Equality Outcomes 2013-17
April 2013
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Executive Summary These Royal Conservatoire of Scotland Equality Outcomes are an ambitious statement of where the Conservatoire will be in 2017 in
relation to the Equality & Diversity Agenda in general and all protected characteristics as prescribed by the Equality Act 2010 in
particular. Publication of a progress report in relation to the action plan of this document is required every two years in April (2015,
2017, 2019 etc.).
The Conservatoire recognizes that equality and diversity issues have an impact across all areas of its institution and practices.
Accordingly, our Equality Outcomes are interlinked and support our overarching vision of becoming a Conservatoire that embodies our
core values (cf. below) and strives to go beyond compliance in everything we do.
Our Equality Outcomes fall into six key areas and are fully supportive of and compatible with our strategic aims and operational
objectives for the coming years:
1. Governance and management 2. Improved/ equitable outcomes for students 3. Inclusive curriculum for students 4. Enhanced opportunities for staff career progression 5. Inclusive culture which understands the needs of all students and staff 6. Enhanced access for all
In the process of developing our Outcomes some gaps were identified, particularly in relation to evidence, ethos delivery and
embedding inclusive practices. Identified gaps have been prioritised and underpin the above outcomes as clear, achievable and
measurable steps designed to take us to our envisaged 2017 position.
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How we developed our Equality Outcomes
At the same time as undergoing a generational change in major areas such as curriculum design and delivery, and trimesterisation*, we
will honour our commitment to a ‘beyond compliance’ approach and developed our Equality Outcomes in the spirit of seeking to identify
the main areas of potential improvement within the organisation through the analysis of both quantitative and qualitative data.
Building on the internal quantitative figures relating to employment and administrative monitoring along with student data, qualitative
data gathered during the course of our Equality Impact Assessment (EIA) Exercise has been the main driver of this set of Equality
Outcomes.
Simultaneously, the Board of Governors, Senior Management, the RCS Equality + Diversity Forum and the RCS Equality & Diversity
Officer have ensured tie-in of these Equality Outcomes with the following:
RCS ethos & values as expressed in our 2012-2015 Strategic Plan
RCS/SFC Outcome Agreement (2013)
RCS Equality & Diversity Mainstreaming Report (April 2013)
* In 2011/12 we undertook a thorough curriculum review, which resulted in a clear educational and academic vision based on our shared artistic and educational
philosophy and values. And 2012/13 has seen the implementation of this new curriculum alongside the introduction of trimesterisation
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1. Directly informed by the Equality Impact Assessment (EIA) Exercise & other evidence
The EIA Exercise was carried out systematically and involved staff from all departments and at all levels as well as members of the
Student Union.
An internal policy mapping exercise was undertaken and policies, procedures and practices were then screened for strengths and
weaknesses in relation to equality and diversity issues in general and in relation to the Conservatoire’s equality and diversity operational
objectives in particular. Screenings were undertaken by policy holders in collaboration with staff and on the back of individualised face
to face guidance meetings led by an Equality Advisor. In total 35 such guidance meetings have taken place to date and this
individualised face-to-face approach has proven a highly effective way of ensuring buy-in from managerial and other staff across the
institution. Rather than through a top-down approach, actions were identified and agreed in discussion with those responsible for the
delivery of individual action points and the action steps towards achieving our Equality Outcomes were in turn directly informed by these
discussions.
Our undertaking such a comparatively time-intensive and resource-heavy approach to the EIA exercise means that we have prioritised
our policies, procedures and practices for review, with all of the reviews either fully or partially completed or scheduled for completion.
We acknowledge that further work will be required in several areas to fully embed equality & diversity into our institutional policies,
documents, administrative and learning and teaching practices.
We also recognise that both qualitative and quantitative evidence gathering and analysis from across the protected characteristics is an
important area to develop further and as such this has been integrated into the included action plan.
Finally, it is recognised that the EIA exercise is an on-going process, which requires an annual review along with the Equality Outcomes.
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2. Tie-in with RCS ethos/values Our Vision is to go beyond compliance and we demonstrate this by our set of Conservatoire values, which are core to what we do and
who we are:
Within our learning and artistic community we value: Each other – we respect the uniqueness of each individual and the ability to work and play as a team Creativity – we are adventurous, imaginative and innovative Innovation – we are open, honest and self-aware Equality and diversity – we celebrate the spirit of humanity Passion – we bring exceptional depth to our approach to learning and the arts
In order to make our values come to life, we strive to demonstrate flexibility, accessibility, creativity and respect for both individuality and
diversity in all of our endeavours, both as a place of learning and a workplace.
