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Single Equality Scheme 2016-2019
(Incorporating the College’s Equality Objectives, Equality and Diversity Impact Measures and Annual EDI Action
Plan)
Reference Version V3 Procedure Originator: Director Learner Journey
Equality Impact Assessed: Feb 16
Approved by: Board of Governors Date Approved: February 16 Review Interval: Every 3 years Last Review Date: June 2013 Next Review Date: February 2019
Audience: All staff, Learners & Stakeholders
Single Equality Scheme Format
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If you would like to access this document in a different format or another language, please contact:
Brian Woodhouse
Quality Administrator South Staffordshire College
Rodbaston Campus
Penkridge
Stafford
ST19 5PG
0300 456 2424
Disclaimer
Every effort has been made to ensure that the information in this document is accurate. However, the document cannot cover all legal, procedural and policy complexities, and South Staffordshire College does not make any representations or warranties, either express or implied, as to the accuracy or appropriateness of the information in this document. On no event will the College be liable for any direct, indirect, special incidental or consequential damages arising from the use of the information held in this document.
Single Equality Scheme (SES) 2016-19
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Contents
Foreword by the Chief Executive Principal .............………………… 5
Our principles and values…………………………………………………… 6
Equality & Diversity Statement ............................................................ 7
2025 Vision & Strategic Objectives ...........………………………….. 7
Equality Objectives and EDIMS ........................................................... 8
Equality Act 2010 – our legal obligation ................................................. 9
Equality, Diversity & Inclusion Cycle ................................................ 11
Where we are now: Baseline Monitoring Progress .......................... 11
Where we are now: Baseline Learner Profile ..................................... 12
Where we are now: Learner Success ................................................ 12
Where we are now: Workforce Profile ................................................ 13
Where we are now: Training ........................................................... 13
Where we are now: Policies & Procedures ..................................... 13
Where we are now: Inclusion & Community Cohesion .......................... 13
Where we are now: Disciplinaries, Bullying & Harassment ................ 14
The process for participation in the SES ................................................ 14
Implementation of the SES ...................................................................... 14
Embedding EDI into quality assurance processes .......................... 16
Monitoring, Reporting, Reviewing & Updating ..................................... 16
Complaints ........................................................................................... 17
Publishing the Single Equality Scheme ................................................ 17
Appendix A Equality and Diversity Action Plan 2015/16.............................18
Appendix B Policies and procedures to support SES .......................... 21
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Foreword by the Chief Executive Principal
At South Staffordshire College our core principles place mutual respect at the heart of the organisation. Key to achieving excellence for all is creating an environment in which every learner, staff member and visitor feels valued and respected. A measure of the success of this Single Equality Scheme will be the feedback we receive from learners, staff and stakeholders about how welcomed, safe and valued they feel at South Staffordshire College.
Our Single Equality Scheme details the legislative responsibility that we as a college have to fulfil specific duties with respect of promoting equality of opportunity for all, irrespective of disability, race, gender, age, sexual orientation, marital status, religion or belief. The action plan details the measures we will take to meet both our legal responsibilities and the moral responsibility that we keenly recognise in promoting equal opportunities.
We believe that access to education is the key to changing lives for the better. South Staffordshire College is committed to widening participation to enhance the life chances of the local population. Diversity, a by-product of inclusion, brings crucial benefits to all aspects of life, not least to the education sector via insight, knowledge, learning, understanding, challenge, and fresh eyes. A diverse community challenges us to think - and to think differently.
South Staffordshire College aims to positively promote equality of opportunity in all that we do. We will challenge stereo-types and seek to eradicate bullying, discrimination, harassment and victimisation. If these symptoms of prejudice are found to exist, we shall tackle them as a matter or priority.
Our core principles remind us that we will respect and value all those we come into contact with and put learners and customers at the heart of everything we do. These principles lie at the heart of our college, and inform this Single Equality Scheme.
