ÐÏࡱá>þÿ dfþÿÿÿcÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥Á€ ð¿nbjbjcTcT 4D>>Sÿÿÿÿÿÿ·2 2 uuuuuÿÿÿÿ‰‰‰8Á\D‰…Yªaw���„„„(Y*Y*Y*Y*Y*Y*Y/[¢Ñ]v*Yua„„aa*Yuu��÷?Yáááapu�u�(Yáa(Yáá¢üPädV�ÿÿÿÿ�¼T³—öʉєàR6YUY0…YSNG^e|G^ldVdVXG^u¼VX„LÐ6á,2/„„„*Y*Yá„„„…YaaaaÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿG^„„„„„„„„„2 ;:  UNIVERSITY OF WARWICK Equality and Diversity Committee There will be a meeting of the Equality and Diversity Committee on Monday 24 May 2010 at 2.00 pm in the Council Chamber, first floor University House, chaired by Professor Ann Caesar. J F Baldwin Registrar Note: Questions on agenda items or apologies for this meeting should be directed to the Secretary of the Committee, Wendy Coy, ext 75868 or HYPERLINK "mailto:w.e.coy@warwick.ac.uk"w.e.coy@warwick.ac.uk AGENDA Minutes of the last meeting TO CONSIDER: Minutes of the meeting held on 9 February 2010, previously circulated copy attached. Matters Arising Pulse Survey (Minute 18/0910 refers) TO REPORT: That the low incident rate does not correspond to the low take up rate. It is possible to report and record information for bullying harassment incidents through the HR function and not line management. Annual Report on Equality and Diversity TO CONSIDER: (a) The attached Annual Report on Equality and Diversity (EDC Paper 11/09-10), detailing progress on equality and diversity in 2009/10. (b) The attached revised and updated Single Equality Action Plan (EDC Paper 12/09-10), detailing progress on equality and diversity actions in 2009/10. 4. PULSE: Staff Survey 2009 Results TO CONSIDER: A report relating to the Pulse: Staff Survey 2009 results (EDC Paper 13/09-10 copy at meeting). 5. Athena Swan TO RECEIVE: A copy of the final report, to be tabled at meeting. 6. Equality and Diversity Issues Relating to Students TO CONSIDER: (a) A report from Mrs Thea Gibbs (Head of Information and Operations) on graduate destination data and equality and diversity practices in careers and employability work (EDC Paper 14/09-10). (b) A report from the Assistant Registrar (UG Admissions) and Assistant Registrar (PG Admissions) outlining statistics relating to students (EDC Paper 15/09-10,). 7. Disability Budget TO CONSIDER: Any calls on Disability budget funds. 8. Single Equality Act TO REPORT: That the Single Equality Bill received royal assent in April 2010 to become the Single Euqality Act 2010. The Equality Challenge Unit reported that All major provisions within the Bill have remained intact. Amendments tabled in the House of Lords have been incorporated into the final version of the Bill. Very few provisions within the Equality Act will be implemented immediately, as most need to be enacted by Ministers after the general election. The majority of the new legislation is expected to come in to force in autumn this year, with the general public duty (a duty placed on public bodies including higher education institutions to proactively promote equality) more likely to follow from April 2011: October 2010: Main provisions. April 2011: The integrated public sector Equality Duty, the Socio-economic Duty and dual discrimination protection. 2012: The ban on age discrimination in provision of goods, facilities, services and public functions. 2013: Private and voluntary sector gender pay transparency regulations (if required) and political parties publishing diversity data. The Equality Act seeks to: Consolidate and streamline current anti-discrimination legislation Nine major pieces of primary anti-discrimination legislation and around 100 statutory instruments are being consolidated into one Act. Introduce a range of new specific measures that will have direct implications for higher education institutions Including an extended definition of positive action to enable employers to address significant patterns of under-representation amongst their staff, the publication of gender pay gap data by individual HEIs, a ban on the use of pre-employment health questionnaires and extended legal protection for women when breast-feeding. Make the law more explicit in the extent to which it covers the 'protected characteristics' of pregnancy and maternity, marital or civil partnership and gender reassignment status. Make it easier for people to bring cases of discrimination and extending the powers of employment tribunals It will be possible for people to bring cases of 'dual discrimination' (for example, discrimination on the grounds that a person is a black woman or a Muslim man) and enable tribunals to make broader recommendations for employers in response to the circumstances of an individual case of discrimination. ECU is currently producing a briefing which will provide more information about the implications of the Equality Act for the higher education sector. ECU is also working with the Equality and Human Rights Commission as it develops codes of practice and non-statutory guidance for higher education providers. TO RECEVE: The ECU Guidance to date for information. EDC Paper16/09-10 refers. 9. Equality and Diversity Network TO RECEIVE: A copy of the minutes of the meeting of the Equality and Diversity Network held on EDC Paper 17/09-10 refers 10. Disability Interest Group TO RECEIVE: A copy of the minutes of the meeting of the Disability Interest Group held on 10 June 2009 (EDC Paper 18/09-10) 11. Alterations to the University of º£½ÇÉçÇø Pension Scheme (UPS) TO RECEIVE: A summary of Equality and Diversity implications for the changes to º£½ÇÉçÇø Pensions Scheme (UPS) (EDC Paper 19/09-10 refers) 12. Any Other º£½ÇÉçÇø 13. Date of Next Meetings TO RECEIVE: Draft Dates for Equality and Diversity Committee meetings in academic year 2010/11.      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