ÐÏࡱá>þÿ º¼þÿÿÿ¸¹ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥Áa ð¿¢Ebjbjš“š“ 4´øùAbøùAbˆ=ÿÿÿÿÿÿ·Ì Ì HHHHHÿÿÿÿ\\\8”DØ|\1”âTTjjjEEE°“²“²“²“²“²“²“$–¶ɘ~Ö“HEEEEEÖ“HHjjÛë“‘ ‘ ‘ EHjHj°“‘ E°“‘ ‘ b~y$Ê‚jÿÿÿÿà¶ _à$ÕÿÿÿÿE¦¢|Vœ“”01”ø|ÒG™ëèG™¬Ê‚Ê‚nG™H8…dEE‘ EEEEEÖ“Ö“Ó¾EEE1”EEEEÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿG™EEEEEEEEEÌ B : UNIVERSITY OF WARWICK Equality and Diversity Committee Minutes of the meeting held on 09 May 2019 Present: Provost (Chair), Professor G Bending, A Brewerton, P Burke, Dr J Collingwood, Dr T Crowther, Dr M-A Cullen, K Fisher, Dr K Haywood, M Mik, G Mills, M Potter, Rev. K Pearson, K Shergill, , W Tsang, D Weber Apologies: J Ansell, Dr N Bentley (External Representative), Professor L Gracia, Dr H Friend, L Kennedy, C O’Leary, Dr M do Mar Pereira, R Roke, Dr L Shortt, D Stiles, Dr R Varma. In Attendance: S Beaufoy – Equality, Diversity and Inclusion Manager (Secretary) M Hodges – Equality, Diversity and Inclusion Coordinator 31/18-19 Conflicts of Interest REPORTED: (by the Chair) That, should any members or attendees of the Equality and Diversity Committee have any conflicts of interest relating to agenda items for the meeting, they should be declared at the beginning of the meeting. RESOLVED: That no conflicts of interest be recorded. 32/18-19 Minutes CONSIDERED: The minutes of the meeting of the Equality and Diversity Committee held on 30 January 2019. RESOLVED: That the minutes of the meeting of the Equality and Diversity Committee held on 30 January 2019 be approved. 33/18-19 Matters Arising Article on Gender by C Tzanakou and R Pearce REPORTED: (by the Chair) The article by Tzanakou and Pearce on ‘Moderate feminism within or against the neoliberal university? The example of Athena Swan’ was circulated with the meeting papers on 30 April 2019. Gender and Ethnic Pay Action Group REPORTED: (by the Chair) The University’s 2018 Gender Pay Gap report has been published. The University is legally obligated to annually publish gender pay gap data. Although there is currently no requirement to do so, the Action Group intends to disclose gender, ethnicity, and disability pay metrics for March 2019 in June 2019 in order to be fully transparent. The Pay Action Group discussed flexible working as this is regularly cited as a significant intervention which positively impacts on gender pay gaps. The Pay Action Group agreed that the University should trial a more proactive approach to flexible working in a number of areas, including offering flexible working as default, except in areas where there is an operational reason why this would not be feasible. The Pay Action Group discussed part-time working and in particular how part-time working can be encouraged or promoted for senior staff. G Mills reported that Human Resources are undertaking a review of flexible working at the University, to look at policy and practical considerations required to enable more flexible working. It was noted that this work also sits alongside work Richard Hutchins is undertaking on access to the University, including transportation links. K Shergill noted that a culture change around the use of flexible working and managing staff who have flexible working is also required. G Mills confirmed that the review will consider cultural aspects. Stonewall Workplace Equality Index and learning points REPORTED: (by the Chair) A meeting hosted at South Wales University gave an opportunity to compare work on LGBTUA+ inclusion, where it was noted that they have more visible leadership and senior role models championing LGBTUA+ issues. S Beaufoy confirmed that the work the University is undertaking in this area is similar to that of other UK HEIs, and differences in the Stonewall ranking are likely related to the way in which the application is written, size of budgets and that global organisations are able to develop projects on a larger scale. It was also noted that organisations which have scored highly on the Index are often better at promoting and celebrating the LGBTUA+ equality work they are undertaking, this is something members are keen for the University to improve. M Mik suggested that learning opportunities be sought from organisations who have scored highly on the Index who are outside of the higher education sector, in order to understand their approach 34/18-19 Chairs º£½ÇÉçÇø Maternity Pay Building on the work completed in Economics which showed the benefits of an enhanced maternity leave offer, the University will shortly be announcing improvements to maternity leave provision. J Collingwood queried if these changes would apply to staff who are due to take maternity leave imminently. RESOLVED G Mills to confirm if the improved maternity provision will be effective for staff who are due to go on maternity leave. Paid Carer’s Leave REPORTED: (by the Chair) To bring the University in line with other HEIs, a proposal has been made to provide five days of paid carer’s leave. New Governance Structure and Membership of the Committee REPORTED: (by the Chair) At the start of the new academic year 2019/20, the Equality and Diversity Committee will be renamed as the Social Inclusion Committee. The Committee will continue to be chaired by the Provost, with the Director of Social Inclusion acting as Deputy Chair. Membership