University of South Wales and Royal Welsh College of Music & Drama

Strategic Equality Plan Annual Report1st April 2013 to 31st March 2014

Should you require this document in an alternative format or if you have any queries relating to this report, please contact: Clare Payton-Stagg, Equality & Diversity Adviser on: Tel: 01443 482403, Email: Clare.payton-stagg@southwales.ac.uk

A Welsh version of this report is available upon request.

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1. Introduction and background……………………………………………………….3

2. Equality at University of South Wales Group……………………………………..4

3. Identifying, Collecting & Using Relevant Information…………………………..5

4. Strategic Equality Objectives – Progress Report………………………………..9

4.1 Strategic Objective 1.........................................................................................9

4.2 Strategic Objective 2.......................................................................................17

4.3 Strategic Objective 3.......................................................................................22

4.4 Strategic Objective 4.......................................................................................23

4.5 Strategic Objective 5.......................................................................................24

5. Conclusion……………………………………………………………………………27

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Contents

Introduction

Under the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 the University, as a public authority, is required to develop a Strategic Equality Plan and publish an Annual Report by the 31st March each year. The report must cover the period of 1st April to 31st March of the previous year.

The Strategic Equality Plan Annual Report must detail:

the steps we have taken to identify and collect relevant information; how we have used this information to meet the three aims of the public sector duty; the reasons for not collecting relevant information; a statement on the effectiveness of the arrangements for identifying and collecting relevant information; progress towards fulfilling each of our equality objectives;a statement on the effectiveness of the steps we have taken to fulfil each of our equality objectives;specified employment information.

The University of South Wales Group Strategic Equality Plan outlines its objectives and actions for furthering equality for the period 1st April 2013 to 31st March 2016. This Annual Report details the progress against the Strategic Equality Plan during the reporting period of 1st April 2013 to 31st March 2014. Where available, updates for 2014 to 2015 have also been included. It includes the University of South Wales and the Royal Welsh College of Music & Drama (RWCMD). The College Merthyr Tydfil produces a separate Annual Report as a provider of further education.

The University of South Wales Group is committed to working towards five strategic equality objectives through its Strategic Equality Plan. These are:

Culture of inclusion Voice and engagement Information gathering Pay equality Training and awareness

This Annual Report reflects upon the University and college’s achievements, challenges, and improvements during 2013/14 in relation to each of these strategic objectives.

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University of South Wales Group Strategic Equality Plan 2013 to 2016 can be accessed here.

1. Introduction and background

The equality and diversity agenda at the University of South Wales is championed by the University Secretary and Clerk to the Governors. The University Secretary chairs the Equality & Diversity Steering Group (EDSG), which meets each term and has representation from all corporate departments, faculties, Trade Unions, the Student Union, The College Merthyr Tydfil and the Royal Welsh College of Music and Drama. The group’s role is to consider all equality issues, with a particular reference to the protected characteristics in the Equality Act 2010, and provide strategic direction for the University’s equality agenda. The EDSG has overarching responsibility for the planning, development and review of equalities work and implementation of the actions contained within the Strategic Equality Action Plan.

In addition to the EDSG, the University has three sub groups that are tasked with progressing the equalities agenda for specific protected characteristics, these are:

Disability & Dyslexia Equality Sub Group –this group works to progress the University’s equality agenda in relation to disability and dyslexia issues for both staff and students.

Gender Equality Sub Group - this group works to progress the University’s equality agenda in relation to gender, gender reassignment and sexual orientation equality for both staff and students. The group plays a key role in monitoring the University’s Athena Swan Action Plan, which outlines actions to advance women’s careers in science, technology, engineering, maths, medicine and science research and academia.

Race Religion & Belief Equality Sub Group – this group works to progress the University’s equality agenda in relation to religion, belief and non-belief. It also plays a key role in coordinating and driving forwards the University’s work on the Race Equality Charter Mark.

All equality sub groups meet on a termly basis. They are chaired by senior members of staff and have representation from all faculties and relevant corporate departments, including representation from the Students’ Union. The sub groups feed directly into the EDSG. The Equality & Diversity Steering Group and Sub Groups are supported by the Equality & Diversity Advisor based in Human Resources who has responsibility for both staff and student issues.

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2. Equality at University of South Wales

Further information about the University of South Wales’ Equality & Diversity Steering Group and Sub Groups can be accessed here.

3.1 The Steps Taken to Identify and Collect Relevant Information

Equality monitoring data for staff and students was identified as relevant information that could be collected to support the Strategic Equality Plan.

For staff, much of this information was already monitored through the University of South Wales and RWCMD’s two HR systems that record all protected characteristic groups. However, a data verification exercise to validate and update our information on staff was undertaken during 2011 to 2013; this included ensuring that the staff equalities data held was accurate and up to date. Staff from all faculties and departments, including casual and hourly paid staff, were asked to check whether the data held about them was correct and to make any amendments/additions as required via a paper form or email. The project was concluded during the summer of 2013 and resulted in higher disclosure rates for all protected characteristics, particularly amongst casual and hourly paid staff. There was a particular increase in staff disclosing whether they are disabled, with the project also raising the profile of the availability of reasonable adjustments for disabled staff by including guidance on reasonable adjustments in the communications distributed to all staff.

Further work is currently underway to develop one HR system for the University of South Wales Group that will have a ‘self-service’ option for staff to verify and input their own equality monitoring data. The system will be launched during 2016 and will be followed by a communication campaign to raise awareness amongst staff of the need to input their equality monitoring information. Although considerable progress in collecting staff information on protected characteristics has been made, current disclosure rates for sexual orientation and religion and belief need to be increased (68.3% non-disclosure/prefer not to say for sexual orientation and 68.4% non-disclosure/prefer not to say for religion and belief). Through the new self-service HR system, we aim to increase the disclosure rates for these protected characteristics during 2016/17.

The University of South Wales Group has an online recruitment system that contains an equality monitoring section as an integral part of all applications; this includes all protected characteristics, except pregnancy/maternity. Prospective employees and current employees wishing to change position are encouraged to complete this section. The online recruitment system enables HR to produce regular reports on the success rate of candidates through the stages of application, shortlisting for interview and appointments made for each protected characteristic. This data is presented within section 10 of the Employment Information report contained within Appendix 4.

