Equality, Diversity & Inclusion Action Plan

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1 Equality, Diversity & Inclusion Plan January Central College Nottingham s Equality, Diversity & Inclusion Plan, describes how the college will advance its statutory duties as set out in the Equality Act 2010 and the Public Sector Equality Duty to promote equality of opportunity and eliminate discrimination, demonstrating a clear commitment to placing equality, diversity and inclusion at the centre of every aspect of business and academic functions. Public Sector Equality Duty The General Equality Duty requires public authorities, in the exercise of their functions, to have due regard to the need to: Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it. Foster good relations between people who share a relevant protected characteristic and those who do not share it. EDI Objectives Central College s EDI objectives are to challenge discrimination and disadvantage, raise standards, and advance aspirations of all of our stakeholders. This will be achieved by: - Improving retention and success rates underachieving groups by: Raising the profile of EDI across the College to encourage discussion and participation in EDI related topics. Developing teaching resources which in turn will be embedded EDI into the curriculum. Engaging staff and learners in EDI activities to raise awareness of diversity. Target setting and monitoring of data, with subsequent action planning, to ensure individual needs are met and achievement gaps are narrowed. Identifying achievement issues learners at school / sub-school level and setting targets / strategies to narrow achievement gaps. - Delivering EDI training to all staff Develop a range of training resources and materials to update the understanding of EDI concepts. Ensure all staff understand their own, and the College s legislative, duties. Ensure curriculum staff and those in learner facing roles possess the skills to tackle discrimination and embed EDI into all aspects of learning This Plan has been developed in response to these objectives and as a result of the strategic review of the College Development Plan, College Self-Assessment Report, EDI Self-Assessment Report, EDI Annual Report, Investors in Diversity Report (2013) The aim of this action plan is to ensure that the whole College community owns and actively implements EDI objectives within the College s strategic framework This plan will be reviewed on a regular basis by the EDI Group and is updated annually. Updated: 24 February

2 Equality, Diversity and Inclusion Plan action 1. Communication and Marketing 1a. Promote learning and working opportunities to diverse and underrepresented groups to challenge occupational and curriculum stereotypes and to celebrate an inclusive organisational culture. Marketing and Curriculum agree targeted marketing strategies as positive action targets to support and develop the diversity of the learner profile and to challenge stereotypes. Make use of positive case studies and targeted marketing. An increase in the diversity of the student profile across curriculum and vocational areas, encouraging more a- typical learners into occupational areas. Marketing Dec 1b. Ensure that all online platms are accessible and compliant with the Equality Act enabling disabled people or people with language (plain English) or learning differences to access content. Develop promotional materials which are reflective of the college community and the target audience. Check and develop the website, Intranet, and VLE to ensure that it is accessible all, including image descriptors and the embedding of accessible tools. Explore the use of widgets All stakeholders can access content. Lead: Marketing (Website) Training & Learning Technologies (remainder) August 1c To ensure that the EDI policy statement captures the EDI intentions of the college fully and succinctly Review the EDI policy statement, consult with key stakeholders and revise according to feedback More measureable and memorable EDI statement which better describes the college s values 2

3 Equality, Diversity and Inclusion Plan action 2. Permance Monitoring & Planning 2a. Identify gaps in permance by groups of learners within the College and take specific action with relevant colleagues to address. Data analysis of ER and LR measures split down by gender, race, age, sexual orientation, religion, disabled and non-disabled learners. Work with curriculum teams to develop strategies where there are gaps in retention, achievement or success. Gaps in retention, achievement and success are identified. s are put in place to address gaps. Heads of School Data reports on LR and ER produced to highlight gaps and improvements made. Reports used to identify actions. 2b. Improve retention and progression rates to FE all Choices students (pre-16 and Special Schools) with specific support those previously disengaged/disaffected with education. Where improvements have occurred to identify and share successful strategies. Analysis and reporting on subcontractor data Develop an early LAC intervention process that puts support plans in place at risk learners. Hold progression events to showcase courses available at Central (with a focus on apprenticeships) Plan intervention activities to boost progression if monitoring indicates low progression rates Gaps are closed or narrowed. Permance trends are identified across partners and actions agreed to mitigate any gaps to improve outcomes all learners Pre-16 learners previously disengaged from education are reengaged and supported Heads of School Partnerships Choices Team Leader Using LAC support more effectively. Early referral process now in place to trigger LAC support to any at risk learners. Progression events took place Oct/Nov. Work with Marketing to target students taught at base schools. 3

