Equality Objective 2012-16
Equality Objectives were approved by Council and incorporated into the Strategic Plan on Monday 26 March 2012 and will be reviewed and published at intervals no later than 4 years.
In addition to the Equality Objective it is anticipated that additional equality priorities will be identified and initiatives implemented with an aim to eliminate discrimination, advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not. These priorities will be owned and monitored by the Equality Committee.
a) Student Equality & Diversity
Proportion of students from Black and Minority Ethnic (BME) backgrounds
We will advance equality of opportunity by maintaining at least 47%, the total student population from a BME background. This proportion is based upon the ethnicity milestones/targets contained in City's 2012/13 Access Agreement.
We will aim to maintain at least 47% of students from BME backgrounds by:
- ensuring all marketing and promotional material reflects the diverse nature of the student population as well as the general community at City
- developing new mechanisms to support student participation by the most able students from all backgrounds
- developing engaging and innovative student recruitment campaigns
- continuing City's outreach activities, working with schools in areas with low participation rates or multiple indicators of deprivation
- working with the Student Union to celebrate diversity.
Performance against this target is measured by data taken from City's annual HESA return of all registered students. This will be assessed at institution, School, department and programme level. In 2009/10 the proportion of students at an institutional level from BME backgrounds was 46.9% while in 2010/11 it was 47.9%.
Strategic Planning Unit, Academic Services, Deans
b) Staff Equality & Diversity
Proportion of top 5% of earners who are female
We will advance equality of opportunity and eliminate discrimination by seeking to address both the pay differential and under-representation of female staff at senior grade within City; City is committed to seeking to increase the top 5% of earners who are female from 23% to the sector median, currently 27.7% (2010/11). The aim is to track the sector median (as measured by the annual HR Benchmark survey by DLA Piper).
The target level chosen is intended to provide an achievable level of stretch over the duration of the lifetime of the Strategic Plan. It is anticipated that the sector median will increase overtime which will necessitate continuous improvement on behalf of City, rather than achievement of a fixed target.
This measure was chosen from the range of potential equality benchmarks because it is an output measure that will require a variety of inputs (e.g., equality of pay, promotion and progression routes, retention and external candidate attraction).
We will aim to achieve the target by both working to increase the proportion of female senior appointments, and seeking to remove any barriers that may be preventing women progressing internally to senior roles.
HR, Deans, Directors and the Leadership and Staff Development Unit.