During February to March 2014, a Staff Engagement Survey was distributed to all University of South Wales staff. 1,477 surveys were completed, providing a high institutional-wide response rate of 59%. The survey included three distinct sections relevant to equality: harassment and bullying; equality and diversity; and ‘about you’ containing all equality monitoring questions. The results from these sections have been analysed at a departmental and faculty level. The results of the staff survey have been disaggregated by disability, gender, and ethnicity to examine whether there are any significant differences in the responses provided by staff from these protected characteristic groups. The reports are being considered by the three Equality Sub Groups, with any areas of concern being fed into the University’s staff

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3. Identifying, Collecting & Using Relevant Information

survey action planning processes. The results will also be used to inform the development of the Strategic Equality Plan 2016/2020.

All student enrolment takes place at the start of the academic year each September and from 2013/14 all student enrolment moved to an online system. As part of this online enrolment, all students are asked to answer equality monitoring questions in relation to age, disability, gender identity, sex, sexual orientation, race and religion/belief or non-belief. Each student is required to input an answer for each question, with ‘prefer not to say’ being an option for all categories. The data is stored securely within University systems and is used to report on student populations of equality groups.

Further work is being undertaken during 2014/15 to develop a comprehensive reporting strategy on the progression and achievement of students across all faculties and modes of study. This will enable yearly reports to be produced on the progression and attainment rates of students by protected characteristic groups. The first report will be available during autumn term 2015, with this relevant information being reported to EDSG and feeding directly into the development of the University’s next Strategic Equality Plan.

Detailed analysis of staff and student data for ethnicity over the last three years is currently being undertaken by the University’s Race Equality Charter Mark Self-Assessment Team. This project involves completing an in-depth exploration of the University’s race equality practices in relation to representation and progress of staff, student populations and the continuation and degree awarding rates of students. Any issues arising or priority areas identified will feed directly into a University-wide Race Equality Action Plan. If we are successful in undertaking this extensive programme of work, the University will be awarded the Charter Mark.

During November to December 2014, a staff and student survey was conducted as part of the Race Equality Charter Mark project. The survey was specifically for those who identity as being from a Black or Minority Ethnic group and was designed to gather viewpoints and elicit experiences about the University generally and as a place to study and work. The survey was completed by 60 BME staff and 81 BME students, both UK and international staff and students. The results of the survey are currently being considered by the Race Equality Charter Mark Self-Assessment Team. The results of this and the detailed analysis of data will feed directly into the development of a University Race Equality Action Plan and into the next Strategic Equality Plan for 2016/2020.

3.2How the institution has used this relevant information to meet the three aims of the public sector duty

Relevant equality information is used in a variety of ways to inform progress on the University & RWCMD’s Strategic Equality Action Plans and highlight the need for further actions as required. The Employment Information Report, available in Appendix 4, outlines the key staff equalities data as required by the Equality Act 2010. This is reported to the University’s HR Committee each November to outline progress and highlight any priority areas for further development.

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The Strategic Equality Plan Annual Report, which contains relevant information relating to staff and students, is presented to EDSG on an annual basis in order to discuss progress and highlight any areas where further focus may be required.

The three Equality Sub Groups routinely examine relevant equality information in relation to staff and students and specific protected characteristics. For example, the Gender Equality Sub Group examines data on the gender of students broken down by faculty and schools in order to assess the prevalence of gender imbalances and each group examines the findings of the relevant information presented in Appendix 3 and 4.

Extensive monitoring of relevant information is undertaken as part of the University’s Athena Swan and Race Equality Charter March projects. These project teams routine monitor and analysis data on representation and progression in relation to protected characteristics in order to develop priorities for action.

3.3Reasons for Not Collecting Relevant Information

Gender ReassignmentThe University collects information on whether a students’ gender identity is the same as their gender at birth as a routine part of equality monitoring during enrolment. This is presented within the student data report in Appendix 3. As the numbers of students who have changed their gender identity is low, headline figures for the whole institution are provided only to ensure that anonymity is maintained. We do not presently collect statistical data on the gender reassignment of staff. Due to the confidential nature of gender reassignment, publishing such data may compromise anonymity. If we become aware of a member of staff requiring assistance due to undergoing or being due to undergo a process of changing their gender identity, confidential support is provided by HR and/or the person’s manager. During 2016, the University will also publish guidance for staff and students on the steps that can be taken to support a person undergoing transition. Collection of staff data on gender reassignment will become possible with the introduction of a new HR system in 2016.

Pregnancy and MaternityInformation on pregnancy/maternity for students is not currently routinely collected during enrolment. Instead of undertaking quantitative analysis, the University uses other ways of supporting students who are pregnant or have recently given birth. For example, following an objective contained within the Strategic Equality Action Plan guidance for students on pregnancy, maternity, paternity and adoption has been produced. Furthermore, a review and equality impact assessment of attendance policies in relation to pregnancy and maternity and international students is due to be conducted during 2014/15. The University currently does not hold equality monitoring data for staff on pregnancy/maternity, except for the purposes of administering maternity leave.

Marriage and Civil PartnershipData on marital and civil partnership status is currently collected for staff, but is not collected for students. As marriage and civil partnership is not a protected characteristic for the further and higher education provisions, there are no plans at present to introduce monitoring of this characteristic for students.

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3.4Statement on the Effectiveness of Arrangements for Identifying and Collecting Relevant Information

Since the creation of the University of South Wales Group in April 2013 significant efforts have been made to collect and analyse relevant equality information. Particular developments include the introduction of the online student enrolment system that includes monitoring of all protected characteristics and the staff data verification exercise that successfully increased collection of staff equalities information. Further work will continue on identifying and collecting relevant equality information during 2014/15. Identified projects include: further analysis of the Staff Engagement Survey by protected characteristics; further analysis of the results of the Race Equality Charter Mark Survey for Black and Minority Ethnic Staff and Students; production of student data reports on progression and attainment for each protected characteristic; detailed analysis of staff and student race data on representation, progression and attainment; and further analysis of staff and student gender data to progress the University’s work on Athena Swan. This relevant information will be complemented by information gathered through engagement and consultation with staff, students, and the local voluntary and community sector, which will take place as part of the development of the University of South Wales Group’s next Strategic Equality Plan.

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The following section provides a summary of the progress USW has made towards achieving the commitments in the Strategic Equality Action Plan. It outlines the steps that have been taken to fulfil each of the University’s five strategic equality objectives. Additionally, it highlights actions that have been taken to comply with the Equality Act’s general duty to eliminate unlawful discrimination and harassment, advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not. Where relevant, links to further information about the University’s work in addressing our strategic equality objectives has been provided. A brief summary of progress for each action is provided in Appendix 1. A summary of progress for the Royal Welsh College of Music & Drama actions is contained within Appendix 2.

