Gender Equality Scheme - Swansea University

More documents

Recommendations

Info

IMPACT ASSESSMENT AND INFORMATION GATHERING ACTION REQUIRED RESPONSIBILITY TIMESCALE OUTCOME The gender equality impact assessment will become part of the “Equality impact assessment process” alongside race and disability. The next round of on-going impact assessments is due to commence in October 2007 and therefore gender assessments will commence at this time. Gender Working Group/EO Officer October 2007 & ongoing Fulfilment of statutory obligations and the General Duty Students and interested parties will be invited by policy owners at the outset of the impact assessment to identify existing barriers and aid with workable solutions. Gender Working Group/EO Officer October 2007 & ongoing Fulfilment of statutory obligations and the General Duty The Gender Working Group will receive the results of the impact assessments undertaken and will give feedback to the relevant Schools/Departments. The results of all impact assessments will be fed into the annual report. Gender Working Group/EO Officer October 2007 & ongoing Fulfilment of statutory obligations and the General Duty The University will continue to monitor, enhance and report on all stages of the student admission process from applications to outcomes with regards to gender. Director of Marketing/Senior Admissions Officer December 2007 onwards Fulfilment of statutory obligations and the General Duty The University will continue to monitor, enhance and report on all students achievements and progress with regards to gender. Academic Registrar/Senior Academic Registrar December 2007 onwards Fulfilment of statutory obligations and the General Duty The University will monitor the student experience with regards to gender. Director of Student Services December 2007 onwards Fulfilment of statutory obligations and the General Duty 66
The University will continue to monitor, enhance and report on all activities that relate to staff recruitment and selection, career development and opportunities for promotion and staff retention with regards to gender. HR Director/EO Officer December 2007 onwards Fulfilment of statutory obligations and the General Duty BEHAVIOUR AND DISCIPLINE ACTION REQUIRED RESPONSIBILITY TIMESCALE OUTCOME Monitor the effectiveness of the Dignity at Work & Study (combating harassment) policy and consider the role of mediation in order to enhance the policy. Director HR/EO Officer April 2007 & ongoing Elimination of gender related harassment Revise the Dignity at Work & Study policy by including specific reference with regards to gender re-assignment Director/EO Officer December 2007 Elimination of gender related harassment Re-visit existing monitoring systems to ensure the effectiveness of data capture. Director HR/EO Officer December 2007 & ongoing Elimination of gender related harassment Continue to provide support to harassment advisers network, providing appropriate support and training PROCUREMENT Director HR/EO Officer April 2007 & ongoing Elimination of gender related harassment ACTION REQUIRED RESPONSIBILITY TIMESCALE OUTCOME Ensure that the University places due regard to the need to eliminate unlawful discrimination and harassment throughout the procurement process. Director of Finance/Head of Procurement Following introduction of the EOC guidance on procurement Fulfilment of statutory obligations and the General Duty 67
Page 1 and 2:
1 Foreword by the Vice Chancellor S
Page 3 and 4:
SIGNED ............................
Page 5 and 6:
The University is committed to prom
Page 7 and 8:
STUDENT GENDER STATISTICS APPENDIX
Page 9 and 10:
Figure 2 Upper-second class degrees
Page 11 and 12:
3. A Review of Undergraduate Module
Page 13 and 14:
This section reviews taught postgra
Page 15 and 16: National Applications (Analysis by
Page 17 and 18: National Acceptances (Analysis by A
Page 19 and 20: APPENDIX II STAFF GENDER STATISTCS
Page 21 and 22: than that of female members of staf
Page 23 and 24: The overall distribution of staff b
Page 25 and 26: 1.2.6 Percentage of Female Staff by
Page 27 and 28: March 1 2004 March 1 2005 ORG. M F
Page 29 and 30: 1.4.2 100% Percentage of Female Sta
Page 31 and 32: PROFESSOR The percentage of female
Page 33 and 34: MANUAL Mar-04 Mar-05 Mar-06 M F F%
Page 35 and 36: Recent research (EOC 2005) has indi
Page 37 and 38: 1.7.5 APPLICATION SUCCESS RATE SENI
Page 39 and 40: DISCRETIONARY AWARDS 1.7.11 SUCCESS
Page 41 and 42: DISTRIBUTION OF STAFF BY GENDER AND
Page 43 and 44: The total number of Academic & Rela
Page 45 and 46: DISTRIBUTION OF STAFF BY HARASSMENT
Page 47 and 48: The re is a need for greater consis
Page 49 and 50: creation of a grading structure to
Page 51 and 52: On merit (11%) =5. Provision of mor
Page 53 and 54: Based on the information contained
Page 55: APPENDIX V OBJECTIVES AND ACTION PL
Page 58 and 59: - Change current policy to state th
Page 60 and 61: Extend the staff gender survey to i
Page 62 and 63: • OBJECTIVE 3: To continue to mon
Page 64 and 65: All staff to be provided with the a
show all

Gender Equality Scheme - Swansea University

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?