as an entry point to academic career. Priority action C 7 (-) Disabled may be less able 7a) The application process will allow for individual’s to Dec Increase in Disability, to take advantage of career draw attention to any particular personal or relevant declared including ‘18 development opportunities due to circumstances that may have impacted on their work for a disability at mental health time off for appointments. Staff with defined period of time. professoral and a declared disability is 5.6% of the UWE workforce, with slightly less at Panels will be made of aware of these issues through (aspirational) disabilities Senior Lecturer and Associate briefing and guidance to ensure that these individuals are Professor level (5%), dropping not disadvantaged. considerably at Professor level (1.2%). This could be an issue of non disclosure as well as lack of career progression for this equality group. Priority actions A, B, G 8 (-) Disabled may have 8a) Promotion criteria and processes will be developed Dec reasonable adjustments which with flexibility to accommodate reasonable adjustments ‘18 need to be taken into account when and different working patterns/hours. Should there be any accessing information and the barriers in terms of process or system, a different format application system and/or of applicationform will be provided. assessing against a criteria for promotion / progression. For example, if we include a graphic on an intranet page that describes new career paths, we need the graphic to Priority actions B, D be readable by a screen reader, or we need to include text which explains the information conveyed by the graphic, so a person with a severe visual impairment can understand what’s happening. (-) Using length of service as a 9a) See 6a and 7a 9 criterion for determining promotion or progression is potentially discriminatory to disabled people as they may have an extended period of absence due to disability. Priority action B 10 (+) The opening up 10a) of a Workshops learning on career pathways and progression will Women and and teaching career be track developed could and available for all These will be men have the potential for recruiting and
as an entry point to academic career. Priority action C Disability, including mental health and disabilities 7 (-) Disabled may be less able to take advantage of career development opportunities due to time off for appointments. Staff with a declared disability is 5.6% of the UWE workforce, with slightly less at Senior Lecturer and Associate Professor level (5%), dropping considerably at Professor level (1.2%). This could be an issue of non disclosure as well as lack of career progression for this equality group. Priority actions A, B, G 7a) The application process will allow for individual’s to draw attention to any particular personal or relevant circumstances that may have impacted on their work for a defined period of time. Panels will be made of aware of these issues through briefing and guidance to ensure that these individuals are not disadvantaged. Dec ‘18 Increase in declared disability at professoral (aspirational) 8 (-) Disabled may have reasonable adjustments which need to be taken into account when accessing information and the application system and/or assessing against a criteria for promotion / progression. Priority actions B, D 8a) Promotion criteria and processes will be developed with flexibility to accommodate reasonable adjustments and different working patterns/hours. Should there be any barriers in terms of process or system, a different format of applicationform will be provided. For example, if we include a graphic on an intranet page that describes new career paths, we need the graphic to be readable by a screen reader, or we need to include text which explains the information conveyed by the graphic, so a person with a severe visual impairment can understand what’s happening. Dec ‘18 9 (-) Using length of service as a criterion for determining promotion or progression is potentially discriminatory to disabled people as they may have an extended period of absence due to disability. Priority action B 9a) See 6a and 7a Women and men 10 (+) The opening up of a learning and teaching career track could have the potential for recruiting and 10a) Workshops on career pathways and progression will be developed and available for all These will be
Equality_Analysis-Academic-Roles-and-Career-Structures-for-Consultation.docx