Strategic Objective 1 – Culture of Inclusion

To ensure that the University of South Wales Group institutions have a culture where a person’s personal characteristics are not used as determining criteria for progression, admission, recruitment or development.

To achieve this objective the University set itself a number of actions to ensure the equality agenda is mainstreamed into strategies and promoted through a variety of forums, both strategic and operational. The following section provides details of how actions have been progressed to achieve this objective.

Action 1.1 To ensure that diversity and equality is explicitly linked to the University Strategy

During 2013/14, the University undertook a review of the strategic planning process and began development of key plans to outline the strategic direction of the University. The Academic Plan was launched during September 2014. The Strategic Equality Plan is directly linked to the Academic Plan, with a key equality target referenced within it:

“APS3.8 Ensure that equality and diversity are embedded across the University and are built into our staff development and our policies and procedures as outlined in our Strategic Equality Plan 2013-16.”

There are further equality targets embedded within the strategy, these are: to achieve the University’s strategic equality objectives; to secure an Athena Swan Silver Award and Race Equality Charter Bronze Award; and to ensure accessibility of all campuses for disabled students. During 2014/15, work will continue on developing three underpinning plans – the People Plan, Finance & Infrastructure Plan and Engagement Plan. Equality will be considered within these plans, with key equality targets embedded within them where appropriate.

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4. Strategic Equality Objectives – Progress Report

University of South Wales Academic Plan can be accessed here.

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Action 1.2 To review membership of the existing Equality and Diversity Steering Group to ensure achievement of equality objectives.

The University set itself the action of ensuring that attendance at the Equality & Diversity Steering Group was reviewed and monitored in order to ensure that the discussions and information relayed at the meeting is disseminated throughout the University. The membership is reviewed regularly to ensure that all faculties and departments are represented and non-attendance is reported and addressed. Of the three termly meetings held during 2013/14, attendance was high with representation reflecting the operational needs of the University. Following restructures that have taken place during 2014/15, the membership of the Equality & Diversity Steering Group will next be reviewed during the spring term of 2015.

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Action 1.3 Faculties and corporate departments to report on equality measures and actions taken via each EDSG.

This is a standing item on the agenda for EDSG and the three equality sub groups. Each faculty and departmental representative is asked to report on any activities that are relevant to the SEP. These are then recorded for the purposes of monitoring progress.

Action 1.6 To review use of the Dignity at Work and Study Policies.

The University of South Wales currently has two Dignity at Work Policies, for University of South Wales employees and for former University of Wales Newport employees. Work is underway to develop one Dignity at Work Policy for all employees, which will further reflect the University’s commitment to promoting equality and responding to allegations of harassment. The University has a Dignity at Study Policy in place for students; this is also currently under review and will be updated during 2014/15.

The University has Dignity at Work and Dignity at Study Advisers who provide a first point of contact and listen to concerns from staff and students in a non-judgemental way. They provide advice and information to individuals or groups on the courses of action available to them if they believe themselves to be the subject of bullying or harassment. The Dignity Advisers scheme continued to operate during 2013/14, with advice and support being provided to both staff and students. The scheme is reviewed on an annual basis, with the last review meeting taking place during September 2014. The meeting found the scheme to remain successful in providing informal support, with the need to further promote the scheme being identified. Information from the Advisors revealed that both male and females from a variety of backgrounds have made contact, but the numbers are low. None of the issues dealt with concerned discrimination or harassment relating protected characteristics.

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Action 1.7 To maintain a process for EIAs to provide a clear and transparent system to evidence that policies, procedures and decisions have been checked for impact and ensuring that this is embedded into the University policy development process.

The University has forms and guidance in place to support staff to undertake Equality Impact Assessments. These were reviewed during 2012 and are inclusive of all protected characteristics and the Welsh language. During 2013/14, the following EIAs were undertaken (including those that there subject to a full EIA and those that were subject to EIA screening):

Software Disclaimer Policy Managers Guidance: Disclosure Barring Service (DBS) Checks Disturbance Allowance Policy Leave of Absence Policy Student Administration Restructure Voluntary Severance Scheme Regulations for Taught Courses Research Excellence Framework

Further work to embed EIAs within the University’s decision making has been undertaken during 2014/15. From September 2014, all papers requiring policy approval or a decision to be made by the Board of Governors or University Committees must have an EIA. Additionally, from January 2015 all papers submitted to the Vice Chancellors Executive Board now also require an EIA.

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Action 1.8 All relevant staff with policy-making responsibility to be trained in the Equality Impact Assessment process.

All new starters at the University of South Wales are required to attend an equalities training session as a mandatory part of their induction. Equality Impact Assessment is referenced during this session. Specific EIA training of relevant staff with policy and decision making responsibility was provided prior to the merger of the two Universities. Following the requirement to conduct EIAs of all Board and Committee papers in September 2014, a series of EIA Briefing Papers have been produced for staff, the Board of Governors and the Vice Chancellors Executive Board. The Vice Chancellors Executive Board received a presentation on EIAs during January 2014. Further EIA training for relevant staff will be rolled out from the summer of 2015 onwards. This will be complemented by online EIA resources that will be created on The Hub, the University of South Wales staff portal.

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University of South Wales Equality Impact Assessment Forms and Guidance can be accessed here.

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Action 2.4 To provide guidance to staff and students on actions to be considered when a student undergoes gender reassignment.

This action has a target date of 2014. On-going discussions are taking place about the development of this guidance, with a view to it being published during 2015/16. Further progress on this action will be reported during the next Annual Report.

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Action 2.6 Encouraging the involvement of international students in the student volunteering scheme

In the summer of 2011, the Immigration & International Student Advice (IISA) team received £10,000 from the HEFCW Innovation & Engagement fund to support a student volunteering project. The intention was: to provide a central point for students (both home and international) to find out about local volunteering opportunities; be a platform to encourage inter-cultural working and engagement; and to provide international students with opportunities to engage positively with the local community.

The project employed two student volunteers co-ordinators, one UK domiciled students and one international student, for 4 hours per week. The co-ordinators built links with local charities and referral agencies, set up social media accounts and responded to student queries. They coordinated individuals and groups to assist with local events Merthyr Rock and Global Village, in addition to providing support to specific charities such as an animal rescue centre and running the South Wales Dog Charity Fun Day. Additionally, volunteers spent a week at Hawthorn School as part of a cultural awareness and language training programme.

