6. Does the activity have a potentially adverse impact on equality groups, in terms of employment issues and/or service delivery for students and/or staff? In the table below, please give evidence to support your yes or no answers. If the answer is not known, indicate how you will source evidence. Meeting the public sector equality duty Please also use the table below to demonstrate whether the activity has the potential to eliminate unlawful discrimination, advance equality of opportunity and foster good relations. Mitigating actions Potential impact / issues Timing and or actions to further (both positive and negative) progress enhance positive impact All equality The senior leadership cohort in total is Staff survey results be used groups c75 individuals (46% are women by senior leaders to assess – increase from 41% in 2014). Staff survey their leadership impact on results shows a small increase in the the staff experience. perception of senior leaders at UWE, Future 360 feedback however these remain below the mechanisms to monitor benchmark organisations e.g. progress, and implementation of a Senior leaders are sufficiently leadership development visible 32% program. Senior leaders are open and honest 30% Senior leaders provide effective leadership in Faculty/Service 51% Effective role models 24% . There is a risk that senior managers fail Progamme Include “inclusive” to demonstrate the defined behaviours leadership into the being and attitudes towards inclusivity and E&D development programme. developed. issues remain unchecked. The feedback Provide examples of good provider survey found that 32% of the leadership responses to respondents were confident that the E&D issues. feedback would make a difference to the Utilise performance performance of the senior manager. management procedures where Dignity At Work standards are breached. Ensure compulsory attendance of E&D training. Utilise feedback mechanisms in annual and 360 review in PDR’s 2016. Monitor attendance on leadership development programme mandatory – attendance. Recruitment of leaders using leadership behaviours (see separate project workstream). Learning & Development opportunities accessible for
6. Does the activity have a potentially adverse impact on equality groups, in terms of employment issues and/or service delivery for students and/or staff? In the table below, please give evidence to support your yes or no answers. If the answer is not known, indicate how you will source evidence. Meeting the public sector equality duty Please also use the table below to demonstrate whether the activity has the potential to eliminate unlawful discrimination, advance equality of opportunity and foster good relations. Potential impact / issues (both positive and negative) Mitigating actions or actions to further enhance positive impact Timing and progress All equality groups The senior leadership cohort in total is c75 individuals (46% are women – increase from 41% in 2014). Staff survey results shows a small increase in the perception of senior leaders at UWE, however these remain below the benchmark organisations e.g. Senior leaders are sufficiently visible 32% Senior leaders are open and honest 30% Senior leaders provide effective leadership in Faculty/Service 51% Effective role models 24% . Staff survey results be used by senior leaders to assess their leadership impact on the staff experience. Future 360 feedback mechanisms to monitor progress, and implementation of a leadership development program. There is a risk that senior managers fail to demonstrate the defined behaviours and attitudes towards inclusivity and E&D issues remain unchecked. The feedback provider survey found that 32% of the respondents were confident that the feedback would make a difference to the performance of the senior manager. Include “inclusive” leadership into the development programme. Provide examples of good leadership responses to E&D issues. Utilise performance management procedures where Dignity At Work standards are breached. Ensure compulsory attendance of E&D training. Utilise feedback mechanisms in annual PDR’s and 360 review in 2016. Monitor attendance on leadership development programme – mandatory attendance. Recruitment of leaders using leadership behaviours (see separate project workstream). Learning & Development opportunities accessible for Progamme being developed.