Key area Projected Outcomes Key Actions Timescale Progress themes (Job role) HR Gender equality in relation 1-5 Our current work to promote Head of Report on to is promoted. gender equality in relation to staff Human progress and work towards eliminating the Resources 2019 gender pay gap is reported in our: Our reports and action will be updated in 2019 in line with the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012. Develop a baseline equality data across the employee lifecycle Head of From Areas of gender imbalance (i.e. recruitment, working Human August are identified. patterns, promotion, Resources 2017 Positive action measures development, resignation, are devised and impact retirement, etc). quantified. Use existing female employees The gender balance is Head of 2017-2020 in non-tradition to promote adjusted and occupational Human these job opportunities within the segregation eliminated Resources University and the wider within the university. community. Staff will be encouraged to All staff complete training Head of 2017-2020 complete existing training provision related to equality Human provision related to equality and and diversity. Resources diversity. Any gaps in training provision will be identified and appropriate provision sourced.
Key area Projected Outcomes Key themes Actions (Job role) Timescale Progress HR Gender equality in relation to is promoted. Areas of gender imbalance are identified. Positive action measures are devised and impact quantified. The gender balance is adjusted and occupational segregation eliminated within the university. All staff complete training provision related to equality and diversity. 1-5 Our current work to promote gender equality in relation to staff and work towards eliminating the gender pay gap is reported in our: Our reports and action will be updated in 2019 in line with the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012. Develop a baseline equality data across the employee lifecycle (i.e. recruitment, working patterns, promotion, development, resignation, retirement, etc). Use existing female employees in non-tradition to promote these job opportunities within the University and the wider community. Staff will be encouraged to complete existing training provision related to equality and diversity. Any gaps in training provision will be identified and appropriate provision sourced. Head of Human Resources Head of Human Resources Head of Human Resources Head of Human Resources Report on progress 2019 From August 2017 2017-2020 2017-2020
uhi-gender-action-plan.docx