The Volunteer Co-ordinators continued to raise awareness and match students and charities for placement in the 2013/14 autumn term and this culminated in a large Volunteering Fair in December 2013 which saw 268 students sign up for volunteering opportunities. Funding for the project has now ceased, but IISA continue to work with Hawthorn School and a few individual projects to link them with students on an ad hoc basis wherever possible.

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Action 2.7 To consider the way in which the University Widening Access Strategy promotes equality of opportunity for those with protected characteristics.

USW is committed to widening access and has a key vision of being ‘The University of choice in Wales and beyond for students, organisations and communities who value vocationally-focussed education and applied research which provides solutions to problems that affect society and the economy’. Widening access is monitored through the University’s Strategic Planning Engagement Document, which outlines targets based on strategic areas of focus from the Academic Plan and Higher Education Funding Council of Wales corporate strategy targets. Monitoring of the Strategic Engagement Plan shows that, due to the on-going successful interventions, USW has the highest number and proportion of students from disadvantaged

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backgrounds in Wales. Going forwards, long term aims for widening access will see the University continuing its participation work, develop a strategic approach to retention, and further engage regionally based organisations and FE partners on the successful work of UHOVI. Equality of opportunity is a key aspect of USW’s Fee Plan, in which key data on widening access and participation is presented.

During 2013/14, the University’s Centre for Excellence in Learning & Teaching (CELT) continued to work closely with HE in FE partners to ensure that HE delivery in the colleges is informed by the latest thinking in Higher Education pedagogy – this includes Inclusivity in the Curriculum.

CELT delivered four seminars on this theme during 2013/14. In addition, the PCET programme for people new to teaching in FE (validated by the University) includes a compulsory module that addresses inclusivity and widening access, this is delivered by all five of the partner colleges in the South East Wales region.

University of South Wales’ key widening access initiative, Universities Heads of the Valleys Institute (UHOVI), aims to assist people to improve or update their qualifications and skills. Working in collaboration with further education colleges and work based learning providers, UHOVI delivers higher education opportunities locally to people of all protected characteristic groups across Blaenau Gwent, Caerphilly, Merthyr Tydfil, Rhondda Cynon Taff, and Torfaen. During 2013/2014, UHOVI provided learning opportunities to 1677 individuals.

First Campus, the South East Wales Reaching Wider partnership, funded by HEFCW, is a partnership between higher education institutions, further education colleges, and schools in South East Wales; the University of South Wales is the lead Institution. The First Campus Partnership increases participation from groups and communities in Wales by raising aspirations and creating new study opportunities and learning pathways to higher education. It engages with Community First schools, Community First Officers, Youth Workers, and voluntary / third sector groups, working with people from all ages that are underrepresented in higher education. The partnership has a range of initiatives that directly link with protected characteristic groups. 

Able Radio - Able Radio was founded in 2006 by a group of volunteers passionate about improving the everyday lives of disabled people. The enterprise grew rapidly through demand and now plays a pivotal role within the disabled community. Beyond on-air broadcasts, Able Radio engages with numerous organisations and individuals across the UK via training, outside broadcasts and remote satellite centres. Able Radio has held a number of successful projects with First Campus. During 2013/14, the project was delivered to three cohorts of eight year 10 students. It ran over a six

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University of South Wales Fee Plans can be accessed here.

Further information about UHOVI can be accessed here.

week period, covering key areas of knowledge and skills for working in radio and enabling young people to become more aware of disability. Feedback for the programme was very positive.

Discovery Summer School - Discovery Summer School is delivered via Cardiff University as part of the First Campus partnership and is designed to give young people with Autistic Spectrum Disorders (ASD) the opportunity to experience student life in a safe, supportive environment. It includes an overnight stay in a student residence where students are paired with student ambassadors to take part in everyday student activities, including cooking dinner in student flats, going out for a meal, taking different forms of transport, attending a social event, campus orientation, and academic taster sessions. The Summer School has a strong emphasis on the social side of university as the target group are generally academically able with the social aspects of university life being more challenging. The Summer School is not a one-off engagement activity but the centrepiece of a broader programme offered to young people with ASD, which includes a visit day, and mentoring. During 2013/14, over 25 young people aged 14 to 19 participated in the project. Three of those participants went onto secure places at University, a further three participants who attended during 2013 applied for University during 2014, with six indicating that they intend to apply.

First Campus also has a remit to work with ‘Looked After Children’ currently has three ‘Looked after Children’ programmes.

‘Letterbox’ project - The First Campus Coordinator at the University of South Wales supports the ‘Letterbox’ project; this entails First Campus contributing activity sheets to Local Authority Letterbox Pack distributions. The activity sheets such as word searches, crosswords, and spot the difference have a university theme and stationery items relevant to the activity are also included.  At the end of the Letterbox Distribution period all the Looked After Children and their carers are invited to one of the partnership HEI campuses for an Open Day, comprising of a campus tour, complimentary lunch and an activity.  Activities have included animation with clay models, design a board game and a visit from a local author.

‘Aim Further, Reach Higher’ - The First Campus Coordinator at Cardiff Metropolitan University, in partnership with Cardiff Council’s Youth Mentoring Team and Cardiff and the Vale College, piloted the ‘From Potential to Performance’ programme in 2012 and continued to develop the programme for 2013/14, ‘Aim Further Reach Higher ‘. The programme is aimed at young people in care or at risk of going into care, supporting them to realise their potential, build confidence and raise aspirations towards Further and Higher Education. The programme runs over a six-month period and offers learners the opportunity to experience College and University visits to further and higher education institutions, where the students engage in a variety of course-related activities designed to give them a greater awareness of the choices available to them and the pathways to enable them to continue in education and reach their goal.

Confident Futures Summer School - The Confident Futures Summer School is located at Cardiff University and funded by First Campus. It is a two-day event aimed at giving young people in care the chance to experience student life in a safe and

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supported environment.  The summer school includes an overnight stay in halls of residence, where students are paired with university student buddies to take part in everyday student activities designed to reflect a student’s life during Fresher’s’ Week.

First Campus also supports Care Leavers Week by hosting events at HEI campuses; in 2013/14 USW hosted events at USW’s City and Treforest campus which were aimed at children in care, young people leaving care, foster carers and professionals working with looked after children and care leavers.