4 Equality, Diversity and Inclusion Plan action 2c. Review maintenance of the Investors in Diversity Level 2 standard 2d Implement a plan to embed EDI in ER Involve College Progression Advisors to promote Central courses. Establish strategy to review and if agreed, maintain the award another 2 years. Systems reviewed and updated to incorporate EDI measures Standard maintained EDI embedded in ER systems, processes and procedures VP OD ER and Choices April April 4

5 Equality, Diversity and Inclusion Plan action 3. Teaching and Learning 3a. Promote EDI within the curriculum with a particular focus on strategies embedding. with the TLCs to promote resources, activities and training opportunities Schools and Partners to support the planning, delivery, management and evidencing of EDI. Naturally occurring opportunities to discuss, embrace and celebrate EDI in the learning environment are consistently across curriculum areas. with TLCs and HoS EDI in toolkit in place. Explore ways to generate wider discussions on EDI issues in team meetings using consultative strategies with staff. EDI is a standard agenda item at team meetings to raise awareness and facilitate discussion. Curriculum Managers April to work with curriculum teams and support staff at each site to develop EDI practice via a rolling programme of campus meetings. Resources are developed and used in vocational areas to reflect occupational context and are embedded in teaching and learning, planning and delivery. March onwards 3b. Review, develop and promote EDI resources learners. Investigate and populate an appropriate platm to share EDI resources with learners. Site based training needs analysis identifies relevant support required by curriculum teams to improve outcomes learners. Learners have access to EDI related inmation and support. & Training and Learning Technologies Complete August June 5

6 Equality, Diversity and Inclusion Plan action 4. Stakeholder Engagement 4a. Staff and learners at all levels enhance their understanding of EDI matters 4b Advance the Prevent Strategy, promote British Values and continue to to promote awareness of all cultures. Deliver a range of tutorial workshops ming part of PD Central, training opportunities, and enrichment activities to staff and learners. Evaluate and record impact of training and tutorials to identify further action or support needed to manage learning effectively. Develop relationships with East Midlands Prevent Co-ordinator in order to advance the Prevent Strategy within the college. Staff and learners engage with and participate in activities and discussions which address college, local, national and global EDI matters. Training evaluation provides key permance indicators of knowledge gained. Reporting system captures underlying issues to be actioned. Raised awareness of the effect and impact of radicalisation and how to prevent negative extremism. with TLCs with the LIT team Student Services July Training menu in place. Learning outcomes cross referenced to categories in PD Central. Evaluation reports created annually LIT incident report system implemented.. Raise awareness amongst learners and staff of radicalisation through blended learning activities including online resources, posters and tutorials. LIT team Explore perceptions of British Values amongst diverse stakeholders and their impact on life choices. Clarify understanding of British Values to our local community and the role these values play in communities. TLCs Sept Promote news and events on staffnet and studentnet, and via other media in order to raise awareness Greater awareness of EDI news and events and greater cultural awareness Start Jan 6

7 Equality, Diversity and Inclusion Plan action 4c 4d 4e Create opportunities to foster good relations and improve the college experience amongst diverse students across curriculum areas. Ensure International students receive appropriate inmation, advice and guidance about living and learning in the UK at the beginning of their learning journey. Ensure all learners on all programmes disclose their learning needs. Facilitate communication between curriculum areas to provide opportunities diverse learners to collaborate. Offer support to curriculum teams to encourage greater understanding and acceptance of pre-16 students in college International students to receive accessible inmation during the pre-enrolment phase to ensure expectations are met. Review systems identifying learners with additional needs, to enable them to achieve at the same levels of learners without additional needs. Learners from diverse backgrounds and with diverse abilities work together to learn about each other s differences and to participate in new experiences. Perceptions of why pre-16 students attend FE are challenged. International learners are aware of the UK culture and College standards prior to enrolment. Learners with additional needs disclose these needs and are identified to enable appropriate support to be allocated., LIT team and curriculum managers ER and Choices International Manager Student Services Manager August Measure Construction learners worked with International students to demonstrate skills. Need identified work to be carried out between art and sport learners at Clifton. Arabic students identified as prioritised group due to poor levels of satisfaction. 7

8 Equality, Diversity and Inclusion Plan action 5. Eliminate Discrimination 5a. Ensure College has a clear strategic commitment to tackle incidents of bullying, positively and effectively. Review the anti-bullying policy learners. Staff and learners engage and participate in training and enrichment activities which focus on impact of bullying behaviours and skills in challenging unacceptable behaviours. Student Services Manager March Bullying statement in place. LIT team and EBD team deliver tutorials related to bullying and harassment and respond to issues with specific tutorials. Advertise current services to improve staff awareness on bullying & harassment. Develop a training session on recognising bullying to incorporate into the Core Management training and to the staff training programme. A reduction in the reporting of bullying behaviour amongst and between staff and learners at all sites. HR manager. Training and Learning Technologies team April Anti-bullying policy staff has been reviewed. Staff Training programme being developed 8

