ÐÏࡱá>þÿ •—þÿÿÿ“”ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥Ácà ð¿)>bjbjZÄZÄ 4˜8®b\8®b\6ÿÿÿÿÿÿ·ð ð hhhhhÿÿÿÿ|||8´ì ||Beâ222   ÁdÃdÃdÃdÃdÃdÃd$$g¶Úi~çdh     çdhh22Ûüdiii ²h2h2Ádi Ádiij#Q¼7V2ÿÿÿÿpAP¤H›Óÿÿÿÿ¿‚ßR2­de0BeS&XjA¬Xjd7V7VÞXjhY˜  i     çdçdí|   Be    ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿXj         ð > .: UNIVERSITY OF WARWICK Equality and Diversity Committee Minutes of the meeting held on 30 January 2018 Present: Provost (Chair), Professor G Bending, A Brewerton, P Burke, Dr J Collingwood, S Crookes, Professor L Gracia, B Hay, Dr K Haywood, M Mik, G McGrattan, Rev. K Pearson, M Potter, Dr N Rabbani, R Roke, Dr L Shortt, S Smart, Dr V Totsika, D Weber Apologies: Professor G Bending, Dr M-A Cullen, E Holmes, C O’Leary, Dr W McDowell, Dr M do Mar Pereira, D Stiles In Attendance: S Beaufoy – Equality, Diversity and Inclusion Manager (Assistant Secretary); L Walls – HR Manager (Secretary) C Algar – Equality, Diversity and Inclusion Coordinator; L Kindon – for agenda item 3(b) Dr A Videtta – for agenda item 3(c) Dr R Forman – for agenda item 5 18/17-18 Membership and Conflicts of Interest Membership The Committee noted the addition of Dr Kirstie Haywood (Faculty of Medicine representative) and Wanjiku Murage (Postgraduate representative) to the membership of the Committee for 2017/18. New members were welcomed to the meeting. Conflicts of Interest 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. 19/17-18 Minutes The Committee considered the minutes of the meeting of the Equality and Diversity Committee held on 31 October 2017. RESOLVED: The minutes of the meeting of the Equality and Diversity Committee held on 31 October 2017 be approved. 20/17-18 Matters Arising Gender pay study (item 03/17-18 (a)) The Committee noted that there was little, as yet, to report on this study, but in brief, it has provided some reassurances around academic FA9 level posts and related pay, but had indicated issues with Professional and Support Staff pay levels. Promotion and Probation (item 06/17-18) (EDC Paper 08/17-18) The committee considered a paper on academic promotions and probations for the academic year 2016/17 and received a verbal update by the HR Head of Specialisms. It was noted: That the report shows promotion statistics split by roles but subsequently this results in small numbers of staff in each category. That whilst women seem to be as successful as men in achieving promotion, the problem is the small number in the pool of eligible female candidates to put forward for promotion. That males are still more successful for promotion to Professor, whereas females do slightly better at Reader level. Females tend to be more successful in promotion bids for Teaching only roles. That historical data is included in the promotions statistics, which shows that the female promotion success rate has risen steadily since 2012/13. That numbers of ethnic minority academic staff being recommended for promotion continues to be low, but this may be indicative of small numbers of ethnic staff employed. HEFCE Funded Project on Sexual Violence and Hate Crime A verbal report was given by the Project Officer for the Respect for All at º£½ÇÉçÇø project. The committee noted: That º£½ÇÉçÇø had received £50k (matched funding) from a HEFCE Catalyst fund to undertake a project on student safeguarding on campus in relation to sexual violence and hate crime. The project is being delivered in collaboration with Coventry Rape and Sexual Abuse Centre (CRASAC) and the º£½ÇÉçÇø Student’s Union. Key activities to date include: Development of a safe and effective referral pathway for responding to disclosures of sexual violence. Consent Matters: an online course to help staff and students understand sexual consent and to promote positive change in the university community. Plus face to face staff training which has been delivered by CRASAC to key student-facing teams. An updated website with clear links to the referral pathway and support available to survivors of sexual violence and hate crime. Working with the Students’ Union to support the proactive #WeGetConsent campaign and what it stands for: stamping out sexual violence and harassment. Approval for a coordinated and strategic partnership with a newly appointed Independent Sexual Violence Adviser to work closely with the University. Approval for the continued employment of the Project Officer post past the initial project funding end date. Future priorities of the project include: Development of appropriate University policies and how these may link to other policies. Development and implementation of blended staff training package for responding to disclosures of sexual violence. Development and implementation of online student training in sexual consent and development of a broader ‘Respect for All’ module focusing on expected behaviours taking into account cultural issues. To further develop the º£½ÇÉçÇø Monash Alliance to raise awareness of the support in place for Sexual Violence and hate crime, with º£½ÇÉçÇø focusing on the implications with different cultures. 