Graham Morley
Chief Executive Principal, South Staffordshire College
Single Equality Scheme 2016-19
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Our principles and values
Our guiding principles are:
• Excellence in learning and teaching • Community contribution • Entrepreneurial attitude
Informed by our core principles, our values are:
- Togetherness - Respect and value all those with whom we come into contact
- Standards - Consistently deliver the highest quality in all that we do
- Sustainability - Promote the protection of our environment in our business activities
- Customer Care - Put learners and customers at the heart of everything we do.
By implementing the Single Equality Scheme action plan, we will aim to ensure that we actively promote equality, diversity and inclusion and reduce and successfully tackle incidents of discrimination, victimisation, bullying and harassment.
We recognise that discrimination takes various forms - disability, race, gender, age, sexual orientation, marital status, religion and belief – and that by tackling each of these via a common Single Equality Scheme, South Staffordshire College will be a better place to learn, work and visit.
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1. Equality and Diversity Statement (extracted from the Equality and Diversity Policy revised February 2016)
1.1 The purpose of this policy is to establish clear college guidance regarding equality and to establish key principles, structures and monitoring arrangements for the college. The guidance will be applicable to all employees and learners in the college, governors, contractors, business partners, volunteers and visitors.
1.2 The college will also ensure that through this policy it meets its public
sector equality duty to:
● Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
● Advance equality of opportunity between people who share a protected characteristic and those who do not.
● Foster good relations between people who share a protected characteristic and those who do not.
2. 2025 Vision and Strategic Objectives
1.1 The College’s strategic operating plan provides a framework from which all actions on equality, diversity and inclusion flow. This Single Equality Scheme illustrates how work in this area will support the achievement of the 2015 vision.
1.2 The Equality Objectives and Action Plan will contribute to the meeting of the College’s overall strategic priorities:
● Developing Inspirational Talent - the college believes future success is reliant upon the creativity, commitment and passion of its staff.
● The Learner Journey - we are committed to providing an outstanding experience for our learners and measure our success through their success.
● Our DNA - our values and guiding principles form the character of our college. Our commitment to the highest standards in everything we do will be a beacon of sustainability for aspiring communities.
● Innovation - our destination-driven curriculum will provide for the future skills needs of employers enabling them to prosper.
● A Sustainable Organisation - we will build the South Staffordshire College brand through growing the talent and creativity of our learners.
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2. Equality Objectives and Equality and Diversity Impact Measures (EDIMs)
The Equality Act requires public bodies to set Equality Objectives at least every four years, and they have to be “stretching”. These are measured through the setting of Equality and Diversity Impact Measures (EDIMs) to accompany them. The Objectives for South Staffordshire College are listed below. To accompany the objectives, the college will review and implement annual EDIMs to accompany the objectives which will be reported on annually through the College’s Equality & Diversity report.
Equality Objectives:
1. Foster good relations between different groups
How will success be measured?
● BME Satisfaction rising to 90% by 2019
● Annual College Volunteering Day
● Promotion of religious/significant diversity events to learners
● Advancement and promotion of diversity events during the tutorials
2. Promote the Harassment and Bullying procedure to learners to eliminate bullying
How will success be measured?
● Increase each year the number of learners that feel safe in college by 1% each year until 100% feel safe in 2019
● Increase by 1% each year the number of learners who know who to see in relation to bullying and harassment
● Increase by 3% the number of learners satisfied that they have: o NOT seen racial abuse in my College and
o NOT experienced any bullying ● All learners highlighting a bullying or harassment concern will be contacted
within 24 hours
3. Narrow the success and achievement gap of different groups (EDIMS Targets) and ensure that all learners achieve at least 5% above national averages
How will success be measured?
● By setting annual EDIMs targets to ensure any achievement gaps are narrowed.
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4. Ensure that there is a continued analysis of staff and learners in line with statutory requirements
How will success be measured?
● Increase by the proportion of disabled and BME staff and managers to 1% above the local demographic population by 2019
● Collect all available protected characteristic data for learners and staff by 2019 and ensure analysis completed on annual basis
5. Increase understanding and awareness of Equality and Diversity
How will success be measured?