The University of South Wales’ Disability & Dyslexia Service (DDS) provides a confidential and professional service for students to discuss their individual requirements. It supports students with physical, sensory, mental health or unseen impairments. The service provides Disability Advisers that support students to assess their needs and access support. Disability Advisers work with students to develop Individual Support Plans (ISPs) which are tailored to suit individual needs based on the student’s impairment and course and summarise the support that is agreed. These are communicated so that faculties are aware of their student’s needs. Considerable work is being undertaken to further develop the ISP process during 2014/15.

During 2013/14, the DDS had 1,736 disabled students registered with the service, with a range of impairments including autism, learning difficulties, hearing and visual impairments, mental health conditions and mobility impairments. It provided 50,063 hours of student support, including support workers, electronic note takers, study skills tuition and mentoring.

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Action 3.1 To review policies to accommodate transition to retirement or more flexible working.

To coincide with the annual issuing of individual Pension Benefit Statements, based on the Local Government Pension Scheme, the attention of staff will be drawn to the principles and benefits of flexible retirement. The Flexible Working Policy is available on the Staff Portal.

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Further information about First Campus can be accessed here.

Further information about the University’s Disability and Dyslexia Service is available here.

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Action 3.4 Embed the gender element of the Women in Universities Mentoring Scheme into the internal mentoring scheme.

The University of Glamorgan was the founder member of the Women in Universities Mentoring Scheme (WUMS), which involves all Welsh universities. Female employees from across all Welsh institutions are matched in partnerships where mentees receive encouragement and support in the development of their careers from more experienced mentors. University employees have been encouraged to apply for the scheme and to date 33 employees have been involved either as a mentee or a mentor. The scheme is currently managed by Bangor University. The University established its own mentoring scheme, embedding lessons learnt from WUMS. The first sets of matches were made in March 2013. Development of specific mentoring for early career researchers is also an integral part of the Research Institutes.

In addition to the staff mentoring scheme, there is a peer mentoring scheme for students that has operated in the Faculty of Computing Engineering and Science since 2011/12. This was rolled out to all campuses during 2014/15. The scheme was established due to recognition that many students undergo a challenging time at the start of their university careers, often having to cope with a combination of practice, social and academic issues, in addition to adapting to cultural differences for many international students. Volunteer student mentors are trained to support up to seven new students who will be studying the same subject area.

After the University makes a confirmed offer of a place to a prospective student, they are allocated a mentor and a link to the USW Student Mentoring Facebook page. Mentors and mentees can then correspond by email or Facebook even before they arrive on campus. After arrival, they can also choose to exchange phone numbers or meet in person and the support continues as long as needed. A social event called ‘Meet your Mentor’ is held for each campus in the week after enrolment providing an opportunity for mentors and mentees to meet face-to-face in a relaxed environment.

At the start of 2014/2015, there were 158 trained mentors across Treforest and Glyn Taff campuses (69 international and 89 Home/EU student mentors). As of January 2015, there have been a further 510 requests for mentor training across the five campuses. An on-going programme of mentor training is in progress.

New international and EU students are more likely to request support from their student mentor than home students, as transition to study in a new cultural environment is likely to be especially challenging. Feedback from students has been positive. Many mentees report that having a mentor made the experience of starting university less problematic and more enjoyable; it is likely to be of particular value to international students who potentially face the hardest challenges at the start of their studies in the UK. ___________________________________________________________________

Action 3.5 To meet the actions in the Athena Swan Action Plan.

After considerable work during 2013/14, the University successfully gained the Athena Swan Bronze Award in April 2014. Following this, work is underway to meet

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Strategic Objective 2 – Voice and Engagement

To ensure that the voice of those with protected characteristics is heard within the workings of the institution

the actions within the Athena Swan Action Plan and embed this programme of work across all faculties. The Gender Equality Sub Group continues to meet on a termly basis to examine progress made on implementing priorities identified in the University Athena Swan Application.

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Action 4.1 To review, and amend as appropriate, our procurement regulations and processes to ensure that they pay due regard to equality and diversity.

Equality considerations are included within the procurement arrangements for specific contracts as and when required. Inclusion of equality considerations within the procurement guidance and the standard conditions of contract will be undertaken during 2014/15.

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Action 5.1 Ensure website accessibility based on staff and student feedback and best practice.

All University websites are developed with accessibility in mind. Where feedback has been received about any identified accessibility issues swift actions is taken to resolve it. A new website was launched during 2014/15 and, to date, no accessibility issues have been identified.

During 2014/15, a product was purchased to enable the University to comprehensively audit accessibility issues from a technical perspective and better address any issues in a more controlled way. This process will begin during 2014/15; once the audit has been completed the University will be able to more quantitatively demonstrate our commitment to accessibility. All University developers value user feedback highly when assessing the accessibility of the website.

The Welsh Public Sector Equality Duties requires us to engage with people from protected characteristic groups. USW included actions within the SEP Action Plan to ensure that engagement with staff and students from different groups takes place. Numerous initiatives and events have taken place during 2013 that engage with

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Further information about the University’s Athena Swan Bronze Award submission and action plan is available here.

people from different groups and support people to have their voices heard within the workings of the institution.

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Action 2.8 To find ways of consulting with staff and students with different characteristics such as different ethnicities, religion or belief and sexual orientation.

The Student Union have a number of groups and committees which consider equality issues, such as the LGBTQ* Committee and the Black Students Committee. They also have Sabbatical Officers in place and LGBT Officers, Women’s Officers, Black Students’ Officers, and International Officers.

The Meeting House is the home of University of South Wales’ Chaplaincy Services and its primary ethos is to be a place of open hospitality, where staff and students of any age, ethnicity, gender, or sexual orientation can come and be accepted without fear of judgement. All of the events held at The Meeting House promote this ethos and are designed to bring people together, respecting difference and developing understanding. They promote equality of opportunity and foster good relations between people from different groups. A number of events and initiatives took place at The Meeting House during April 2013 to March 2014 that promote equality and inclusion and enable engagement with staff and students from different protected characteristic groups.

Open Mic Nights - Open mic nights are an opportunity for students of all backgrounds to have an evening of fun in a safe environment. Music has a powerful ability to bring people from all cultures and outlooks together, and we have seen many enduring friendships made by students of diverse cultures through these popular events. They are also a way in which students learn about each other’s culture.

Enrolment Week - This is an opportunity for The Chaplaincy to welcome and embrace new students of all nationalities to South Wales and the University and to encourage integration.

An International Quiz - This encouraged students to work together in teams of people they had never met before and often came from different cultures. The questions were all internationally themed, which helped the students think about customs, beliefs, and traditions from around the world.