Our Vision is for our students to make a contribution in the world as artists, educators, advocates and active citizens. Equality and
Diversity are central to our thinking both as a Higher Education Institution and as an artistic community.
3. Tie-in with RCS Strategic Plan 2012 – 2015 The RCS Strategic Plan 2012-2015 is entitled Creating the Future for Performance.
It includes mainstreaming equality and diversity as one of the key strategic aims and operational objectives as follows: Embed equality and diversity and enhance the sustainability and quality of every aspect of our operation.
By going beyond compliance and promoting equality and diversity in everything that we do, ensuring that we have the systems and processes, for staff and students, to underpin that commitment.
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4. Tie-in with RCS Outcome Agreement
One of the key stated aims within the RCS Outcome Agreement document reiterates the first operational aim included in point 3 above,
and as such underpins our prioritisation of the presented Equality Outcomes:
Embed equality and diversity and enhance the quality and sustainability of every aspect of our operation.
5. Tie in with Mainstreaming Equality Report
This document sits alongside the Conservatoire’s Mainstreaming Equality Report, which marks the launch of our new inclusive
approach to integrating all elements of equality and diversity at the heart of everything that we do. Read in conjunction with each other,
these two documents present a celebratory but non-complacent picture of the Royal Scottish Conservatoire’s mainstreaming journey.
The Mainstreaming Equality Report acknowledges the significant progress made and celebrates our successes, whilst these Equality
Outcomes are pointing to areas of necessary improvement and an even more inclusive future.
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The Action Plan
The presented action plan is based upon evidence gathered within the institution. It presents recognised needs for improvement by
identifying required actions, which support the Conservatoire’s six Equality Outcomes. Actions have been grouped into managerial
areas to ensure mainstreaming of equality and diversity is progressed simultaneously across all areas of the institution. Each action
point is cross-referenced to the relevant Equality Outcomes (cf. column 2), and allocated one or more success indicators (column 4). In
order to maximise efficiency in the delivery of the action points, those responsible for the carrying out of individual action points have
been identified (column 3) along with a delivery timescale (column 5). The presented timeframe has been consciously limited to one
and a half years initially (August 2014). The reason for doing so lies in our commitment to reviewing our Equality Impact Assessments in
March 2014, and the impact such a review will inevitably have on the action plan attached to this document. Over the course of the
coming 16 months, further action points will emerge and be embedded into this document along with reasonable timeframes for their
delivery over the coming years.
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Board of Governors & (Senior)Management WHAT EQUALITY
OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Become a value-driven organisation underpinned by common ethos
all SM Evaluation shows values & ethos have been communicated & embraced.
now - 2017
Ensure Equality statements are standardised across all internal & external documents
all Equality + Diversity Forum/ HR/ AAS
Screening shows that equality statements are standardised across all internal & external documents
now – July 2013
Ensure RCS wide E&D ethos is reflected in the wording of all RCS policies & documents
all SM/ Equality + Diversity Forum
Screening shows that E&D ethos is reflected in the wording of all RCS policies & documents
from academic session 2013/14
Explore a mainstreaming model of reporting within existing reporting structures
all SM/ Equality + Diversity Forum
Discussion & outcome has been minuted.
academic session 2013/14
Investigate relevant and effective data gathering/record keeping procedures
all AAS/ HR/ Schools/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres
Discussion & outcome has been minuted.
now – Jan 2014
Implement identified data gathering/record keeping practices
1 AAS/ HR/ Schools/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres
Identified data is gathered. from Jan 2014
Monitor & evaluate data gathered as part of Equality Outcome Review
all Equality + Diversity Forum/ SM
Identified data is monitored and analysed and provides basis for future decisions.
February/March 2015 & annual after that
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Board of Governors & (Senior)Management (continued) WHAT EQUALITY
OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Develop & implement an institution-wide scholarship allocation policy(s)
1 2 5 SM/ Finance/ Schools/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres
Institution-wide scholarship allocation policy(s) is/are available and applied.
academic session 2013/14
Improve accessible communication across all documents, information & practices (incl. alternative formats)
all Equality + Diversity Forum
Accessible communication is available across all documents, information & practices (incl. alternative formats)
from academic session 2013/14
Explore internal & external funding mechanisms to deliver Equality Outcomes
all SM/ Principal’s Office/ Equality + Diversity Forum
Increase in internal and external money allocated to delivery of Equality Outcomes.