of the Committee will be formed from Chairs of the Taskforce Groups (associated to protected characteristics), academic representatives from the three faculties, and a smaller number of representatives from PSS and the student body. The ED&I team will continue to act as secretariat, as well as playing a leading role in the delivery of initiatives. The work of the new committee will align between the overarching institutional strategy with a focus on Social Inclusion. Membership and Terms of Reference are still to be formalized and approved. In addition a role specification for senior level sponsorship of protected characteristics is under development. J Collingwood suggested that the Terms of Reference of Taskforces include a requirement to be representative of the University across roles and disciplines. J Collingwood queried how ED&I or wellbeing issues which don’t relate to a specific Taskforce agenda will be raised to the SIC. It was reported that any such concerns can be bought to the Chair in-between meetings as well as at meetings. RESOLVED The Chair to speak to Chris Twine about ED&I implications regarding the proposed new senior exam invigilator arrangements. 35/18-19 Equality, Diversity and Inclusion Report to Council (EDC Paper 07/18-19) RECEIVED: A report that will be presented at a Council meeting on 15 May 2019 outlining Equality, Diversity and Inclusion – Strategy, Progress and Prospects, and in particular progress on the Equality Objectives 2016-2020. REPORTED: (by the Chair) Equality Objectives are a requirement of the Equality Act 2010 (Specific Duties Regulations 2011), which require public bodies to set and publish equality objectives that are specific and measurable. Significant project work has been undertaken on a number of key objectives, namely disability, LGBTUA+ initiatives, Widening Participation, Employability of students and initiatives to address the Gender Pay Gap. Despite the vast amount of progress against the majority of the objectives, there are a number that still require improved input or additional work to be undertaken, namely: Engagement with University Council. Recruitment Strategy Development. Development of strategies to support/enhance the diversity agenda within local communities. Increase the number of disclosures on protected characteristics. The Equality Objectives are due to be reviewed and renewed early in 2020 and will be developed to align with the Strategy 2030 and integrated with the Social Inclusion Strategy. Members were provided an opportunity to offer suggestions for inclusion in the report: A Brewerton suggested inclusion or a verbal report at Council of the events taking place in June 2019 to promote the 50th anniversary of the Stonewall riots. K Pearson requested that religion and belief be referenced as a protected characteristic, and noted that the Chaplaincy Reference Group has been meeting since October. Sharon Tuersley attends these meetings as Secretary to Council. M A Cullen reported that a survey was undertaken to explore if and how religion and faith are part of staff’s teaching and research at the University. A report of the results will be presented at a conference, and M A Cullen and E Arweck will run a project to bring together the work in this area. The survey highlighted that there were more staff teaching elements of religion and belief in their modules than was anticipated. M Mik suggested that links to additional information be included so members can follow up and find more information if they wish to. M Mik suggested that information about Dignity Contacts be included in the verbal report at Council. S Beaufoy reported that it was proposed that council members will also be asked what they are doing to champion ED&I in their organisations, so that the University can follow their good practice. RESOLVED: Key stakeholders would be approached to develop new equality objectives for 2020-24. 36/18-19 Draft Social Inclusion Strategy – Implementation Agenda REPORTED: (by the Director of Social Inclusion) That the Social Inclusion Strategy has been developed as part of the University’s vision towards 2030. That the University’s Vision is to become more strategic and proactive about the social inclusion agenda, including considering issues of access, progression, and success in higher education. The Social Inclusion Strategy was approved at UEB on 7 May 2019, and will be presented at the Heads of Departments forum on 9 May 2019, followed by as presentation at the July 2019 Council meeting. The Strategy is supported by an implementation plan which breaks down activities by three key themes and links to other key strategies, for example Widening Participation. The implementation plan will be made available online so that it is visible to the community and it can be updated as progress is made. Communication will be key in order for stakeholders to understand their role in the strategy and to share successes. The next steps will be to think about how existing resources can be leveraged to support the implementation plan. J Collingwood queried if work will be focused on culture change or targets and quotas. K Shergill confirmed that there are long term cultural ambitions, but the implementation plan also includes, for example, references to positive action in recruitment. It was reported that the University is also currently considering adopting contextual course entry requirements. RESOLVED: K Shergill to share the one page summary of the implementation plan with members. 