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Keeping the D in SES Sarah Lewis Equality & Diversity Manager

Keeping the D in SES Sarah Lewis Equality & Diversity Manager. Who are we ?. Post 92 City Centre ‘campus’ 18 000 students; 2 300 staff + HPLs 5.8% students; 3.4% staff disabled Disabilities Officer since 1992 ‘Two Ticks' symbol holder since 1993 DRC praise for DES and its approach.

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Keeping the D in SES Sarah Lewis Equality & Diversity Manager

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  1. Keeping the D in SES Sarah Lewis Equality & Diversity Manager

  2. Who are we ? • Post 92 • City Centre ‘campus’ • 18 000 students; 2 300 staff + HPLs • 5.8% students; 3.4% staff disabled • Disabilities Officer since 1992 • ‘Two Ticks' symbol holder since 1993 • DRC praise for DES and its approach

  3. We have … • Race Equality Policy • Race Equality Scheme • Gender Equality Scheme • Disability Equality Scheme • Policy on the Employment of Disabled People and People with LTHC • Policy on Supporting Students with Disabilities

  4. By 23:59 on Dec. 3 2009 ! • Single Equality Scheme (to meet legal requirements and bridge the gap till 2011) • Main actions – disability, gender and race • Some also on age, religion and belief and sexual orientation • Maintain asymmetrical nature of disability • Probably ‘touch’ on inter-sectionality

  5. Current Formats • Introduction • Background • Consultation • Gathering Information • How the Information Gathered will be Used • Impact Assessments for (Gender) Equality • Action Plan • Responsibilities for Implementation • Annual Reporting on Progress • Publication of this Scheme • The second (Gender) Equality Scheme

  6. Proposed SES Format - Section 1 will include the Statement of Commitment to Equality and Diversity - Sections 2 and 7 will detail the General Duties for each strand and how the University will meet these - Annex A - a table listing all actions in the SES, demonstrating which strands they impact on - Annex B – Race Equality Policy

  7. Informing and Involvement • CU Student Experience Satisfaction Survey – all responses analysed by age, disability, gender, race+ • CU Staff Satisfaction Survey – all responses analysed by age, disability, gender, race, religion and sexual orientation + • Follow up research with disabled staff and employees with LTHC

  8. Informing and Involvement • DEN • Disabled Students’ Network • CUSU Disability Society (working title !) • EMSN • LGB Staff Network • CUSU nationality and faith societies • CUSU Officers and EDC • Spirituality and Faith Centre

  9. Final Thoughts • Not as comprehensive an approach as originally planned BUT • Understandable • Keeps asymmetrical nature of disability • Assist with transition to new Equality Duties • Monitorable • Legally compliant • Responsive to evidence of need

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