● Specific legislative duties met by required dates
● Equality analysis process in place annually
● Staff undertake mandatory E & D training during induction to college and all staff attend mandatory updates as requested
● All full-time and substantial part-time learners undertake E & D training in induction and have access to relevant updates throughout the year via Newton
● Equality Impact Assessments undertaken for all new and updated policies and procedures
3. The Equality Act and our legal obligations
3.1 The College will comply with the Equality Act 2010 and this Scheme sets out how it will fulfil the general and specific duties that this legislation places on statutory bodies.
3.2 The Public Sector Equality Duty (Section 149 of the Act) has three aims which require the College to:
a. Eliminate unlawful discrimination, harassment or victimisation and any other conduct prohibited by the Act
b. Advance equality of opportunity between people with a protected characteristic and people who do not share it and
c. Foster good relations between people who share a protected characteristic and people who do not share it.
3.3 The protected characteristics covered by the Equality Duty are: ● Age
● Disability
● Gender ● Gender reassignment ● Marriage and civil partnership
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● Pregnancy and maternity
● Race (including ethnicity, national origin, colour) ● Religion or belief ● Sexual orientation
3.4 In addition, public sector organisations have two specific duties:
a. To publish information to show their compliance with the Equality Duty at least annually
b. To set and publish equality objectives at least every four years.
3.5 The College’s Published Information will be made available to the general public in January each year, as required, and will be placed on the College external website and intranet. This will be accessible in a range of formats if requested.
3.6 The Equality Objectives and EDIMs will be published by January each year as part of the Equality and Diversity Action Plan.
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4. The Equality, Diversity and Inclusion Planning Cycle:
4.1 Each year, the Self Assessment Report (SAR) and Equality and Diversity Report to Governors will be completed in November/December and will inform published information relating to the previous years’ results. This will be published by the following March once it has been reported at the Equality and Diversity Committee at the start of Term 2. This will also inform the setting and review of the Equality Objectives and annual EDIMs. The Equality and Diversity will monitor progress and be updated termly.
4.2 Consultation will take place throughout the year as necessary with key stakeholders to inform the process.
5. Where are we now: the baseline for monitoring progress
5.1 Local Context
The District of South Staffordshire forms the southern tip of Staffordshire, and lies immediately to the north and west of Wolverhampton and covers an area of approximately 157.3 square miles. South Staffordshire contains no towns of major size and many of the settlements within the district are dormitory villages for Stafford, Wolverhampton, Birmingham and Telford. The District is largely rural and its council is based in Codsall, one of the larger settlements in the district, along with Brewood, Cheslyn Hay, Great Wyrley, Kinver, Landywood, Penkridge, Perton and Wombourne.
5.2 The population demographics show that current ethnicity breakdown of the area is predominantly White British at 97% and Black and Minority Ethnic (BME) groups making up 3% of the population. The College’s BME population is 5%.
6. Where are we now: Baseline Learner Profile?
6.1 The college is an inclusive community that welcomes individuals from many diverse backgrounds and prepares learners to engage with many diverse cultures and backgrounds of society. The demographics of the college are published each year in the annual self assessment report.
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6.2 Data recording of religion and belief has not been routinely collected. This will be monitored in year by the Equality and Diversity Committee to ensure that monitoring by religion and belief and occur.
6.3 The College has a very different diversity profile in each curriculum area and vocational areas tend to attract stereotypical genders to their area for example more males than females in construction; and more females than males into hairdressing. Each area has developed their own Equality and Diversity Action plan to address under-represented groups and to increase positive action to attract under-representative groups to their areas.
6.4 51% of South Staffordshire population is female and (16 years +) and 49% of the population is male. The College attracts a similar proportion of females and males (52% to 48% in 2014/15).
6.5 In the College in 2014/15 the percentage of learners on a 16-19 study programme was 78%, with 22% aged 19+.
6.6 The College operates across four 14-19 districts and works with over 40 secondary schools many of whom offer sixth form provision. Many learners aged 16-18 come from schools with relatively low GCSE pass rates. Although the proportion of learning achieving 5 A* to C grades, including English and Maths in Staffordshire is above national average at 55.3%, both Tamworth and Cannock Chase are below the national average at 52% and 46% respectively. In November 2015, 3% of people aged 16-18 in Staffordshire were not in education, employment of training (NEET).