Film Night ‘Milk’ - Milk is a film based on the life of gay rights activist and politician Harvey Milk, who was the first openly gay person to be elected to public office in California, as a member of the San Francisco Board of Supervisors. The film's original release was tied to the 2008 California voter referendum on gay marriage, Proposition 8, when it made its premiere at the Castro Theatre two weeks before election day. We encouraged students to experience this emotional and thought provoking story and to talk together about the issues it raised.

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Adrian Thatcher Lecture (February 2013) - Our public lecture was given by Professor Adrian Thatcher entitled ‘What Is Marriage Anyway?’, which explored the historical dimensions of the controversy about same sex marriage and proposed new perspectives on the place of same sex relationships in church and society. The event was attended by students and staff of many beliefs and enabled robust yet respectful debate.

Student LGBT Society - The LGBT Society met at The Meeting House weekly during the year and was supported and encouraged by the chaplaincy. Chaplains also engaged with any pastoral needs their members had.

LGBT Champion - The Chaplaincy has appointed one of its chaplains as ‘LGBT Champion’, whose role it is to promote LGBT equality in The Meeting House and to facilitate pastoral support for LGBT staff and students. One action of the Champion was to organise a group meeting of LGBT staff at the University, for mutual support. The LGBT Champion is organising an event for staff and students to mark LGBT History Month during February 2015.

Food Bank - The Meeting House is a collection point for the Pontypridd Food bank throughout the year, and we regularly have donations brought to us by staff and students. We especially promoted this work during Food Bank Week, which culminated in a service of thanksgiving for all the donations received. Our constant awareness raising for the Food Bank initiative encouraged users of the Meeting House to consider the needs of others, and to proactively engage with social justice issues.

Holocaust Memorial Day - We commemorate Holocaust Memorial Day every year by setting aside a quite space in The Meeting House and inviting staff and students of the University to come, reflect, and light a candle. We provide a music and picture meditation which draws attention to the plight of all those of all nations who are oppressed. In this way, we bring individuals together in the common longing for peace, and in the recognition that even in the darkest places hope can shine.

Fairtrade Fortnight Bake-off - The Chaplaincy annually supports and promotes Fairtrade Fortnight as part of its commitment to justice and equality. This year we held a ‘Fairtrade Bake-off’ event in which students baked cakes using only Fairtrade ingredients, which were then judged by members of staff.

Faith Wales - Faith Wales is a website that enables individuals from any faith to find a place of worship local to USW campuses. It also provides information about the main religions that can be encountered in South Wales.

Volunteering Programme - The Chaplaincy runs a comprehensive volunteering programme that gives students experience in hospitality, admin, IT and venue management at The Meeting House. The volunteers are responsible for safeguarding and promoting the ethos of The Meeting House, making sure that everyone who enters the building is welcomed, cared for and helped in whatever

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way necessary. This is a way of instilling the values of inclusivity and equality in the volunteers, and helps to promote the Chaplaincy’s ethos throughout the University.

Regular University Group Use - We have hosted an array of regular student society and staff group meetings at The Meeting House, many with a religious and/or ethnic focus. This further demonstrates the inclusive ethos of our activities. Groups that have used the premises include the Afro Caribbean Society, Believer’s Loveworld, Christ Heir Fellowship, the Christian Union, Hope Glam, the Race Equality Staff Network, LGBT Society, Staff LGBT, Hindu Students, Buddhist Students, Islamic students, Wells of Salvation, Staff Christian Fellowship, and Women For Women International Society.

Injustice Awareness Days - We have held a number of awareness days for social injustice issues, including poverty and human trafficking. Our Poverty Awareness Day comprised of a dinner and talk organised by Christian Aid for their ‘IF’ campaign, and the Human Trafficking Awareness Day included a talk and discussion. The awareness days promote understanding of the injustice suffered by many people and further encourage inclusivity and encourage our students to take a proactive interest in these issues.

Thanksgiving / Holi - Thanksgiving and Holi are two cultural festivals that we celebrate at The Meeting House, facilitating the traditional activities associated with these special days. For Thanksgiving, we host the traditional Thanksgiving Dinner of North America, and for Holi we hold the traditional paint throwing celebration common in many Hindu countries. These festivals not only help students from these countries to feel a little more at home, but allow other students to experience them often for the first time.

The Centre for Gender Studies in Wales was established at the University and provides a focus for cross faculty, multidisciplinary and interdisciplinary research in gender studies generally, and in relation to Welsh history, culture and society in particular. Centre members encourage and support one another’s research through an established seminar series, through public lectures and an annual event on International Women’s day. The Centre provides greater scope for interdisciplinary, collaborative, and comparative approaches to gender studies within and outside the University, and within and beyond Wales. A number of events took place during 2013/14 that raised awareness of gender issues and promoted engagement with women.

Book Launch for Poetry, Geography, Gender by Alice Entwistle - In collaboration with the University of Wales Press, the Centre for Gender Studies held the launch for ‘Poetry, Geography, Gender’ by Alice Entwistle, Principal Lecturer in the Faculty of Business & Society in October 2013. More than fifty people attended the event, which was opened by Professor Julie Lydon, Vice Chancellor of the University. Poetry, Geography, Gender explores literary and geographical analysis, cultural criticism, and gender politics in the work of well-known literary figures. Drawing on her unpublished interviews with many of the featured poets, Alice Entwistle examines how and why their various senses of affiliation with a shared

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Further information about The Meeting House is available here.

cultural hinterland should encourage us to rethink the relationship between nation, identity and literary aesthetics in post-devolution Wales. The evening also celebrated two further 2013 titles published by the group’s members, Professor Diana Wallace and Professor Jane Aaron.

Merger of Newport Women in Society Group with the University of South Wales Centre for Gender Studies in Wales - In December 2013, the Centre for Gender Studies in Wales celebrated the merger with the Newport Women in Society Group with an open lecture presented by Dr Ruth Gaffney-Rhys on ‘Should opposite sex couples be able to form civil partnerships?’. The lecture was held at the University’s Treforest campus and provided an informative and thought provoking evening.

International Women’s Day – Ursula Masson Memorial Lecture - Each year around March 8th, International Women’s Day, the Centre for Gender Studies in Wales presents a public lecture, the Ursula Masson Memorial Lecture, to celebrate the day and to commemorate its founder, Dr Ursula Masson, who was a highly esteemed senior lecturer in History at Glamorgan. The March 2014 lecture, ‘The Soldier’s Return’, saw Katie Gramich, Professor of English Literature at Cardiff University, provide an insight into Welsh Women’s Writing in the First World War. The lecture investigated Welsh women writers’ representations of the soldier’s return – or failure to return – from the war and was attended by over 70 people.

