2a. 80% of line managers to have undertaken minorities in their All unconscious bias training by 2020 Broadribb) particular field of work or 2b. Line managers engaged post-training to capture location impact of any action taken as a result of learning Disability 3. Line managers improve their skills in developing all staff, especially those with protected characteristics as Race follows: Sex a. 50% of line managers will have an objective to Sexual demonstrate how they will improve their skills in Orientation developing staff who are under-represented by 2018 b. 100% of line managers will have an objective to demonstrate how they will improve their skills in developing staff who are under-represented by 2020 Race 4. Reduce the difference in satisfaction of ethnic minority staff with line managers to within 2% of other staff by 2020 Disability 5. Reduce the difference in satisfaction of disabled Associate Lecturers and Internal staff with line managers to within 2% of other staff by 2020 Developing our objectives Audit of inequalities We have an annual equality monitoring and reporting cycle that includes data and survey analysis and internal reporting. This annual process ensures our approach is evidence-based, and ensures we assess progress and performance regularly and are able to identify and respond to key inequalities. In preparing the current scheme, a review of a wide range of information was carried out to identify continuing and new priorities. Information was analysed from the following sources: Data reports on student participation, completion and attainment rates Reports on student experience and satisfaction, from end of module surveys, withdrawal surveys and national student surveys Reports on student complaints and appeals Data reports on workforce composition and a wide range of other workforce indicators, including recruitment, promotion rates, leaving rates, access to learning and development, grievance and disciplinary cases Data reports on the composition of the main governance bodies, Senate and Council Reports from all units of the University on the progress made against agreed equality action plans Benchmarking data from the Higher Education Statistics Agency. Findings from benchmarking exercises with Opportunity Now (gender), Race for Opportunity and Stonewall (sexual orientation) Much of the information used in our audit is included in monitoring reports, published alongside our Equality and Diversity Annual Report 2011. These monitoring reports can be viewed on our equality and diversity website at
minorities in their particular field of work or location Broadribb) 2a. 80% of line managers to have undertaken unconscious bias training by 2020 2b. Line managers engaged post-training to capture impact of any action taken as a result of learning All 3. Line managers improve their skills in developing all staff, especially those with protected characteristics as follows: a. 50% of line managers will have an objective to demonstrate how they will improve their skills in developing staff who are under-represented by 2018 b. 100% of line managers will have an objective to demonstrate how they will improve their skills in developing staff who are under-represented by 2020 Disability Race Sex Sexual Orientation 4. Reduce the difference in satisfaction of ethnic minority staff with line managers to within 2% of other staff by 2020 Race 5. Reduce the difference in satisfaction of disabled Associate Lecturers and Internal staff with line managers to within 2% of other staff by 2020 Disability Developing our objectives Audit of inequalities We have an annual equality monitoring and reporting cycle that includes data and survey analysis and internal reporting. This annual process ensures our approach is evidence-based, and ensures we assess progress and performance regularly and are able to identify and respond to key inequalities. In preparing the current scheme, a review of a wide range of information was carried out to identify continuing and new priorities. Information was analysed from the following sources: Data reports on student participation, completion and attainment rates Reports on student experience and satisfaction, from end of module surveys, withdrawal surveys and national student surveys Reports on student complaints and appeals Data reports on workforce composition and a wide range of other workforce indicators, including recruitment, promotion rates, leaving rates, access to learning and development, grievance and disciplinary cases Data reports on the composition of the main governance bodies, Senate and Council Reports from all units of the University on the progress made against agreed equality action plans Benchmarking data from the Higher Education Statistics Agency. Findings from benchmarking exercises with Opportunity Now (gender), Race for Opportunity and Stonewall (sexual orientation) Much of the information used in our audit is included in monitoring reports, published alongside our Equality and Diversity Annual Report 2011. These monitoring reports can be viewed on our equality and diversity website at
OU-EqualityScheme-2016-2020-v1%2000%20FINAL.docx