7.7 The College does not currently collect data on learner sexual orientation or gender reassignment, but is considering how this can best be implemented for the future.
7.8 In the College, in 2011/12 the percentage of learners with a learning difficulty was 10% and without was 90% which is lower than the local population of 14%.
7. Where are we now: Learner Success?
7.1 A significant amount of work is carried out annually in analysing the success, retention and achievement rates of different equality groups in the College and to address any gaps. This is detailed in the annual Equality and Diversity report as published information. All curriculum areas look at their outcome data in detail with the Director of Learner Journey and agree their Equality and Diversity Impact Measures (EDIMs). Supporting action plans are then developed and monitored termly at the Equality & Diversity Committee. College wide EDIMs are also set annually. Both are monitored and reported on termly through the Equality and Diversity Committee.
7.2 The College will ensure that where there are gaps, training, conferences and other CPD initiatives will address equality, diversity and inclusion particularly in relation to teaching and learning.
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8. Where are we now: Our workforce profile?
8.1 The College’s HR team keeps the Single Central Register of staff and records and many staff we have at any given point in time. The HR team reports to the Equality and Diversity Committee each term on the staff profile, including the age, gender and ethnicity profile of the College’s staffing team.
9. Where are we now: Training?
9.1 The College invests in a comprehensive training programme to ensure that all staff has been trained in Equality and Diversity issues.
9.2 Equality, Diversity and Inclusion are a part of the College induction for staff. In addition there is an expectation that all new staff complete an on-line Equality and Diversity awareness course and a Disability awareness course. Each year an annual CPD budget is allocated and Equality and Diversity training is prioritised. Embedding E & D in the curriculum is another priority and further resources on this together with training days have been organised.
10. Where are we now: Policies and Procedures?
10.1 The Equality, Diversity and Inclusion Policy is revised every three years and was most recently revised in 2016. The Policy, along with the Single Equality Scheme and the published information contained in the annual Equality and Diversity report, provides the key strategic documents for the College on equality and diversity. Strategy, policy and actions on inclusion and community cohesion have been incorporated into these documents.
10.2 A process is in place for under-taking Equality Impact Assessments on new policies, procedures and strategies. Appropriate analysis is carried out and integrated into the process and reported on at SLT and the Equality and Diversity Committee as appropriate.
11. Where are we now: Inclusion and Community Cohesion?
11.1 A culture of respect is evident through a range of induction and tutorial activities promoted throughout the College. .
11.2 Social cohesion is managed at both curriculum level and cross college level. With many charity events managed by the curriculum teams and the cross College Volunteer Day managed centrally by the Learner Journey team.
11.3 In consultation with staff and learners, a list of key themes is drawn up each year and includes a wide range of areas such as RESPECT week, LGBT and Black History month and Holocaust Memorial Day, etc. Noticeboards across the College will feature these events, all staff emails will highlight materials to
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use on these days and a number of presentations and or activities will take place across campuses.
11.4 There are multi-faith rooms at each campus and the College celebrates specific faith events, e.g. Christmas, Eid and Diwali. The Learner Journey mentoring team also provides advice and support to staff and learners on faith and cultural issues.
11.5 Course reps are appointed annually to represent learner views.
12. Where are we now: Disciplinaries, bullying and harassment
12.1 Annual data relating to disciplinaries, bullying and harassment is now being collected for each curriculum area. A clear system for monitoring bullying and harassment is in place, and this has been further aligned with the disciplinary and complaints processes. Bullying and harassment is addressed through induction and the tutorial sessions delivered in year.
12.2 The number of recorded incidents of bullying, harassment or discrimination is low. All issues that cause concern are discussed at the Equality and Diversity Committee.
12.3 The number of disciplinary cases involving BME learners is monitored and action taken if required.
13. The process for participation in the Single Equality Scheme
13.1 Gathering qualitative data
13.1.1 Data to inform the Single Equality Scheme is gathered from a wide range of sources. In the main they are from questionnaires, focus groups and electronic feedback mechanisms and all are monitored by the different protected characteristics. Any variations that emerge are discussed at the Equality and Diversity Committee, with actions taken to address them.
