ÐÏࡱá>þÿ £¥þÿÿÿ¡¢ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥Ácà ð¿Ú;bjbjøÜøÜ 4Žš¶^\š¶^\¿3ÿÿÿÿÿÿ·ð ð hhhhhÿÿÿÿ|||8´Ü�t|ž‹âõõõ‹‹‹‹‹‹‹$€�¶6�~C‹hõõõõõC‹hhÛX‹MMMõjhh‹Mõ‹MM*Uuü~ÿÿÿÿ0Á SÓÿÿÿÿ_RQxR ‹n‹0ž‹£xb´�±f´�¤~~ ´�h%€ä õõMõõõõõC‹C‹6õõõž‹õõõõÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ´�õõõõõõõõõð > .: UNIVERSITY OF WARWICK Equality and Diversity Committee Minutes of the meeting held on 31 October 2017 Present: Provost (Chair), A Brewerton, P Burke, Dr J Collingwood, S Crookes, E Holmes, M Mik, Rev. K Pearson, M Potter, R Roke, S Smart, D Stiles, Dr V Totsika, D Weber Apologies: Dr N Rabbani, Professor G Bending, Dr M-A Cullen, Professor L Gracia, B Hay, Dr W McDowell, G McGrattan, C O’Leary, Dr M do Mar Pereira, Dr L Shortt In Attendance: S Beaufoy – Equality, Diversity and Inclusion Adviser (Assistant Secretary); L Walls – HR Manager (Secretary) C Algar – Equality, Diversity and Inclusion Coordinator; 01/17-18 Terms of Reference, Membership and Conflicts of Interest Terms of Reference The Committee noted the Terms of Reference for the Equality and Diversity Committee for 2017/18 as set out in paper EDC.01/17-18. Membership The Committee noted the membership of the Committee for 2017/18 as set out in Paper EDC.02/17-18. The Committee noted: That there had been a number of changes in membership, including that the Estates Office representation has now been formalised. There are also two members yet to be appointed – academic representative for the Faculty of Medicine and the postgraduate student representative. New members were welcomed to the meeting. RESOLVED: The Membership was approved subject to minor changes. 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. 02/17-18 Minutes The Committee considered the minutes of the meeting of the Equality and Diversity Committee held on 12 May 2017. RESOLVED: The minutes of the meeting of the Equality and Diversity Committee held on 12 May 2017 be approved. 03/17-18 Matters Arising Gender pay study (item 33/16-17 (b)) The Committee noted that there had been some delays in the production of a report by Professor K Scharf on gender pay, but that preliminary results do show some issues. This will be discussed in more detail at the next meeting of the Equality and Diversity Committee. Estates (item 43/16-17 (a) and (b)) The Committee noted: The disabled toilets alarm system alert is currently only received at a local point to each building and are not monitored on a 24/7 basis. Further discussions are taking place in Estates to address this. The DisabledGo Project was still being investigated and it was proposed to put together a business case to include the cost element and alternative options. 04/17-18 Chairs º£½ÇÉçÇø The Chair reported that given the recent alleged racist incident at º£½ÇÉçÇø the case was being investigated under the University complaints process. The University has launched an LGBT+ Supporters Programme and those registering their support are issued with a rainbow lanyard and a supporters’ card to demonstrate their support to º£½ÇÉçÇø’s LGBT+ community. Pledges of support are registered on the D&I website. 05/17-18 Workforce Profile – Annual Report 2016/17 (EDC Paper 03/17-18) The Committee considered a paper containing key staff statistics for the academic year 2016/17. Key points discussed: The data in the report had been taken at a census date of 1 August. The Recruitment and Selection data was included in this report, but only recorded for gender differences in applying, being shortlisted and offered positions during 2016/17. The University’s total staff population was fairly evenly balanced between female and male staff, 53.1% females and 46.9% males. As in previous years, the highest levels of employment for females was in support roles (Levels 1a to 5). Males continue to dominate in full academic roles, however the number of females in academic positions continues to increase very gradually from 309 in 2015/16 to 317 in 2016/17 (as opposed from 730 males in 2015/16 to 742 males in 2016/17). The number of female professors had increased very slightly to 87 (20%) compared to 83 (20.2%) in 2016/17. This seemed to be a trend across academic grades with FA8 (148:35% in 16/17 versus 145:34.4% in 15/16) and at FA7 (82:40% in 16/17 versus 81:39.5% in 15/16). That the number of disabled staff employed remained static, 2.2% of staff declaring a disability are female and 1.9% are male, which was slightly below the sector average of 4.5%. The University employs 955 members of staff with a BME background (compared to 898 in 2016/17), equivalent to 15% of the total employee population split as 7.4% male and 7.7% female, an increase of 0.2 and 0.3 percentage points on last year. That only 9.0% of professors were BME. Despite the infancy of the data on Sexual Orientation and Religion and Belief, slight increases in disclosure rates are already apparent for both sets of data over a one year period. The Committee expressed concern about the low numbers of staff disclosing disabilities and discussed ways in which disclosure rates may be improved. The Committee noted that subject to a few minor amendments within the report as discussed at the meeting, the report be approved and published. 06/17-18 Promotion and Probation (EDC Paper 04/17-18) A paper on academic promotions and probations for the academic year 2016/17 was briefly discussed, but a more detailed report would be presented at the next meeting of the Equality and Diversity Committee. 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. 