy to make explicit that archives are accessible and alternative access arrangements can be made if necessary; consider general wording of policy to move away from generic statements

1 5 6 Archives & Information Services

Archive Access Policy has been reworded.

now – Aug 2013


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UG & PG Programs WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Schools/ Course Co-ordinators/ Teaching Staff


July – Sep 2013

Consider inclusion of Learning Outcomes, which imply engagement with E&D issues

2 3 5 6 Schools/ Course Co-ordinators/ Teaching Staff/ Students Counsellor & Disability Advisor



Increase opportunities to address E&D issues through artistic practice

all Schools/ Course Co-ordinators/ Teaching Staff/ Students

Increase in opportunities to address E&D issues through artistic practice


Create Casting & Role Allocation Policies

1 2 5 6 Schools/ Short courses Casting & Role Allocation Policies are available.



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Music Planning WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Ensure RCS wide E&D ethos is reflected in music planning activities

all SoM Planning Manager



Increase collaborations & partnerships with external relevant stakeholders in line with internal strategies

1 2 5 SoM Planning Manager/ Schools

Screening shows increase in collaborations & partnerships with external relevant stakeholders in line with internal strategies



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Junior Conservatoire & Music Centres WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Junior Cons. & Music Centres/ Equality + Diversity Forum


July – Sep 2013

All future public documents to be quality assessed for consistency.

1 Junior Cons. & Music Centres

Equality Impact Assessments have been carried out in relation to all future public documents.


Ensure availability of alternative formats upon request

1 2 3 5 6 Junior Cons. & Music Centres Counsellor & Disability Advisor

Availability of material in alternative formats on request.


Review internal documents to ensure consistency.

1 Junior Cons. & Music Centres

Consistency in relation to E&D matters across internal documents.


Develop & implement mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures.

1 2 5 Junior Cons. & Music Centres/ HR / Short courses

Mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures has been developed and implemented.



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Junior Conservatoire & Music Centres (continued)

WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Ensure Equality & Diversity Training for all Junior Conservatoire of Music and Music Centre staff

1 2 4 Junior Cons. & Music Centres/ HR



Review existing scholarships to reflect RCS standard wording and compliance.

1 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance

Review has been carried out and outcomes minutes.


Clarify guidelines and criteria for each scholarship

1 2 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance

Guidelines & criteria for each scholarship are clear and transparent.


Embed Equality & Diversity impact assessment into any new scholarships and bursaries created within targeted programmes


Equality Impact Assessments have been carried out in relation to any new scholarships and bursaries created within targeted programmes.



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Junior Conservatoire & Short courses WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN


all Short courses/ Equality + Diversity Forum


July – Sep 2013

Consider engagement of a researcher to document, monitor & evaluate Solar Bear Project

1 2 3 5 6 Short courses/ Research & KE

Discussion & outcome have been minuted.

now – Aug 2013


1 Short courses/ Junior Cons. & Music Centres/ Schools/ Research & KE/ Finance



Review internal documents to ensure consistency.

1 Short courses Consistency in relation to E&D matters across internal documents.


Develop & implement mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures.

1 2 5 Short courses Junior Cons. & Music Centres/ HR /

Mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures has been developed and implemented.



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Junior Conservatoire & Short courses (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN

Ensure Equality & Diversity Training for all Junior Conservatoire of Music and Music Centre staff

1 2 4 Short courses/ HR Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)



1 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance



Clarify guidelines and criteria for each scholarship


Guidelines & criteria for each scholarship are clear and transparent.


Embed Equality & Diversity impact assessment into any new scholarships and bursaries created within targeted programmes


Equality Impact Assessments have been carried out in relation to any new scholarships and bursaries created within targeted programmes.


Include Equality & Diversity as standard aspect of project planning process

1 2 3 5 6 Short courses/ Schools Equality & diversity is standard aspect of project planning process and discussions and outcomes minuted.



Documents

Equality Outcomes 2013-17€¦ · Outcomes. Simultaneously, the Board of Governors, Senior Management, the RCS Equality + Diversity Forum and the RCS Equality & Diversity Officer