Gender Equality Scheme - University of Winchester

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The institution expends considerable funds each year on the purchasing of goods and services, ranging from foodstuffs for the Dining Hall, to stationery for Reprographics. Indeed, very few, if any, of the institution’s faculties or departments are not involved in purchasing activities on a regular basis. Although at first sight it might appear unlikely that gender issues might impact upon this area of activity, it is important to recognise that no institution activities should be exempt from the considerations of the Gender Equality Scheme. To this end, the institution should consider ways in which the institution might seek to procure goods and services from companies which promote gender equality, and to consider giving preferential consideration to such companies. ?.7Transgender people and Gender Reassignment The University recognises the difference between sex and gender identity and is committed to supporting all (future) members of staff and students, including transgender people. In 2003, in response to the Gender Recognition Act, the University produced a guide for managers to help support (future) members of staff who should wish to transition to their acquired gender. The guidance was drawn up with reference to advice given by the Gender Trust and Press for Change as well as the ECU publication Employing Transsexual People in Higher Education. All aspects of the working environment were considered when drawing up this guidance. The institution will continue to consult with and seek guidance from transgender people on issues that have significance to transgender people. ?.8 Summary of Results of Staff Consultation ?.8.1Staff Questionnaire In 2003 the University conducted a Staff Satisfaction Survey that included the question “Discrimination is not a major issue here” and invited comments from those who felt there was discrimination. 6 members of staff (13% of respondents) who indicated some discrimination indicated it was on grounds of sex but no further evidence was supplied. The Gender Equality Scheme staff questionnaire built upon this information and tried to identify where discrimination or gender inequality was perceived. The questionnaire was designed to get base-level data on which to build.
The questionnaire was accessible on-line and hosted externally to the university (Bristol On-line Survey). Hard copies were available (and in alternative format) if required. Summary of respondents The questionnaire received 79 responses, 13.2% of total staff (including associate lecturers). 13 men (16.5%) and 52 women (68.5%) responded to the questionnaire, with 14 respondents (17.7%) who did not declare their gender. Of the respondents, 14 were academic staff (17.7%), 41 were support staff (51.9%) and 3 were management (3.8%). 21 respondents (26.6%) did not declare this information. The majority of responses suggested that there was no sex discrimination or perceived gender inequality in the University. Where issues have been raised these will be considered in the action plan (Section E). For staff the issues concerning discrimination or gender inequality against women are: concern over gender balance in interview panels and committee membership, job-related gender assumptions, career progression (especially for academic staff), flexible working and the flexible working policy, gender inequality for women in management and physical roles and in the Senior Management Group For staff the issues concerning discrimination or gender inequality against men are: job-related gender assumptions, access to paternity/parental/adoption leave, and access and availability of support services for male staff where that support is offered by women. In departments, respondents perceived a gender inequality against men in Human Resources, Library, Registry, Student Recruitment & Marketing and Student Services. The questionnaire also raised an issue regarding awareness of formal policies we already have in place to tackle sex discrimination and gender inequality, in particular polices on Dignity at Work, Flexible Working, Support for Staff with Families and the Gender Reassignment Guidelines, as well as awareness of the Employee Assistance Programme. ?.8.2 Staff Focus Groups Focus groups were held to gather further data in response to comments on the questionnaire. All staff were invited to attend lunchtime focus groups, with staggered timing over three days. The Equality Officer facilitated the focus groups with another member of the steering group in attendance. Further focus groups were held by attending team meetings that were already arranged.
Page 1 and 2: The University of Winchester Gender
Page 3 and 4: 11.7 Summary f Results of Student Q
Page 5 and 6: 2: What is the Gender Equality Sche
Page 7 and 8: Section B - Development of the GES
Page 9 and 10: Support Staff via focus groups 7 3
Page 11 and 12: We have currently agreed to underta
Page 13 and 14: The University has several formal p
Page 15: • Potential enhanced student expe
Page 19 and 20: esidences and a perception of cours
Page 21 and 22: This strategy will not need to be i
Page 23 and 24: Action Objective Responsibility Tar
Page 25 and 26: transgender issues. Ensure that all
Page 27 and 28: To draw up a code of practice for c
Page 29 and 30: APPENDIX 1: Impact Assessment Manag
Page 31 and 32: Impact Assessing the policy, practi
Page 33 and 34: Summary of assessment conclusions a
Page 35 and 36: predominantly female Human Resource
Page 37 and 38: female managers hiring other women

Gender Equality Scheme - University of Winchester

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