Further Increase the Representation of BME Staff at Management Level Objective 1 Public Sector Advance equality of opportunity Equality Duty Comment Analysis of the college workforce has Final Currently (as of October 2015) there are 27% BME managers (2012) identified an under-representation of comment on across the whole (middle and senior) management team; 59% of Black and Minority Ethnic (BME) staff progress managers are from white British backgrounds, and the other 14% within management roles. Currently (2016) are from a variety of different backgrounds. The proportion of BME there is a 50% representation of BME managers is significantly higher among middle managers than staff across all roles; therefore target is among senior managers. to increase the proportion of BME managers to at least 50% from the Actions included: current 35%. focus group for BME staff integration of career progression discussion within appraisal training for managers on developing staff involvement with Network for Black Professionals activities Objective 2 Continue to Equip Staff with Skills and Confidence to Tackle All Equality and Diversity Issues in the Classroom Public Sector Eliminate discrimination, harassment and victimisation Equality Duty Foster good relations Comment All staff receive equality and diversity Final Ofsted (October 2015) equality and found: “Teachers promote (2012) training as part of induction, as well as comment on diversity in the classroom very well. As a result, students respect regular training on a biannual basis. progress and develop very good attitudes towards each other’s views (2016) working collaboratively and harmoniously.” Actions included: training for teachers on embedding equality and diversity within the curriculum equality and diversity embedded into team meetings training for managers on disability and transgender
Objective 1 Further Increase the Representation of BME Staff at Management Level Public Sector Equality Duty Advance equality of opportunity Comment (2012) Analysis of the college workforce has identified an under-representation of Black and Minority Ethnic (BME) staff within management roles. Currently there is a 50% representation of BME staff across all roles; therefore target is to increase the proportion of BME managers to at least 50% from the current 35%. Final comment on progress (2016) Currently (as of October 2015) there are 27% BME managers across the whole (middle and senior) management team; 59% of managers are from white British backgrounds, and the other 14% are from a variety of different backgrounds. The proportion of BME managers is significantly higher among middle managers than among senior managers. Actions included: focus group for BME staff integration of career progression discussion within appraisal training for managers on developing staff involvement with Network for Black Professionals activities Objective 2 Continue to Equip Staff with Skills and Confidence to Tackle All Equality and Diversity Issues in the Classroom Public Sector Equality Duty Eliminate discrimination, harassment and victimisation Foster good relations Comment (2012) All staff receive equality and diversity training as part of induction, as well as regular training on a biannual basis. Final comment on progress (2016) Ofsted (October 2015) found: “Teachers promote equality and diversity in the classroom very well. As a result, students respect each other’s views and develop very good attitudes towards working collaboratively and harmoniously.” Actions included: training for teachers on embedding equality and diversity within the curriculum equality and diversity embedded into team meetings training for managers on disability and transgender
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