1 © Schneider~Ross S~R The Under-Represented Staff Groups Project Presentation to Equality & Diversity Committee Robin Schneider 26 th February 2008 SOAS.

Slides:



Advertisements
Similar presentations
Transport for London Supplier Diversity Stonewall Presentation Clive Saunders Equality & Inclusion Delivery Manager Group Services.
Advertisements

The New University of Bath People Strategy for 2010/11 – 2013/14 Professor Glynis Breakwell, Vice-Chancellor Peter Eley, Deputy Director of HR.
1 © Schneider~Ross S~R The Under-Represented Staff Groups Project Current State Analysis for SOAS Anjana Nathwani, Robin Schneider & Alexis Walmsley 13.
Role of Senior Management
University of Oxford People Strategy – April 2014.
School Community Councils Tuesday, March 23, 2010.
Risk The chance of something happening that will have an impact on objectives. A risk is often specified in terms of an event or circumstance and the consequences.
Head of Learning: Job description
Aspiration and Frustration A Brief Overview. mobilising business for good Aspiration and Frustration Research objective: To find out how certain industries.
1 10 steps to heaven supporting women in engineering.
1 Developing an effective system of service user and carer involvement in research School of Health and Social Care University of the West of England Jane.
PERFORMANCE APPRAISAL IN THE SIERRA LEONE CIVIL SERVICE PRESENTER: DAVID WS BANYA DIRECTOR PERFORMANCE MANAGEMENT – HRMO.
DECC LGBT Network An informal stocktake Official. 15 January 2015.
Athena SWAN QUB School of Pharmacy ½ Day Meeting 26 th Sept 2013.
How to Get Started - Policies and Procedures Mrs Sandra Beaufoy Dr Julia Smith.
Diversity Assessment and Planning with members of the October 14, 2005.
IASCE Conference Athlone October 7 th & 8 th 2004 Responsive Evaluation. Working with Stakeholders: A review of the Open Training College Quality Assurance.
I, too, am Manchester – Barriers to progression for BME staff Patrick Johnson, Head of Equality and Diversity.
August 2014 Widening Participation It Matters. Workforce Planning Attracting and recruiting the right people to the posts we have identified.
The ethnicity and attainment gap in the UK HE sector Chris Brill Senior Policy Adviser Equality Challenge Unit The Open University ‘Access and Success.
Approaches to talent management
Learning and Development Developing leaders and managers
profile of respondents ► 806 managers responded from 22 organisations ► 5 focus groups ► 13% of respondents from public sector, 82% from private sector,
Teaching Quality Indicators Project Ian Solomonides Excellence is as low as we go or When is good, good enough?
Belfast City Council Catherine Christy HR Manager Disability Best Practice.
© 2010 IBM Corporation Disability IBM Rosalind Reidy – IBM Diversity Program Manager, Australia & New Zealand.
NCH Embedding Diversity Proposal for an Employee Mentoring Scheme Raj Patel Head of Change Management & Development.
Ofsted framework 2012 Feedback from inspections carried out under the new framework and implications for clerks and governing bodies Clerks briefings April.
Welcome Maria Hegarty Equality Strategies Ltd. What ? Equality/Diversity Impact Assessment A series of steps you take that enable you to assess what you.
Ofsted lessons Clerks’ Update Jan Ofsted Sept 2012 The key judgements: Inspectors must judge the quality of education provided in the school – its.
An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.
The Important Role of Ward Sisters / Charge Nurses in HSC Trusts Alan Corry Finn Executive Director of Nursing / Director of Primary Care & Older People’s.
Building Change Capability ‘To put in place the processes and people to support change within STFC’ Draft Blueprint Design v0.1 Project Manager: Steve.
Planning for Continuing Professional Development – A Whole School Approach A step by step guide to planning CPD including a framework for Teacher Induction.
1 Governance: L&T Faculty L&T committee (QE) –Chair L&T committee of each Department –Director, Students –Representative of LTC –BESS coordinator –Associate.
DCSF/DFE Guidance for Children in Care - Nov ’09 School-based Training to Headteacher, Governor & DT. Ceri May – Teacher, Haringey Virtual School of Children.
The Challenge of Representing Employers and Negotiating on their Behalf Gill Bellord Director of Pay, Pensions and Employment Relations NHS Employers.
”Out with the Old, In with the New” Ward Manager/Team Leader Regional Initative Carolyn Kerr Deputy Director of Nursing, Northern HSC Trust.
Introducing the new NHS workplace learning campaign...
Imran Ghaznavi Course Code: MGT557 COMSATS Strategic Human Resource Management.
Student Services & Human Resources in NUI, Galway Vice-President Student Services and Human Resources Equality Officer Ms. Mary O’Riordan.
UCL – Have your say HR User Group October Background and methodology Survey ran from the 9 – 27 March This was the second UCL employee engagement.
ASPA 63rd National Conference Panel Session Monday 25 March 2002 Diversity & the UK Civil Service: Approaches and Challenges Randhir Auluck Centre for.
Reforming civil service in the Baltic States: the Case of Lithuania Jurgita Siugzdiniene, PhD Department of Public Administration, Kaunas University of.
María Amor Barros del Río Gender as content in research in Horizon 2020 GENDER AS CONTENT IN RESEARCH IN HORIZON 2020 CAPACITY BUILDING WORKSHOP FOR RESEARCHERS.
P&A: Professional Academic and Administrative Employees
A BRIEF INTRODUCTION TO BRANCH By Rachel Hart. Aim to this presentation  To provide a brief outline to the role of Branch.
University of Rijeka QUASYS, Dubrovnik – October 11-12, 2003 Petar Bezinović Quality Promotion Office QUALITY PROMOTION AT RIJEKA UNIVERSITY.
Recruiting and Retaining Staff Dr Lee Gruner1. Principles of Recruitment and Retention Aimed at ensuring that the organisation has competent, high performing.
General Staff Performance Reviews Campus Briefings
Leading Practice 8.0 Learning in the team Date of presentation.
Race Equality Charter Mark: Lessons learnt from the trial Patrick Johnson, Head of Equality and Diversity.
School of Biological Sciences Staff Survey 2013 Department of Zoology Results Briefing, 21 May 2013.
Audit Oversight in an Emerging Economy Bernard Peter Agulhas Chief Executive Officer Independent Regulatory Board for Auditors.
Summary of City of Tempe Diversity Action Plan Prepared for: City of Tempe Prepared by: Jamieson and Gutierrez Diversity Audit Team.
Developing a career path in retail
1 RTA Best Practice Strategies for ‘Best in Class’ May 26, 2010 Focus on Senior Management.
Preparing Public Sector for the Future Danielle Bossaert Rome, May 2016.
How are we doing?. 468 companies in every major industry, globally 531 HR & non-HR executives HR leaders (104), business leaders (155) Top strategic.
Diversity & Inclusion Scorecard.
Wanda T. Wallace. Ph.D. 9 February 2011
CILIP Performance Framework – Business metrics & KPI
Patients Forum Meeting –
WRES In terms of regulation the Trust is required to implement NHS England’s Workforce Race Equality Standard to support it in undertaking its Public Sector.
Inclusive Leadership … Driving performance through diversity!
WRES In terms of regulation the Trust is required to implement NHS England’s Workforce Race Equality Standardt(WRES)o support it in undertaking its Public.
February 21-22, 2018.
Dave Scott – Middle School Principal – Kristin School
The new 10 Point Plan The UK Civil Service is changing: as part of a radical transformation programme Civil Service Reform: Delivery and Values it is launching.
Dave Scott – Middle School Principal – Kristin School
Presentation transcript:

