Gender Equality Scheme - University of Winchester

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APPENDIX 2: Summary of responses to consultation Summary of Responses to Staff Questionnaire The first group of questions (1a-7d) asked about discrimination in the staff life cycle. The majority of respondents did not identify any discrimination. Points of the life cycle which are of note and drew comment were: • at interview, a concern raised over appropriate panel membership, • job related gender assumptions e.g. “men don’t make good administrators” of those short-listing/appointing • whilst no respondents noted any discrimination against men in access & availability of training, there was some feeling of discrimination against women. • 10 respondents (12.3%) to a question on career progression felt there was discrimination against women in this area. This was re-iterated in focus groups, in particular this was a concern for female academic staff. • 10 respondents (12.5%) to a question on flexible working felt there was discrimination against women in access to flexible working. A further 8 (10%) felt there was discrimination against men. • 7 respondents(8.6%) felt there was discrimination against men in access to maternity/paternity/adoption/parental leave, with one specific reference to “perinatal (sic) leave entitlement”. • No respondents felt there was discrimination against women in access to childcare facilities • In response to four questions regarding the end of employment (resignation, retirement, redundancy and university termination of employment) only 4 respondents felt there was any discrimination against women or men. The second group of questions (9a-10) looked at gender inequality in support and representation of staff. Points of note and which drew comment are: • Comments regarding committee membership concerned gender balance in committees, how members are appointed to committees and regarding women’s tendency to be reticent about expressing their views. • In response to 4 different questions on access to and availability of harassment contacts, university nurse, counsellors and human resources staff, a total of 10 respondents felt there was gender inequality against men. Additional comments noted a concern that men may not want to approach a female nurse or may not feel comfortable approaching a
predominantly female Human Resources staff with a gender related problem. This is compared to a total of 6 respondents who felt here was gender inequality against women in the same. • Regarding appropriate policies and fora in place, 9 respondents felt there was inequality against women compared with 4 respondents noting the same against men. The third group of questions asked about awareness of formal policies and the employee assistance programme the institution has in place to tackle sex discrimination and gender inequality. In general the majority of respondents were aware or very aware/had used these formal policies. However, • 10 (12.5%) respondents were not aware of Equal Opportunities Policy, with a further 16 respondents (20.3%) not aware of the Equal Opportunities in Employment policy. • over a quarter of respondents (26.6%) were unaware of the Dignity at Work policy, • 34% respondents (27) unaware of Flexible Working for support staff policy • 40% (32) respondents were not aware of the EAP • 43% (34) respondents were unaware of the Support for Staff with Families policy. • the Gender Reassignment Guidelines were the least well known with over half respondents (59.9%) unaware of them The third group of questions asked about perceptions of gender inequality in different roles, which were grouped as supervisory, management and physical roles 7 respondents (8.75%) felt there was gender inequality against women in supervisory roles, compared to 2 respondents (2.5%) who felt there was the same against men and 62 respondents (77.5%) who felt there was no discrimination. However, the figures were higher for gender inequality against women in management (17 respondents, 21.25%) and physical roles (14 respondents, 17.1%). A particular concern was raised about women in role(s) of power in the Faculty of Arts.
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 and 16: • Potential enhanced student expe
Page 17 and 18: The questionnaire was accessible on
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: Summary of assessment conclusions a
Page 37 and 38: female managers hiring other women

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