from academic session 2013/14
Instigate strategic engagement with relevant external organisations & communities
all Schools/ Music Planning/ Research & KE/ Short courses/ Junior Conservatoire & Music Centres
Discussion & outcome has been minuted. More focus on projects which clearly relate to Equality Outcomes.
from academic session 2013/14
Consider role of E&D Agent for Change as means of embedding E&D in curriculum & teaching practice
1 2 3 5 6 HR/ Schools Discussion & outcome has been minuted.
now – Sep 2013
Consider need for research into actual & perceived barriers to access to RCS
all SM/ Equality + Diversity Forum
Discussion & outcome has been minuted.
now – Sep 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Principal’s Office WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Principal’s Office/ Equality + Diversity Forum/ Marketing
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Embed language interpretation on request for functions & networking events
all Principal’s Office/ Equality + Diversity Forum/ Marketing
Language interpretation is made available on request for functions & networking events
from academic session 2013/14
Embed Equality & Diversity into the Communication Strategy
1 5 Principal’s Office/ Marketing/ HR/ Equality + Diversity Forum
Equality Impact Assessment has been carried out in relation to the Communication Strategy.
now – publication of strategy
Ensure future engagement (incl. surveys & consultations) with all relevant groups
1 5 6 Principal’s Office/ Equality + Diversity Forum/ HR/ Student Union
Engagement includes representatives of all relevant protected groups.
from academic session 2013/14
Impact Assess Student External Engagements
2 5 Principal’s Office/ Equality + Diversity Forum
Impact assessment completed. now – Aug 2013
Impact Assess Fundraising Policy
1 Principal’s Office/ Equality + Diversity Forum
Impact assessment completed. now – Aug 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Finance WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Finance/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Impact Assess Procurement Policy
1 5 6 Finance/ Equality + Diversity Forum
Impact assessment completed. now – Aug 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Estates WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Estates/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Introduce Estate User Feedback Mechanism
1 2 5 6 Estates/ AAS/ HR Estate User Feedback Mechanism has been introduced.
now – Aug 2013
Improve accessibility of identified estate features (e.g. Café Bar counter, door to finance corridor & AGOS exit doors)
5 6 Estates Accessibility of identified estate features (e.g. Café Bar counter, door to finance corridor & AGOS exit doors) improved
now – Aug 2013 (budget permitting)
React to feedback requests as appropriate
1 2 5 6 Estates Reaction to feedback has been discussed, discussion outcomes minuted and reasonable adjustments made.
from Sep 2013
Impact Assess Policies, procedures & practices relating to Stage Management & Venue Technicians activities
1 5 6 Estates Impact assessment completed. now – Aug 2013
Impact Assess Policies, procedures & practices relating to Recording Studio activities
2 3 4 5 6 Estates Impact assessment completed now – Aug 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Estates (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Impact Assess Policies, procedures & practices relating to Domestic Services activities
4 5 6 Estates Impact assessment completed now – Aug 2013
Impact Assess Policies, procedures & practices relating to TPA activities
2 3 5 Estates Impact assessment completed now – Aug 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Human Resources & Health and Safety WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all HR/ H&S Advisor/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Consider engaging an Agent for Change to build on EIA work
all HR/ Equality + Diversity Forum
Discussion & outcome has been minuted.
now – Sep 2013
Organise E & D awareness training for frontline staff
1 2 4 5 6 HR/ FoH/ Client Services/ Catering Staff/ Receptionists/ others
E & D awareness training for frontline staff has been delivered & been integrated in the training plan.
academic session 2013/14
Embed E & D across all in-house staff training opportunities
all HR E & D has been embedded across all in-house staff training opportunities
academic session 2013/14
Provide all managers with information and support to be able to respond to E & D staff needs
all HR/ Equality + Diversity Forum
Information and support is available to all managers on how to respond to staff needs related to E&D.
from academic session 2013/14
Provide all teaching staff with information and support to be able to respond to E & D student needs
1 2 3 5 6 HR/ Equality + Diversity Forum
Information and support is available to all teaching staff on how to respond to staff needs related to E&D.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Human Resources & Health and Safety (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Promotion of Access to Work where appropriate
1 5 6 HR team – make sure line managers aware when training
Evidence of increased awareness of Access to Work
from academic session 2013/14
Access to Work policy to be discussed in full with the Consultative Forum
5 6 Consultative Forum/HR team.
Discussion and outcomes minuted. Next Consultative Forum meeting (no later than academic session 2013/14)
Collate E & D data/evidence related to Disciplinary and Dismissal Policy and potential for differential effect or adverse impact on protected groups.
