(Job role) HISA Students have the 1-5 HISA officers to identify gender HISA October opportunity to, and are activities that they would like to Officers annually equipped to, engage in the develop, including clubs and 2017-2020 Gender Action Plan playing societies. an active role in supporting the university to tackle E & D Adviser to support September E&D gender imbalances. induction of new HISA officers annually – Adviser ie equalities work across the university - including GAP. University of the Highlands and Islands Gender Action Plan 2017-2020 – How as a university we will seek to build internal capacity in all departments, including learning and teaching, support staff, placement/employer engagement staff, marketing and communications to implement the plan effectively: Key area Projected Outcomes Key Actions Owner Timescale Progress themes (Job role) SMT Internal capacity is 1-5 Develop a communication E&D September identified in all strategy to raise awareness of Adviser 2017 departments, including GAP objectives and actions. learning and teaching, support staff, Identify/develop appropriate Head of January placement/employer Unconscious Bias training and Human 2018 engagement staff, Positive Action training for all Resources marketing and E&D communications to Adviser implement the plan effectively.
(Job role) HISA Students have the opportunity to, and are equipped to, engage in the Gender Action Plan playing an active role in supporting the university to tackle gender imbalances. 1-5 HISA officers to identify gender activities that they would like to develop, including clubs and societies. E & D Adviser to support induction of new HISA officers – ie equalities work across the university - including GAP. HISA Officers E&D Adviser October annually 2017-2020 September annually University of the Highlands and Islands – Gender Action Plan 2017-2020 How as a university we will seek to build internal capacity in all departments, including learning and teaching, support staff, placement/employer engagement staff, marketing and communications to implement the plan effectively: Key area Projected Outcomes Key themes Actions Owner (Job role) Timescale Progress SMT Internal capacity is identified in all departments, including learning and teaching, support staff, placement/employer engagement staff, marketing and communications to implement the plan effectively. 1-5 Develop a communication strategy to raise awareness of GAP objectives and actions. Identify/develop appropriate Unconscious Bias training and Positive Action training for all E&D Adviser Head of Human Resources E&D Adviser September 2017 January 2018
uhi-gender-action-plan.docx