| 1. Improve our engaging and enabling culture for women through continued focus on increasing the percentage of senior women, growing the talent pipeline, and creating a positive campus culture |
- Senior women – KPI 50% by 2030
- Continued support for School/RI Athena Swan applications and success.
- Review the policy framework and address identified policy gaps.
- Implementation of the GBV framework and associated action plan.
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- Menopause and Hormonal Changes Policy launched.
- Continued support for Schools completing AS applications.
- GBV action plan – Code of Professional Conduct; Sexual Harassment Investigators Training; First Responders training; review of web materials; promotion of reporting tools.
- Ross Report Recommendations AP will address highlighted concerns relating to systemic GBV issues.
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- Senior women KPI – 50% by 2030
- All Schools/RIs hold AS awards
- Policy development/review – Menopause, Fertility, Student Maternity
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2. By embracing diversity and respecting difference we take an anti-racist approach to race equality work and aim to address structural inequalities.
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URTUC implementation includes:
- Setting KPI on growing the % of UK BAME staff.
- Established a UofG Global majority network.
- Launched of the JMS PhD Scholarships for UK Black students.
- Together Against Racism campaign and resources.
- Data analysis for degree attainment and recruitment for BAME students/staff completed.
- Focus groups with academic BAME staff completed.
- Training of SMG/Senior leaders/Operational staff.
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- Increased UK BAME recruitment - aiming for ‘travel to work area’ benchmark.
- Success measures detailed in the URTUC action plan.
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3. Implement a whole university approach to ensure disabled people can engage and thrive in campus opportunities.
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- Implementation of the Review of Provision for Students with Disabilities
- Improve declarations rates for Disabled staff.
- Revision of the support mechanisms for Disabled staff to ensure a seamless service.
- Use internal communications to devise and create positive narratives relating to disability.
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- A review of the process supporting Reasonable Adjustments complete and Disability and Neurodiversity Portal launched.
- Continued implementation of the Disability review for students; progress includes – procurement of a CRM system; review of the DC role; increase in DS resourcing across a range of roles; AILP review complete and approved; Inclusive Assessment Working Group review complete; additional resources provided to SLD for study skills support.
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- Staff Disability declaration rates – increase year on year from 2021.
- Student satisfaction for the Disability process – see details in report.
- Staff evaluation and feedback.
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4. Articulate and embed a values-led culture which establishes the expected behaviours of students and staff. Work towards an inclusive and respectful culture, which is free from violence, harassment, and bullying.
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- Mainstream the Glasgow Professional Behavioural Framework, and rollout and embed the University values.
- Devise a pre-enrolment material for students which outlines expected behaviours.
- Review and promote harassment reporting systems for students and staff; devise a case management system to support swift addressing of issues.
- Engender an inclusive culture where all types of harassment are unacceptable.
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- Code of Professional Conduct developed and launched.
- Guidance for staff provided when receiving a report of harassment from a student.
- 38 new Respect Advisers recruited and trained.
- Case management system for staff in place and for students in development.
- Roll out of training – bystander interventions, racism.
- Together Against Racism campaign and resources.
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- Rollout of pre-enrolment material for students.
- Revised harassment reporting systems are promoted and known.
- Behaviours and values are embedded.
- Revise D@W&S Policy, to support an inclusive culture.
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| 5. Learning and teaching is fully inclusive, accessible and promotes a global curriculum which is reflective of our community |
- Support inclusion, through co-creation with our student community.
- Maximise the data analytics from QlikSense Student Equality Monitoring Tool.
- Develop staff to implement decolonising the curriculum ambitions in URTUC action plan.
- Mainstream accessibility through continuous review and expansion of the ALIP.
- Maximise the opportunity for inclusive assessment.
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- Qliksense tool rolled out to Schools/Services.
- Decolonising the Curriculum (DtC) Community of Practice established.
- DtC internships available.
- AILP review completed.
- Inclusive assessment framework agreed.
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- QlikSense tool is used to support strategic decision making.
- Implementation of URTUC action plan in relation to L&T.
- Implementation of the L&T strategy
- Continuous review of the AILP.
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6. To engender a campus environment where wellbeing is integral, valued and strategically significant.
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- Develop and promote holistic student and staff wellbeing strategies.
- Ensure reactive mental health services are adequately available to the campus community.
- Revise and update the policy framework for students and staff.
- Devise a wellbeing campaign linked to the strategies.
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- Colleague Wellbeing Strategy articulated through the Health and Wellbeing Portal; Student Wellbeing Strategy under review.
- New EAP – Health Assured.
- 24hr service for students available.
- Wellbeing services embedded in CAPS.
- Waiting times reduced to 15 days
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- Wellbeing strategies devised and implemented.
- Mental health support is available at point of need or within agreed timeframe.
- Policy position is current and relevant.
- Wellbeing campaign launched.
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