1 5 Human Resources Line managers
Availability of E & D data/evidence in relation to Disciplinary and Dismissal Policy and potential differential effect or adverse impact on any protected group.
Next Review – July 2013 (for cases which took place during academic session 2012/13)
Collate and monitor sanctions given as a result of implementation of Performance Improvement Policy in relation to E&D
4 5 6 Human Resources Line managers
Availability of E & D data/evidence in relation to implementation of Performance Improvement Policy.
Next review - July 2013 (for sanctions given during academic session 2012/13)
Embed E&D ethos when identifying KPIs in the area of absence management
1 4 5 HR Line Managers
KPIs have been impact assessed June 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Human Resources & Health and Safety (continued)
WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Continue consultation with line managers about potential for discrimination in relation to Absence Policy based on protected characteristics
1 4 5 HR Line Managers
Evidence of consultation and outcomes minuted.
from academic session 2013/14
Collect E & D data based on identified KPIs and report quarterly on absences
1 4 5 E+D Officer/ HR Manager/ Staff Consultative Forum/ Equality & Diversity Forum
E & D relating to staff absences has been captured and is reported on quarterly
from December 2013
Amend the policy relating to Undertaking Reviews so it reflects first refusal option for employees on maternity leave
1 4 5 HR Pregnant / new mothers Consultative Forum.
Policy has been amended October 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Human Resources & Health and Safety (continued)
WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Review Reward & Recognitions Policy further in relation to equality & diversity issues
1 5 6 HR/ Job Evaluation Panel/ Consultative Forum
Reward & Recognitions Policy has been fully impact assessed.
Next consultative Forum.
Ensure examples of exceptional work given within Reward & Recognitions Policy are inclusive.
1 4 5 HR/ Equality Forum Examples of exceptional work given within Reward & Recognitions Policy are impact assessed.
September 2013
Consult with those with child care or caring responsibilities in relation to Time off in lieu Policy
2 4 5 HR/ staff with child care or caring responsibilities
Evidence of consultation & outcomes minuted.
from academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Academic Administration & Support WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & relevant documents (EO statement etc.)
all Registry & AAS/ Course Co-ordinators/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Develop wider, accessible internal advertising strategy of the Discretionary Funds
1 2 5 6 Assistant Registrar (International & Student Experience)
Wider, accessible internal advertising strategy of the Discretionary Funds has been developed and minuted.
now - August 2013
Deliver wider, accessible internal advertising strategy of the Discretionary Funds
1 2 5 6 Assistant Registrar (International & Student Experience)
Feedback shows increased awareness amongst students and staff about availability of Discretionary fund.
academic session 2013/14
Assess & review support provision for disabled international students.
2 3 5 6 Current international students with disabilities/ Counsellor & Disability Adviser/ Assistant Registrar (International & Student Experience)
Review report is available or findings have been minuted.
academic session 2013/14
Assess & review support provision for ME students.
2 3 5 6 Current ME students with disabilities/ Counsellor & Disability Adviser
Review report is available or findings have been minuted.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Academic Administration & Support (continued)
WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Promote a more pro-active role in awareness raising of mental health issues
all SM/ Equality + Diversity Forum/ Student Union/ Human Resources
Discussions & outcomes have been minuted.
academic session 2013/14
Include mental health issues in the annual disability questionnaire
all Counsellor & Disability Advisor
Mental health issues are included in the annual disability questionnaire.
academic session 2013/14
Embed E & D across all in-house student induction activities
all AAS E & D has been embedded across all in-house student induction activities.
academic session 2013/14
Assess E&D issues amongst international students & review support provision accordingly
2 3 5 6 Equality + Diversity Forum, Assistant Registrar (International & Student Experience)
Review report is available or findings have been minuted.
academic session 2013/14
Impact Assess Policies, procedures & practices relating to Student Records
1 2 5 6 Assistant Registrar (Student Records)/ Equality + Diversity Forum/ Counsellor & Disability Advisor
Impact assessment completed now – Aug 2013
Impact Assess Policies, procedures & practices relating to Secretariat activities
1 Assistant Registrar (Secretariat)/ Equality + Diversity Forum/ Counsellor & Disability Advisor
Impact assessment has/gave been carried out.
now – Aug 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Academic Administration & Support (continued)
WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Impact Assess Policies, procedures & practices relating to Programme Support
1 2 5 6 Assistant Registrar (Programme Support)/ Equality + Diversity Forum Counsellor & Disability Advisor
Impact assessment has/gave been carried out.
now – Aug 2013
Embed Equality & Diversity into the new Space Planning Policy
1 2 5 6 Space Planning Manager/ Equality + Diversity Forum
Equality Impact Assessment has been carried out in relation to the Space Planning Strategy.
now – Aug 2013
Promote the policy to internal and external partners and stakeholders
2 5 6 Space Planning Manager/ Equality + Diversity Forum
Feedback shows increased effectiveness of RCS space usage and overall satisfaction in relation to accessibility issues.
academic session 2013/14
Ensure consultation with disabled community in relation to policy development, kiosk location and software usability.