9 Equality, Diversity and Inclusion Plan action 6. Access to Facilities and Services 6a. Aim to ensure that college facilities and services meet the needs of diverse stakeholders and are legislatively compliant. Advertise inmation about allergens and gluten within products on sale in the canteen in compliance with food standards legislation. Catering team to provide opportunities to develop skills and understanding of diverse learners in preparing and handling food on a budget which meets diverse dietary needs. Customers with food allergies/intolerances have access to accurate inmation to be able to make safe choices. Learners undertaking work experience placements will achieve a food safety and hygiene qualification, and will experience work in the catering field. Catering Manager Catering Manager March September Estates to anticipate and respond to requests made by stakeholders adjustments to be made which may enable access. Estates teams receive ongoing supportive guidance to ensure equality rights and responsibilities are understood and maintained. Facilities Managers Measure Review procurement arrangements, procedures and agreements to ensure they comply with College standards and meet the needs of all stakeholders. Procurement arrangements are equitable and suppliers commit to College EDI policy. Estates June 9

10 Equality, Diversity and Inclusion Plan action 7. Training and Development 7a. Develop and deliver a programme of EDI training relevant to organisational needs, which support legislative compliance and effective practice. Develop and promote mandatory and supportive training on key themes of EDI through a blended learning programme. Deliver training on the following themes: EDI & Human Rights EDI in teaching & learning Challenging inappropriate language & behaviour Tackling homophobia Community Cohesion Disability Rights and Wrongs Mandatory training package developed all staff as part of three year refresher programme to be ready Sept 15 launch. EDI training is provided during CPD days throughout the year. A programme of training opportunities is promoted to academic and support staff, with sessions arranged on request. Training is delivered to external partners and subcontractors to ensure legislative compliance and sustained quality of practice. From February. 10

11 Equality, Diversity and Inclusion Plan action 8. External Partners 8a. Ensure that all external partners and training providers actively promote EDI. Partner contracts include the College s EDI commitment and reflect an expectation that the partner upholds these expectations. Provisions and practices of external partners are compliant with the Equality Act Partnerships EDI support partners with guidance and training on request. 8b. Ensure partner quality improvement plans tackle any variances in permance and focus on ethnicity, gender, age and disability. 8c. Ensure partner marketing strategies are fully inclusive. Ensure all EDI resources produced teaching staff are distributed to partners. Partnership team to work with partners in the analysis and reporting of data and to support actions where necessary. Collect and analyse feedback learners to monitor quality of provision. Review partner s marketing strategies to ensure they comply with equality duties to advance equality and eliminate any potential discrimination across groups of diverse learners. Partners have access to EDI materials stored on College Sharepoint site. Permance trends identified across partners and actions agreed to mitigate any gaps to improve outcomes all learners. Learner experience and outcomes are improved. Provisions and practices of external partners are compliant with the Equality Act Partnerships Partnerships March Design marketing materials to promote services and support provided through the School of Partnerships to reflect and respond to the needs of a diverse audience. Learner and employer awareness of the College s role/support is strengthened. 11

12 Equality, Diversity and Inclusion Plan action 9. Managing Workce Diversity 9a Increase the diversity of the workce through implementation of positive action strategies. Establish and implement recruitment strategies in areas where BME staff are underrepresented to include a review of recruitment in areas of under representation of roles and promote the college to the BME community with a particular focus on teaching roles. New strategies in place to ensure targeted and effective recruitment in areas where there is underrepresentation. HR Manager Measure 15 9b Ensure compliance with the positive about disabled people statement by providing support all current and prospective staff throughout the recruitment and employment journey. Identify reasons why 60 BME applicants were not successful to shortlist with appropriate remedial actions to be implemented. Raise awareness of the HR services which support staff with a disability. Develop strategies to deal with issues identified in the recruitment stats staff with a disability. Reasons identified and remedial action agreed. The range of support available is advertised on StaffNet with a dedicated page on the HR section to show the services, i.e. Access to Work, annual reviews, declaring disabilities, who to contact etc. The proportion of applicants who declare a disability at application stage and succeed at interview increases. HR Manager April Measure September 15 12

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