Further initiatives have taken place during 2014/15 to engage and consult with staff and students from protected characteristic groups. The Women in Academia Network was launched in September 2014. A group created for women by women, the University’s Women in Academia Network aims to raise the profile of gender issues for female academics at the institution, tackle the challenges facing female academics, facilitate supportive relationships between female academics and to provide a safe environment for sharing problems as well as best practice. Over 60 women attended the launch, which was endorsed by Professor Julie Lydon, Vice Chancellor of the University, with keynote speeches from Diana Wallace, Professor of English Literature at the University of South Wales, and Professor Laura McAllister, Chair of Sport Wales.

The University began a project to gain a Race Equality Charter Mark in August 2014. A project team of representatives from across the institution meets regularly to examine the university’s practices in relation to race equality. A survey was conducted in November 2014 to engage the views and experiences of Black & Minority Ethnic staff and students. The results of this survey, along with detailed analysis of staff and student data, will directly contribute towards a race equality action plan that will be launched in April 2016.

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Further information about the University’s Centre for Gender Studies is available here.

Strategic Objective 3 – Information Gathering

Ensuring that information on the protected characteristics of students and staff is gathered and that it is used to enhance both the student and staff experience.

Action 2.9 Ensure student representation on the Disability & Dyslexia Equality Sub Group and Race Religion & Belief Equality Sub Group.

As a result of these actions, representatives of the student body were invited to attend the Equality & Diversity Steering Group, the Disability & Dyslexia Equality Sub Group, and the Race Religion & Belief Equality Sub Group. This enabled student issues and concerns to be fed into the groups, which could be addressed by the representatives of relevant departments and faculties. During 2014, Sabbatical Officers attended and contributed to both sub groups, in addition to the Race Equality Charter Mark Self-Assessment Team. During 2014/15, work will continue to engage student representatives on the equality groups.

This equality objective is a key part of the University’s Strategic Equality Plan and Action Plan. In developing the SEP, an evidence base was compiled which included a gap analysis of data held on the protected characteristics of both staff and students. The Welsh Public Sector Equality Duty requires all public authorities to collate and report on the numbers of employees by protected characteristic and relevant information for students by the 31st March each year. As the gap analysis revealed some areas where further data needed to be collected, this was included within the action plan. During 2013/14, significant progress was made on the collection of equalities data for both staff and students.

Action 1.4 To monitor and report on the diversity profile of staff and students each year

The diversity profile of staff and students is reported and analysed each year and is presented within Appendix 3 and 4 of this Annual Report. Further analysis of both staff and student data takes place throughout the year, as required by the three equality sub groups and the Race Equality Charter Mark and Athena Swan programmes.

Action 1.5 To introduce monitoring of those protected characteristics for which we do not currently hold data for both staff and students: religion or belief; sexual orientation; gender reassignment; pregnancy and maternity.

As detailed in section 3 of this report, from 2013/14 the University of South Wales introduced an electronic enrolment system, which includes all protected characteristics, with the exception of marriage and civil partnership and pregnancy and maternity.

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Strategic Objective 4 – Pay Equality

To work towards reducing the pay gap through making changes to any policies and practices which are found to be perpetuating or causing pay inequality.

For staff, data for all protected characteristic groups is collected, with the exception of gender reassignment and pregnancy/maternity. Further work will be undertaken to during 2015/16 to incorporate monitoring of these characteristics into the new HR system.

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Action 2.1 Establish a comprehensive reporting strategy on the progression and achievement of students across faculties, modes and levels of study.

Data on the progression and achievement of students by race has been compiled for the academic years 2011, 2012, and 2013. This examines the continuation rates and the level of degrees awarded for UK Black and Minority Ethnic students, UK White students and international students. The data is being examined in detail by the Race Equality Charter Mark Self-Assessment Team. This data will be published as part of the University’s application for the Race Equality Charter March during spring 2016.

Further work is underway to develop a reporting strategy on progression and attainment for every protected characteristic. This data will be produced on a yearly basis during the autumn term, commencing from October 2015. The data will be reported to EDSG and any findings will directly contribute to the priorities that will be identified for the Strategic Equality Plan 2016/2020.

___________________________________________________________________ Action 3.2 On going data verification exercise to ensure that staff are given the opportunity to update their records with regards to all protected characteristics.

This action was completed during the summer of 2013, as detailed in point 3.1

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Action 3.6 To review the Stonewall Workplace Equality Index report undertaken in 2012.

Discussions about the University joining the Stonewall Diversity Champions programme are on-going. This will be reviewed again during 2015/16.

In order to respond to this objective the University drew upon an Equal Pay Audit conducted by the University of Glamorgan in 2011 and an Equal Pay Audit conducted by the University of Wales Newport in 2012. The results did not identify

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Strategic Objective 5 – Training and Awareness

To ensure that staff and students are aware of their responsibilities with regard to equality.

any significant pay inequalities within the grades, but did provide recommendations for further action and analysis. These actions have since been progressed and completed and are detailed within the Strategic Equality Plan Annual Report for 2012/13. Follow up Equal Pay Audits were delayed due to the creation of the University of South Wales in April 2013. The next Equal Pay Audit will be conducted during November 2015. Any outcomes from this will feed into the pay equality objective for the University’s Strategic Equality Plan 2016/2020.

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Action 3.8 Extend the next Equal Pay report to cover an analysis of academic and support staff pay equality separately.

The Equal Pay Review was postponed from June 2014 to tie in with former University of Wales Newport date for conducting the next Review. Accordingly, this will now take place in November 2015. The next Equal Pay Audit will include analysis of academic and support staff separately and will include analysis of part time staff.

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Action 3.7 To further examine the issues for gender and part time working opportunities.

The University launched a new Flexible Working Policy in June 2014 that enables all employees with over 26 weeks service to request to work flexibly. In line with legislative changes, staff no longer need to have caring / parental responsibilities to make a request and any refusals need to be based upon a clear business case.

Work is currently underway to develop a Shared Parental Leave Policy, which enables parents of new babies / adopted children to share up to 52 weeks leave with their partner. The leave can be taken in blocks, or in a specified pattern, and can be taken at the same time or at alternative times to your partner. This will introduce new flexibility for both men and women, with the opportunity to manage career and caring responsibilities with an approach adapted to suit individual needs and circumstances.