07/16-17 The Public Sector Equality Duty (EDC Paper 05/17-18) The Committee noted that there had been changes to the Public Sector Equality Duty and considered a paper outlining those changes. Principles changes are: In March 2017, the Equality Act 2010 (specific duties) Regulations 2011 was replaced in England by the Equality Act 2010 (specific duties and public authorities) regulations. That as a HEI, the University must comply with the changes to the specific duties of this regulation, which focuses on transparency in how HEIs are responding to the equality duty. That it is important to note, that HEIs must meet both the equality duty (general duty) and the specific duties of the Equality Act 2010. There are four elements of the specific duty: Publication of information Equality objectives Manner of publications Gender pay gap reporting HEIs must publish, no later than 30 March 2018, information to demonstrate compliance with the equality duty. The Gender Pay Reporting is relevant to HEIs with more than 250 employees and that data as of 31 March 2017 must be published by 30 March 2018 and each subsequent year. 08/17-18 Exploring Equality and Diversity Using REF2014 Environment Statements The Committee considered a paper containing the executive summary of a report to HEFCE by the Careers Research & Advisory Centre (CRAC) on Exploring Equality and Diversity using REF2014 Environment Statements. HEFCE commissioned CRAC to undertake a retrospective analysis of information submitted by institutions to the 2014 REF in relation to equality and diversity in their research environment. The aim was to provide evidence of equality and diversity activity contributing to the development of research cultures and environments at Unit of Assessment level, in the period leading up to submission in late 2013. The main findings of the project was that institutions predominantly focussed on gender rather than other diversity characteristics. The project, in light of the Stern Review of REF2014 and current consultation on REF2021 has made a number of recommendations to HEIs, the main one of which is for institutions to widen their efforts and activities in relation to enhancing equality and diversity in the research environment to encompass protected characteristics in addition to the current welcome focus on gender. The Committee resolved to refer the paper to the Research Committee. 09/17-18 Equality Objectives – Progress The Committee considered a paper containing the progress made on the University Equality Objectives for the period May 2016 – September 2017. It was noted that: Good progress is being made against most of the objectives and with more work planned. That the ED&I team particularly welcomed the opportunity to present at a Council meeting in February 2017 to demonstrate the initiatives and work being undertaken in this area. The Committee commended the work that was being done on the objectives. 10/17-18 Athena SWAN Update The Committee noted: The most recent departmental Athena submission results have been mixed. Sociology have been successful in achieving a Bronze award, but IER and History were not awarded. WMS submitted for a Silver renewal award and were down-graded to Bronze. Feedback has not yet been given by the ECU, so it is difficult to say what work needs to be done for WMS to consider resubmitting for Silver at a future date. An ECU representative attended º£½ÇÉçÇø to give a presentation on what a SMART Action Plan looks like and what might be considered a beacon activity. The presentation was well attended with a cross section of staff from departments. Two departments will be submitting in the November 2017 submission round – WBS and Life Sciences will both be submitting for Silver status. 11/17-18 Race Charter Mark The Committee noted that the University would be notified by the Equality Challenge Unit of the Race Equality Charter submission results on 10 November 2017. Discussions with staff members with accountability for actions have taken place and progress against the actions will be reported and published on the D&I website. Key points that will be addressed are: Staff/Student recruitment BME student attainment rates Student referral routes for racism Training WIHEA funding had been obtained by a member of staff in the Faculty of Social Sciences to conduct a session on the Anti-Racism Classroom. This event had been very successful and it is planned to run a similar institutional session in the Spring Term 2018. Resulting from these sessions, a Good Practice Guide will be produced. 12/17-18 Gender Taskforce The Committee noted that the Gender Taskforce met for the first time on 11 October 2017. The Taskforce has a membership of 15 staff of both genders, primarily academic staff but also three members of professional and support staff. The Taskforce has a number of priority areas that it wishes to address: Maternity Leave Promotion Merit Pay Gender Pay The Taskforce also had a number of immediate actions to resolve: The need for administrative support Data acquisition to inform the priority areas to be investigated How much authority the Taskforce has to make recommendations to other strategic committees or processes. 13/17-18 Stonewall Workplace Equality Index The Committee noted that the University submitted for the Stonewall Workplace Equality Index in September 2017, with the hope that continued focus on transgender work would help to increase º£½ÇÉçÇø’s ranking in the Index. It is anticipated that the results of the Index will be communicated in January 2018. 14/17-18 Equality, Diversity and Inclusion Network The Committee noted that the first meeting of the Equality, Diversity and Inclusion Network group for this academic year was held on 17 October 2017 and it was well attended. The meeting had focused on an update of the Race Charter Mark work, an Infographics presentation of data taken from the Workforce Profile Report and the new Trans Guidance and Safe Travel Guidelines for staff with protected characteristics. The Committee discussed possible ways to widen the pool of people attending the Network. 15/17-18 Disability Interest Group The Committee noted that the Disability Interest Group met on 30 October 2017 and received a presentation on the HEFCE funded project on Sexual Violence and Hate Crime. It was noted that many staff with disabilities may under report such crimes and that it was important for members of the Committee to communicate to º£½ÇÉçÇø colleagues the work that was being undertaken by the Wellbeing Support Services team, especially in relation to the reporting process. The Wellbeing web pages have been re-designed and are now easier to navigate. It was also noted that the HEFCE project was only funded until May 2018, and discussions were currently being held to ensure the long term sustainability of the project. It was resolved that a further report on the HEFCE project would be given at the next meeting of the Equality and Diversity Committee. 16/17-18 Any Other º£½ÇÉçÇø The Committee noted that a Director of Information and Data has been appointed to lead the University on GPDR issues. 17/17-18 Date of Next Meeting The date of the next meeting of the Equality and Diversity Committee will be 30 January 2018 in CMR1.0.      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