1. Equality and Diversity
What is Diversity?
Claire Martin
Thursday 9th October 2014

2. Diversity at Warwick Everyone is unique
Even though people have things in common with each other, we
are also different in all sorts of ways.
Differences include visible and non-visible factors, for
example:
Personal characteristics such as Religion and Culture
Personality
Work-style
Size
Accent, language and so on.
Sexuality
Disability
‘Once size fits all’ does not achieve fairness and equality for everyone.
The term one size fits all is often used but does not achieve fairness and equality for everyone

3. DIVERSITY Literally means Difference
Its about recognising individual and group differences and treating people with the respect that everyone deserves.
Valuing Diversity means creating a workplace that respects differences and recognises strengths and contributions, regardless of whether a person has a protective characteristic or not.
Staff who are valued and respected are more likely to be productive and engaged.
Conducive to a happier work environment.
1. Diversity aims to recognise, respect and value peoples difference to realise their full potential
2. Diversity means valuing an individual regardless of any protected characteristic
3. Staff who are unhappy are more likely to have more sick leave and will not be as productive in their work
4. This is all conducive to a happier working environment, by recognising an individuals contributions and their value to the institution

4. Equality & Diversity doesn't affect me ?
Age:
At what age is a member of staff too old to attend a training event?
At what age is a younger member of staff able to progress in their career?
Race:
We live in a diverse community, this enhances our work place and society, as we all have different strengths..
Do you eat in ethnic restaurants?
1. We hear a lot of people say ‘Equality & Diversity doesn't affect me’, have you ever heard a colleague say ‘I'm too old to attend that training or I'm too old to apply for that position’ , When we think of age we assume it only affects the older members of staff, however a younger member of staff my not apply for positions as they do not feel as experienced as an older colleague or do not have the confidence to put themselves forward for a position.
Age is one protected characteristic that affects us all….. we all age, staff should not be discriminated against due to their age, older members of staff bring strengths and experience to the business, whereas younger colleagues may bring new ideas and skills..
2. Race: we all live and work in a diverse community, have a look around your office at the diverse members of staff, think of the qualities each member of staff brings to the workplace and the various roles in which people work. How many of us dine in ethnic restaurants or order take away food, diversity plays a part in our lives everyday we just don’t always realise it.
Equality and Diversity affects us all.
If you have a think about the protected characteristics we can all relate to one, some may not affect you now but at some point in our lives they will.

5. What does this mean for me?...
Raise your awareness of E&D initiatives within the organisation
Ensure appropriate training is undertaken
Attend E&D Network meetings to keep abreast with current initiatives and changes in legislation
The Equality Act 2010 brings together 116 pieces of legislation into one single act that covers all 9 protected characteristics
You might be thinking, but what does this mean for me?
1. By attending these meetings and being more aware of Diversity in the workplace you can take this back to your colleagues and try and help implement change.
Having Senior management buy in will not only endorse change, but will more effectively lead the organisation forward – this has to be driven from the top and cascaded down.
2. All training should have E&D embedded, this will stop E&D being a stand alone issue,
Include this in your induction,
highlight the e-learning modules (Diversity in the workplace and Recruitment and Selection) and ensure all staff within your department complete these,
On Open days have a mixed gender balance and diverse student/staff visibility, have a look at the posters you have displayed, what do they say about your department?
3. By attending the meetings you can keep abreast of current initiatives, Try and encourage other colleagues to attend at least 1 E&D network meeting a year
4. Familiarise yourself with the Equality act, you can then implement this into your everyday home and working life,

6. The Equality Challenge Unit http://www.ecu.ac.uk/
Much has been done in UK HEIs to advance equality for staff and students. However, some persistent challenges remain, and changes in society also bring new developments that impact on equality in the sector.
ECU’s Equality Charter marks:
Athena SWAN
GEM (Gender Equality Charter Mark)
Race Charter Mark
Some persistent challenges remain……. For example: underrepresentation of women in senior management positions or professorial positions or the low numbers of BME staff in senior positions
ECU’s equality charter marks aim to transform gender and race equality in Higher Education
The charter marks enable organisations to apply for an award to recognise their commitment to, and progress on, equality and diversity.
Athena – We hold an institutional silver award, one of only 5 institutions to hold silver, ALL of our departments now hold an Athena award (Computer Science received Bronze in September 2014 )
GEM – WBS took part in the pilot and were successful receiving bronze award in September 2014
RACE – we didn’t take part in this pilot, however this will be launched by the ECU in 2015 which we will then look at starting the work on this.