21/17-18 Chairs º£½ÇÉçÇø The Chair reported that Professor Vera Troeger from the Economics Department had written an article stating that better maternity leave/benefits could encourage qualified women to stay on in the workforce, and that Universities with the most generous maternity leave employed twice the number of women professors compared with those offering the least. G. McGrattan reported that options were currently being explored with a review to expanding the on-site nursery. RESOLVED: The article by Professor Troeger to be circulated to members of the Equality and Diversity Committee for information. That º£½ÇÉçÇø revisits its maternity provision with a view to improving it. 22/17-18 Report from the Chair of the LGBTUA+ Taskforce A verbal report was received from the Co-Chair of the LGBTUA+ Taskforce. The Committee noted: That the LGBTUA+ Taskforce has been working closely with the Students’ Union on how to provide a better service for trans people. That the Students’ Union will be providing some specific training for staff and students to help raise awareness and how people can support the trans community. Concern was expressed about staff employed through Unitemps, who are in front-facing roles but who may not be receiving appropriate training. Concern was expressed with regard to how the University monitors its global partnerships with regard to safety for staff and students who identify as LGBT and who may be required to visit those overseas partner institutions. That in conjunction with the ED&I team and the Students’ Union a web page is being created for all trans issues so that staff and students have a one stop support hub for all trans related issues. That º£½ÇÉçÇø hosted the LGBTUA+ Network of Network meetings on Friday 26 January 2018. That February would be LGBT History month and that a number of events would be taking place across campus. 23/17-18 Report from the Chair of the Gender Taskforce A verbal report was received by the Chair of the Gender Taskforce. The Committee noted: The Gender Taskforce (GTF) has created a Moodle as a platform for the GTF content and projects, including the creation of limited access areas to discuss challenging topics. The Academic Processes Review document had been issued to GTF members for comment, particularly around criteria and evidence. Deadline for feedback is Friday 2 February 2018. That immediate feedback on the promotion review from the GTF was that academic administrative roles, such as Director of Studies or Director of Admissions, should have evidence of a ‘sustained and successful’ performance to gain credit for being in the role. The GTF had identified a number of ‘hot topics’ which they wished to address: The benefit of using positive action in recruitment Dealing with complaints, particularly in relation to sexual harassment Recruitment – criteria and language used for advertisements to ensure more consistency across department, and the pros/cons of removing names and gender from shortlisting applications. Returners to work – how to support those that have been out of work for a length of time due to caring responsibilities, career breaks, illness etc and who have large gaps in their CV and may be lacking in confidence. Creation of a landing webpage for all gender related issues, so that information and support is easily sourced. The webpage will provide a top level overview of some of the gender initiatives at º£½ÇÉçÇø. The Committee considered a paper (EDC Paper 09/17-18) produced by the Head of Careers, highlighting the º£½ÇÉçÇø Sprint Programme for undergraduate and postgraduate students. Sprint has been very successful and to date almost 400 students have graduated from the programme, with a further 2 cohorts finishing in the Summer of 2018. º£½ÇÉçÇø currently offers more programmes than any other UK University and feedback has been excellent. The purpose of the paper was to highlight concerns over future funding in relation to the º£½ÇÉçÇø administrative post that manages the programme. Current funding is due to expire in August 2018. RESOLVED: Whilst the Committee supported the paper in principle, it was felt that the Equality and Diversity Committee was not the appropriate committee to consider and approve the requests made in the paper and that it should be directed to a more suitable committee. 