Work to further examine issues for gender and part time working is being undertaken through the Athena Swan Action Plan, which has specific actions on addressing issues around part time working and the work load model allocation, to include part time academic staff within the next Equal Pay Review and on developing a single source of information for women in Science, Engineering and Technology which highlights all work life balance schemes available to them.

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To achieve this objective the University has developed a range of approaches, including a mandatory equality awareness session for all new starters and the embedding of equality into the mainstream courses delivered by HR. There are many initiatives that take place on the University campuses during the course of the year that draw attention to the need to create an inclusive environment; these are detailed below.

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Action 2.2 Provide training for Student Sabbatical Officers and Student Voice Representatives on equality and diversity issues

During November 2014 the University’s Equality & Diversity Adviser ran two training sessions for Student Voice Reps and Course Reps on ‘Equality Matters: An introduction and discussion on equality issues’. The sessions were well attended and well received, successfully raising awareness of equality issues and the importance of equality considerations in the role of a Student Voice Rep and Course Rep. Going forwards these sessions will form part of the standard training calendar for Student Voice Reps and will be offered during the Autumn term each year. They will also be offered to Sabbatical Officers.

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Action 2.3 Deliver inclusive curriculum seminars, including international students learning and teaching

Four inclusive curriculum seminars were held, each at different University campuses, during 2013/14. The focus was on the nature of inclusivity in the curriculum and was therefore entirely focussed on the equalities agenda. Attendance across all four seminars totalled 85 academic staff.

In addition, the Centre for Excellence in Learning & Teaching (CELT) has now reviewed the Postgraduate Certificate in Developing Professional Practice in Higher Education (PgCDPPHE). This compulsory course for new academics now contains two sessions that focus on diversity and inclusivity – one focuses on the theme of Inclusivity in the Curriculum, the other focussing on support for disabled people and people with other protected characteristics including the role of ‘reasonable adjustments’. These sessions were delivered to the 32 people studying the course during 2014/15.___________________________________________________________________

Action 2.5 To produce guidance on actions that need to be considered for those students who are either pregnant or give birth during the time they are enrolled at the University.

The University has produced and published ‘Student Guidance on Pregnancy / Maternity / Paternity and Adoption’. The guidance covers undergraduate and postgraduate students throughout their studies and covers all issues that need consideration if a student is pregnant or gives birth whilst studying at the University.

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Action 3.3 To provide advice and guidance to staff on actions to be considered when a member of staff undergoes gender reassignment.

This action has not yet been completed and will be undertaken during 2015/2016.

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Action 3.9 Equality and diversity considerations explicitly addressed within all relevant staff development courses.

When a new course is developed or an existing course re-developed consideration is given as to whether any equality and diversity elements need to be built in. Consideration is also given to ensure any information, content and the delivery of the session in terms of location is accessible. The University runs a range of courses that are either exclusively about equality and diversity or have equality considerations built into them as an integral part of the training.

Courses exclusively linked to Equality & Diversity

Equality & Diversity at work – a course that forms part of the mandatory Induction programme that provides an overview of the main considerations concerning equality legislation, best practice and how it impacts upon staff at USW. Between 1st April 2013 and 31st March 2014, 70 delegates attended this session.

Meeting the Equality Challenge – This course demonstrates how the equality and diversity agenda is an integral part of workplace management. Part of the mandatory Manager in Action programme, this interactive session provides attendees with the opportunity to explore how equality legislation and considerations impact on the day to day work of managers. This programme was run for 92 managers in 2012.

Courses that reference Equality &Diversity

Recruitment & Selection - This session is mandatory for all staff before they are permitted to sit on an interview panel. The session spends a significant amount of time looking at the Equality Act 2010 and explores both direct and indirect discrimination in relation to the recruitment and selection processes. We look at examples of indirect discrimination by looking at an example of a poor job description and person specification so that staff are aware of the implications of any rule, provisions, criteria that cannot be objectively justified. We consider direct discrimination at the short listing and interview stage by using scenarios to discuss what is and is not acceptable practice during the selection process.

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University of South Wales Student Guidance on Pregnancy, Maternity, Paternity and Adoption can be accessed here.

During the reporting period, 94 delegates attended this training.

Preparing to Appraise - This is an operational course for managers that addresses performance appraisal. Consideration is given to equality and diversity by ensuring objectives set are reasonable and achievable for each individual and their circumstances. Managers are urged to consider the appropriateness of activities and support provided for disabled staff, ensuring appraisals are held in a suitable locations etc.

20 delegates attended this training between 1st April 2013 and 31st March 2014.

Absence Management - This session is for all new managers and covers the various forms of absence e.g. sickness absence, flexible working, annual leave, maternity, adoption, and the leave of absence regulations. In the sickness section we explore the fact that staff do not have to disclose disability information to their line managers and that when faced with regular absence periods or a pattern of absence that managers should consider the possibility that the absence could be due to a disability. Managers are encouraged to tentatively explore this by explaining to staff that we are here to provide support but that can only provide support if we are aware of anything that might be affecting their ability to undertake the role.

3 delegates attended this during the reporting period.

Publishing Web Content - This course is for staff publishing web content. The second session considers the editorial consideration and covers the Equality Act 2010 and World Wide Web Consortium (W3C) guidelines for accessibility.

64 delegates attended this during the reporting period.

The Disability & Dyslexia Service also delivers training and awareness sessions for staff. During 2013/14, the following training was delivered for study skills tutors in order to ensure effective support and equality of opportunity is provided for disabled students:

Dyscalculia – specialist teaching methods & level 2 Autism and the Autistic Spectrum Effective Communication Mindfulness Dyslexia Level 2 / Dyspraxia Level 2 ADHD

This report reflects the progress made against the University’s strategic equality objectives and strategic equality action plan during 1st April 2013 to 31st March 2014. It outlines the various initiatives that were undertaken during this period, along with highlights of how this has been built upon during 2014/15. Much work has been done towards fulfilling the University’s five strategic equality objectives and many of the actions identified in the plan have been progressed. Whilst it is recognised that there

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5. Conclusion

is still more to do, the work already undertaken provides a sound base from which to move forwards.

During 2014/15, efforts will focus upon completing the objectives identified within the Strategic Equality Action Plan for 2013/2016 and work will commence on developing the University’s next Strategic Equality Plan for 2016/2020. Relevant information gained during the lifespan of this Strategic Equality Plan will be supplemented by further engagement activities with staff, students and the local community in order to build upon the progress identified within this report and outline key equality priorities for the next four years.

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