7. Test your knowledge on Equality and Diversity
Taken from The University of Warwick Equality Monitoring Annual report 2012/13
What is the percentage of white male academics?
72.2%
59.0%
83.4%
2. What is the percentage of BME female’s employed at
professorial level?
15.1%
9.3 %
4.3 %
Now for a short quiz, In your groups try and answer the following questions
– 72.2 % the data shows that the proportion of academic male staff is slowly growing year on year
% BME staff population is the highest it has ever been and above the HE sector average, in comparison to the overall workforce, it is still relatively low.

8. 3. What is the gender balance of staff here at Warwick?
37% women
45.9% women
53.3% women
4. Of 997 academics, how many of those are male/female. Which figure do you think is correct?
720 males and 277 females
636 males and 361 females
550 males and 447 females
3. The staff population is evenly balanced between male/female staff with 53.3% women, of the 2850 female staff 1,528 are in levels 1a - 5
males to 277 females - Whilst the University has an overall positive balance between male and female employees, there has been on-going under-representation of females amongst Academic staff.
That also explains the overall gender distribution with females widely presented in support roles

9. Disability Awareness Training
5. Out of the 5350 staff of all employee categories how many have declared a disability?
176
236
141
Disability Awareness Training
Tuesday 4th November & Tuesday 9th December 2014
Over the period from 2006 to 2013 an increase has occurred in the number of both male and female disabled staff, the university has seen a increase in the number of employees willing to disclose their disability status.
Not all disabilities are visible, for example – mental health, Asperger's, Autism. We need to look at why people are unwilling to disclose, what advise are they being given? By raising awareness it will help to reduce the stigma around disabilities and ensure staff and students receive the support that they require.
We are trying to form a New disability network starting this year.
Take a look at the Disability Etiquette videos that we have on the E&D web pages and look at attending the Disability Awareness training

10. 6. Of the 5350 staff how many are BME?
1125
658
430
7. Out of 997 academic staff how many of those are Female BME?
126 94 43
– this equivalent to 12.3% of the staff population this is the highest proportion that the university has employed to date.
7. 43 – although numbers are increasing and almost doubled from 2006, the proportion of BME females remain in levels 1a-5

11. Staff Network Groups
Can you name the staff network groups that Warwick currently has?
BME, Disability, LGBT, Working parents,
Details about all the networks can be found by visiting the E&D web pages, all the networks now have closed forums, this allows topics to be discussed within the network, for parents on Maternity leave you can still keep in contact and we have found that this helps on the transition back to work

12. Disability Sex (Gender Equality) Race
After a recent analysis of the Equality and Diversity web page statistics, which of the Protected Characteristics do you think received the most hits?
Disability Sex (Gender Equality) Race
Age Religion or Belief Sexual Orientation Marriage and Civil Partnership Maternity Gender Reassignment
Age, Why?
We need to establish what staff are looking for?
Is it information on career progression, retirement, what support is offered to those who wish to retire or those who are looking to carry on working?

13. How can WE ALL promote Equality and Diversity
To continue to increase the level of understanding and awareness among employees about equality and diversity
To continue the work on Athena and GEM and other Charter Marks
Undertake regular analysis of data to monitor changes and trends
Improve data collection, i.e. Religion and Belief and Sexual Orientation in order to provide appropriate support
1. slide
Ask your department if you can get involved, when the opportunity arises see if you can sit on the departments Welfare and Communication group meetings, use this to feed back updates from the E&D network meetings, think about how you currently disseminate information to colleagues, ensuring this reaches senior colleagues, could this be a standing item on the staff meeting agenda?
3. Look at the data for your department
4. During the data cleansing process the message relating to disclosure of disability and ethnicity will be reinforced.

14. EQUALITY AND DIVERSITY NOTICE BOARD Does your department have one?
Have you got a notice board in your department?
Posters will be sent out to all E&D reps ensure there is a visible place to display these.
Quiz answers go back to slide 7