13.1.2 The annual learner survey is analysed by equality groups and bench marked against national data.
13.1.3 The existing Single Equality Scheme was developed based on the priorities set by the Equality and Diversity Committee.
14 Implementing the Single Equality Scheme
14.1 Accountability
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14.1.1 Legally, the College’s Governors are the “responsible body” for equality and diversity and have the ultimate responsibility for ensuring that the organisation is compliant with the law and the public sector duties. They should therefore ensure that they have an awareness of all relevant legislation; that membership of the Board reflects the wider community; that the strategic plan includes a commitment to equality and diversity and that they receive and respond to equal opportunities monitoring data. They should also ensure that all staff are aware of, and implement their legal and other responsibilities.
14.1.2 The Principal is responsible to the Board of Governors for ensuring that equality and diversity is continuously promoted and comprehensively implemented in all aspects of the College’s operations.
14.1.3 The Equality and Diversity Committee is responsible for developing, advancing, monitoring and reviewing the Equality and Diversity Policy and Single Equality Scheme, and for evaluating their effectiveness. It is also responsible for agreeing and monitoring the published information, Equality Objectives and supporting EDIMs.
14.1.4 The HR department is responsible for advancing, monitoring and implementing all aspects of the College’s Equality and Diversity Policy and this Scheme as it relates to the recruitment, employment and retention of staff. The Director of Learner Journey has day to day responsibility for overseeing equality and diversity issues in relation to learners.
14.1.5 All managers of the College are responsible for advancing equality, diversity and inclusion in their areas. This involves addressing the college-wide equality objectives, increasing the representation of particular groups of learners, improving the performance of all learners (particularly those from protected characteristics) in their individual curriculum area or department, promoting inclusion and good relations and challenging discrimination, harassment and bullying. It also means ensuring that all staff access appropriate levels of training on equality and diversity issues. They must also ensure that effective self assessment monitoring and review systems are in place to measure equality and diversity outcomes.
14.1.6 The Director of Learner Journey or a nominated Learner Journey member will ensure that equality and diversity issues are kept high on the agenda by cascading information on legislation, policy and initiatives to staff, providing briefings and email alerts where required.
14.1.7 All employees of the College have a responsibility for implementing the equality and diversity policies and plans and advancing equal opportunities in all aspects of their work.
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15 Embedding equality, diversity and inclusion into quality assurance processes
16.1 It is recognised that equality and diversity should be seen as central to the core business of the College, and should be embedded in the strategic planning and quality assurance processes. Work has been undertaken to embed EDI into lesson observations and the self assessment process. Further work will be taken in year to embed this in the curriculum planning process and will become increasingly explicit in performance management, for example via performance reviews and management competences.
16 Monitoring, Reporting, Reviewing and Updating
16.1 This Single Equality Scheme covers the period 2016/19. However, the Equality Objectives, EDIMs and Action Plan will be reviewed and revised annually by the Equality and Diversity Committee. The annual Equality and Diversity report to Governors and the related published information will provide evidence as to the progress that the College is making in implementing equality and diversity, and in particular the public sector duties.
16.2 Briefings on various aspects of the progress of the Single Equality Scheme will also be given to the Board of Governors, Senior Leadership Team, College Business Group and the Equality and Diversity Committee - for example, success rates, progress on EDIMs, survey analysis and workforce analysis by HR.
16.3 Impact Measures and Targets
To inform the setting of objectives and the measurement of our progress in achieving them, the College will collect and analyse the following information by the different “protected characteristics” and report on them in the annual Equality and Diversity report:
For Learners:
● Profile of learners
● Applications, success and failure rates of admissions to programmes
● Success, Retention, Achievement rates
● Progression (from 15/16) ● Disciplinary action
● Complaints by learners
● Satisfaction levels
● Safeguarding analysis
● Health and Safety analysis
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For Employees:
● Profile of employees
● Profile of management ● Recruitment and selection by application, short listing, interview and
appointment ● Type of contract ● Training application rates by contract (from 15/16) ● Maternity/paternity/adoption numbers
● Promotion application and success rates
● Disciplinary and Grievance proceedings
● Satisfaction levels
17. Complaints
17.1 Complaints relating to equality and diversity will be handled through the usual Compliments, Comments and Complaints procedure. Learners can use the feedback postcards or the Quality email address to raise issues or they can speak to course reps who will raise the issue at college forums. In the event of any serious complaint, the issue will be raised with the Director of Learner Journey.