1 © Schneider~Ross S~R The Under-Represented Staff Groups Project Presentation to Equality & Diversity Committee Robin Schneider 26 th February 2008 SOAS Equality & Diversity Committee February 2008 Appendix E2

2 © Schneider~Ross S~R 1. SOAS: The Context Strong drivers for increasing diversity at senior levels – accessing talent, living our values, enhancing our reputation, improving the student experience, increasing outputs per academic head There have been recent improvements in policy and practice There remain worrying examples & some bias in outcomes. SOAS is undoubtedly vulnerable – legally and reputationally.

3 © Schneider~Ross S~R 2. Culture Change Culture change is critical because: it determines policy implementation. under-represented groups feel excluded or at least not valued. this influences aspiration levels and outputs as well as attrition. Requires consistent leadership – senior management, heads of department, trade union leaders. And a transformation in the perceived status of the task of management.

4 © Schneider~Ross S~R 3. Using Diversity to Stimulate Cultural Change Setting direction and engaging leaders: Create an Equality & Diversity Strategy Establish clear responsibilities & accountabilities Run diversity workshops for senior leaders Integrate into the planned HoDs handbook and induction programme.

5 © Schneider~Ross S~R 4. Using Diversity To Stimulate Cultural Change (cont.) Engaging everyone in the process of change: Senior leaders take the diversity workshop on to their teams. Run a SOAS celebrating diversity event as part of a mandatory training day. Set up and sponsor staff networks for (1) bme staff and (2) academic women Help get the LGBT Bloomsbury Group Staff network off the ground

6 © Schneider~Ross S~R 5. Improving Selection Procedures & Practices Require all selection panels/processes to have at least a third of members who are diverse (i.e., women, bme) Carry out the planned mandatory training in the next 12 months EB to agree how to support the career development of those moving to fractional contracts Use the new appraisal process to encourage career development Strengthen the mentoring that does go on Consider adjusting output requirements for academic promotions to reflect different working patterns

7 © Schneider~Ross S~R 6. Improving Selection Procedures & Practices (cont.) Specifically for recruitment: Ensure web-based recruitment builds in monitoring and access for applicants with disabilities. Take positive action to encourage the widest possible pool of applicants for key opportunities over the next 12 months.

8 © Schneider~Ross S~R 7. Improving Communication Around Promotions Following the academic promotions round: report on the diversity impact of the changes. deans to ensure all get verbally de-briefed. EB to commit to sharing key diversity data (against goals) regularly. Communicate the results of this study and the actions that have been agreed as a result.

9 © Schneider~Ross S~R 8. Review Is SOAS happy with its current position on equality and diversity? Five key recommendations: 1. Create an Equality & Diversity Strategy, linked to Run a diversity workshop for senior leaders. 3. Set up and sponsor staff networks. 4. Increase diverse involvement in selection panels/processes. 5. Continue to take positive action on key vacancies.

10 © Schneider~Ross S~R Manor Courtyard Offices Quarley Manor Grateley Andover Hampshire, SP11 8LE UK Tel: + 44 (0) Fax: +44 (0)