24/17-18 Athena SWAN Update A verbal update was given by the Equality, Diversity and Inclusion Manager. The Committee noted: WBS submitted for Athena Silver status in the November 2017 submission round. The Silver institutional application will be re-submitted in April 2018, along with seven departmental submissions – Engineering and Life Sciences, Silver, Computer Science – Bronze renewal and CLL, Economics, PAIS and Law for Bronze. Helen Knee has been seconded from the Civil Service to work with the Registrar and will be assisting with the Athena and Race Charter Mark submissions. 25/17-18 Race Charter Mark – Moving the Action Plan Forward A verbal update was given by the Equality, Diversity and Inclusion Manager. The Committee noted: That the University would be re-submitting for the Race Equality Charter Mark in July 2018, and that those with responsibility for tasks on the original Action Plan would be contacted for progress reports, which would be incorporated into the new submission. That feedback both written and verbal had been received from the Equality Challenge Unit, who had encouraged the resubmission with the proviso that further reflection and analysis on the data were addressed and that racial tensions on campus and within the local community were discussed within the submission. 26/17-18 Stonewall Workplace Equality Index A verbal update was given by the Equality, Diversity and Inclusion Manager. The Committee noted: That the University has received its final ranking in the Stonewall Workplace Equality Index, 163 ranks out of 434 submissions. This is a rise of 64 places from last year, but overall in the last 2 years º£½ÇÉçÇø has risen 181 places, which is commendable. 27/17-18 Disability Standards Accreditation A verbal update was given by the Equality, Diversity and Inclusion Manager. The Committee considered: If the University should subscribe to the º£½ÇÉçÇø Disability Forum and to start working towards the Disability Standards accreditation. The Disability Standard is an online management tool developed to help organisations measure and improve on performance for disabled employees, students, service users and stakeholders. By using the Disability Standards process, an evaluation on current policies/practices will enable the University to: Understand in very practical terms what ‘good’ looks like across the University, what is and isn’t working, and what needs to be done in order to improve Recognise where the University is doing well Identify and minimise disability-related legal and reputational risk That it is intended to create a working group of key stakeholders from across the University to work on the standards. That the budget to subscribe to the º£½ÇÉçÇø Disability Forum has already been agreed, and work can begin on a self-assessment, subject to the approval of the Equality and Diversity Committee RESOLVED: That the Committee supported the subscription to the º£½ÇÉçÇø Disability Forum and would welcome updates once work on the Disability Standards had begun. 28/17-18 Equality, Diversity and Inclusion Network A verbal update was given by the Chair of the Equality, Diversity and Inclusion Network. The Committee noted: That the meeting had focused on: Sexual Violence and Hate Crime Stonewall Workplace Equality Index Update Disability Standards Forthcoming events What departments should be actively doing on ED&I. 29/17-18 Disability Interest Group A verbal update was given by the Head of Disability Services. The Committee noted: That the Disability Interest Group met on 18 January 2018 and had received: A brief verbal presentation on Mental Health A discussion on Personal Evacuation Plans (PEPs) and how to encourage more students to liaise with Disability Services and Departments to ensure they had appropriate PEPs in place. Disability Standards consultation. 30/17-18 Any Other º£½ÇÉçÇø The Chair thanked Shirley Crookes, who retires at the end of March 2018, for her support on the Equality and Diversity Committee and across the wider University community. N Rabanni requested that information and guidance on the appropriate behaviours of postgraduate students be made more available. 31/17-18 Date of Next Meeting The date of the next meeting of the Equality and Diversity Committee will be 11 May 2018 in CMR1.0.      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