17.2 Complaints from staff relating to equality and diversity will also be handled through the usual Grievance procedures by the HR department, with involvement of specialist equality and diversity advisors as appropriate.
18. Publishing the Single Equality Scheme
18.1 The College will publish the Single Equality Scheme widely via the website, intranet and VLE (Newton). It will also be made available in hard copy to any interested parties, and in accessible formats if requested.
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APPENDIX A
Equality and Diversity Action Plan 2015/16
How will success be measured?
Action to be taken
Lead person
Timescales and milestones
Equality Objective 1: Foster good relations between different groups
● BME Satisfaction rising to 90% by 2019
● Annual College Volunteering Day
● Promotion of religious/significant diversity events to learners
● Advancement and promotion of diversity events during the tutorials
Promoting and monitoring equality and diversity via the E&D Committee.
Director of Learner Journey
Termly meetings and specific actions agreed
Equality Objective 2: Promote the Harassment and Bullying procedure to learners to eliminate bullying
● Increase each year the number of learners that feel safe in college by 1% each year until 100% feel safe in 2019
● Increase by 1% each year the number of learners who know who to see in relation to bullying and harassment
● Increase by 3% the number of learners satisfied that they have: NOT seen racial abuse in my College and
Promoting and monitoring equality and diversity via the E&D Committee.
Director of Learner Journey
Termly meetings and specific actions agreed
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NOT experienced any bullying
● All learners highlighting a bullying or harassment concern will be contacted within 24 hours
Equality objective 3: Narrow the success and achievement gap of different groups (EDIMS Targets) and ensure that all learners achieve at least 5% above national averages
● By setting annual EDIMs targets to ensure any achievement gaps are narrowed.
Monitoring via course review meetings, with interventions as necessary.
Heads of Curriculum
Termly
Equality Objective 4: Ensure that there is a continued analysis of staff and learners in line with statutory requirements
● Increase by the proportion of disabled and BME staff and managers to 1% above the local demographic population by 2019
● Collect all available protected characteristic data for learners and staff by 2019 and ensure analysis completed on annual basis
Promoting and monitoring equality and diversity via the E&D Committee.
Assistant Director of HR
Termly
Equality objective 5: Increase understanding and awareness of Equality and Diversity
● Specific legislative duties met by required dates
● Equality analysis process in place annually
● Staff undertake
Activities monitored and supported by the E&D Committee
Director of Learner Journey
Termly checks
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mandatory E & D training during induction to college and all staff attend mandatory updates as requested
● All full-time and substantial part-time learners undertake E & D training in induction and have access to relevant updates throughout the year via Newton
● Equality Impact Assessments undertaken for all new and updated policies and procedures
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APPENDIX B
Policies and Procedures that support the Single Equality Scheme
All available on the South Staffordshire College Intranet
Learners
● Student Conduct Policy
● Equality and Diversity Policy
● Child Protection Policy
● Vulnerable Adults Protection Policy ● E-Safety Policy ● Safeguarding procedures
● Guidelines for Safeguarding Learners and Staff ● Compliments, Comments and Complaints Procedure
Employee related
● Capability Policy
● Employee Disciplinary Policy
● Grievance Policy
● Recruitment and Selection Policy
● Adoption Leave and Pay policy
● Maternity and paternity procedures
● CPD procedures and policy
● Sick Pay
● CRB Policy
A note on the Prevent agenda
South Staffordshire College is fully committed to exercising its duty as a public sector organisation to prevent learners and staff engaging in radicalisation, extremism and terrorism. We believe that respect for all persons should lie at the heart of all that we
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do. The Prevent agenda and the positive promotion of British Values - democracy, individual freedom, rule of law, mutual respect and tolerance for people of different religions and beliefs - marries with our organisational commitment to fostering good relations between different groups of people and positively promoting equality diversity in all that we do.