37/18-19 Future Engagement with the ED&I Agenda REPORTED: (by the Chair) EDC members who will not become members of the SIC were encouraged to remain involved in the ED&I agenda, including attending ED&I Network meetings, becoming involved with a Taskforce, joining a Staff Network, and/or becoming an ED&I or Disability Champion for their department. 38/18-19 Athena SWAN Update REPORTED: (by the Equality, Diversity and Inclusion Manager) Two departments who submitted for awards in November 2018 – Law and the Institute of Employment Research have both been successful in achieving a Bronze Level award. Three departments have submitted for Athena awards in April 2019 – Engineering and º£½ÇÉçÇø Medical School – Silver; and History a Bronze. Outcomes will be known in November 2019. 39/18-19 Equality and Diversity and Inclusion Network REPORTED: (by the Equality, Diversity and Inclusion Coordinator) That a meeting of the Equality, Diversity and Inclusion Network was held on 30 April 2019, and was well attended. Agenda items included: The new Employee Assistance Programme. Highlight Results from 2019 Health Needs Assessment Survey. National Day for Staff Networks – Kindness Rocks. Defibrillators and what to do if someone has a cardiac arrest. New Mental Health Video resources. Upcoming ED&I events. RESOLVED: S Beaufoy to speak to John Phillips and Hannah Friend about location and provision of defibrillators on campus and CPR and defibrillator training. 40/18-19 Forthcoming ED&I Events REPORTED: (by the Equality, Diversity and Inclusion Manager) That the ED&I team are hosting a number of events over the next few months, namely: The International Day against Homophobia, Biphobia, and Transphobia (IDAHOBIT) – 17 May 2019 Jessica Lynn’s Trans Awareness Programme and Personal Journey – 17 May, 09:30 – 12:00 hrs (Awareness Programme) and 13:00 – 14:30 hrs (Jessica’s journey), both in R0.03 Ramphal. Stonewall50, June – celebrating the 50th anniversary of the Stonewall riots, which will consist of: Talk from Dr Michell Chresfield on ‘The Stonewall Riots and the Legacy of Marsha P Johnson’ – 19 June 2019, early evening. Film Screening of ‘Prayers for Bobby’ with a panel discussion on faith and the LGBT community – 11 June 2019. Queer Asia discussion panel – date to be confirmed Legal advice on LGBTUA+ issues (finance, mortgage, wills, partnership rights, parenting rights). Exhibition on ‘Past, Present and Future’ will be displayed at each event. Gendered Intelligence ‘Introduction to Trans Awareness’ training (19th June, 09:00 – 12:30 hrs or 13:00 – 16:30 hrs). As a follow on from the Kate Carruthers Thomas talk on Gender in April 2019, we have invited Kate back to present on ‘Gender(s) at Work: Glass’ – 25 June, 12:00 – 15:00 hrs in R0.04 Ramphal. This unique performance combines poetry and graphics to present research findings of gendered experiences of work and careers in HE. ‘Raising Awareness on Bullying and Harassment’ (13 June 2019) organised by the School of Life Sciences and º£½ÇÉçÇø Medical School Athena SWAN committees. 41/18-19 Disability Interest Group REPORTED: (by the Head of Disability) That a meeting of the Disability Interest Group was held on 29 April 2019. Agenda items included: Sarah Parkinson (Wellbeing Advisor), who highlighted the preventative work that Wellbeing Services are undertaking to support students, for example running sessions on dealing with exam stress. Jenny Wheeler (Accessibility Officer) discussed her role within Estates and how this work can become embedded across the university. How the work of the Dignity Interest Group could support the Disability Standards Steering Group. How to improve disability disclosure rates, by reviewing the language used around disability. Three videos of students with Asperger’s Syndrome talking about their transition to university were shown. These videos will be made available on the University website for prospective students. That there is a need to consider the future of the DIG and if new reporting mechanisms will be required under the new structure of the SIC. These considerations will be taken up at future meetings as the changes come into effect. 42/18-19 Any Other º£½ÇÉçÇø REPORTED: Staff Award nomination (M Mik) Congratulations were expressed to the ED&I team who were longlisted for an Outstanding Team award in the 2019 Staff Awards. End of term ED&I update (the Chair) It was suggested that the report being presented at Council be used as a basis for an end of term communication for the wider University community. This would be an opportunity to showcase the ED&I work being carried out across the University. A draft report will be circulated to members for comments. Expression of thanks to members of EDC (the Chair) Thanks were expressed by the Chair for the contributions and hard work of EDC members. 43/18-19 Date of Next Meeting TO REPORT: That the date of the next meeting of the Social Inclusion Committee will be on 12 November 2019 in CMR1.0, University House.      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