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Equality and diversity report 2008-09

This report outlines the progress the University has made on equality and diversity during 2008-09 and fulfills the University's reporting and monitoring obligations in relation to Race, Disability, Gender and Age Legislation. 

Actions arising from the findings of this report will be taken forward by the University Equality Forum during 2009-10. These actions will become part of the new annual equality action plan (to be launched in January 2010 alongside the University equality scheme and equality objectives).

The format of the 2009-10 annual equality report will change to include a review of the 2009-10 equality action plan and a progress report on faculty and service equality objectives. The report will also demonstrate our continued commitment to involve stakeholders in the updating and further development of the equality scheme by publishing the results of any consultation.

Preparation for the Solent Employee Consultation 2010/11

An article in Campus Link on 15 February (and on the HR portal) introduces the preparatory work underway for the Solent Employee Consultation 2010/11.

 Part of this preparation involves blowing the dust off the 2005 staff survey. During February/March 2010 Faculties and Services will be publishing their own updates of progress against the action plans they each adopted after the 2005 survey. To complement these updates this short compilation provides a University-wide summary of reported progress.

 General themes

The progress reports contain a number of common themes -  

  • widespread action has been taken to improve everyday communication, including adoption of team brief arrangements, regular staff meetings, and information bulletins
  • staff engagement in forward planning has improved, with a big increase in the use of Time-Out events and other initiatives to broaden input to annual plans
  • significant advances have been made to apply standard employment practices to part-time and fixed term members of staff
  • many Faculties and Services report a heightened awareness of the need to address all forms of unacceptable behaviour at work
  • there is a growing awareness of the positive benefits of work-related health promotion initiatives

Specific developments

Faculties and Services also adopted objectives that were relevant to their area -  

  • in a number of areas initiatives have focussed on improving team working
  • in a number of areas there has been a notable increase in the range of flexible working practices in use
  • attention to address workload and workload allocation has led to reported improvements in a number of academic subject areas
  • high levels of interest in the University's management training programmes are reported

Continuing challenges

The reports include a reassuringly straightforward recognition of further work to be done -  

  • a recognition of the need to continue to improve the ways in which change is led and managed
  • a couple of Faculties and Services report continuing work to address interpersonal relationship problems in identified work teams, including the need to overcome resistance

These reports of progress since the 2005 survey will be taken forward as part of the planning for the 2010/11 Solent Employee Consultation.

Steve Bloor, Director of Human Resources

Page last updated on Monday 14 March 2016 at 9.29am.


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