2 5 6 Space Planning Manager/ Equality + Diversity Forum Counsellor & Disability Advisor
Discussions & outcomes have been minuted.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Marketing & Front of House (FoH) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Marketing & FoH/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Consider embedding alternative formats into existing external advertising practices
1 2 4 5 6 Marketing/ Equality + Diversity Forum
Discussions & outcomes have been minuted.
now- Aug 2013
Ensure availability of advertising material in alternative formats on request
1 2 4 5 6 Marketing/ Equality + Diversity Forum
Availability of advertising material in alternative formats on request.
academic session 2013/14
Consider embedding language interpretation and/or audio description for internal & external events
1 2 4 5 6 Marketing & FoH/ Equality + Diversity Forum
Discussions & outcomes have been minuted.
now- Aug 2013
Impact Assess Policies, procedures & practices relating to Box Office activities
2 5 6 Marketing & Box Office Equality + Diversity Forum
Impact assessment completed now- Aug 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Marketing & Front of House (continued)
WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Impact Assess remaining Policies, procedures & practices relating to FoH activities
2 5 6 Marketing & FoH/ Equality + Diversity Forum
Impact assessment has/gave been carried out.
now- Aug 2013
Embed Equality & Diversity into any review of Marketing Strategy
1 5 6 Marketing/ Equality + Diversity Forum
Equality Impact Assessment has been carried out in relation to the Marketing Strategy.
academic session 2013/14
Consider benefits of E&D specific data collection
5 6 FoH/ Marketing/ Box Office
Discussions & outcomes have been minuted
academic session 2013/14
Promote FoH Venue Accessibility Policy to internal and external partners and stakeholders
6 Marketing/ Principal’s Office/ Short courses
Reduction in complaints about service and venue accessibility. Feedback shows high level of customer satisfaction in this area.
from academic session 2013/14
Ensure future engagement (incl. customer satisfaction surveys & feedback mechanisms) with all relevant groups
6 FoH/ Marketing Feedback is sought and monitored from representatives of all relevant protected groups.
from academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Research & Knowledge Exchange WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Research & KE/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Ensure availability of language interpretation/audio description on request for research events e.g. Exchange talks
all Research & KE/ Equality + Diversity Forum
Language interpretation/audio description is available on request for research events e.g. Exchange talks
academic session 2013/14
Create a full Research Scholarship policy & associated documents
1 3 5 Research and KE/ Students/ Teaching Staff
Research Scholarship policy & associated documents have been created.
academic session 2013/14
Investigate effective E & D data gathering and benchmarking procedures
1 2 5 6 Research and KE/ External bench-markers
Report is available or findings have been minuted.
academic session 2013/14
Maintain confidential records of unsuccessful research applicants (in line with data protection)
1 2 5 6 Research and K/ Research Applicants
Confidential records of unsuccessful research applicants (in line with data protection) are held.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Archives & Information Services WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Archives & Information Services/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Consider the need for an explicit equality and diversity statement in the archives collections policy and redraft as necessary
1 5 Archives & Information Services
Discussions & outcomes have been minuted
academic session 2013/14
Consider formalising reasonable physical access adjustment measures
5 6 Archives & Information Services Counsellor & Disability Advisor
Discussions & outcomes have been minuted.
academic session 2013/14
Update ICT Acceptable Use Policy to include reporting mechanisms for staff & students to highlight inappropriate use of ICT
1 Archives & Information Services
ICT Acceptable Use Policy has been updated.
now – August 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Archives & Information Services (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Reword Archive Access Policy to make explicit that archives are accessible and alternative access arrangements can be made if necessary; consider general wording of policy to move away from generic statements
1 5 6 Archives & Information Services
Archive Access Policy has been reworded.
now – Aug 2013
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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UG & PG Programs WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Schools/ Course Co-ordinators/ Teaching Staff
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Consider inclusion of Learning Outcomes, which imply engagement with E&D issues
2 3 5 6 Schools/ Course Co-ordinators/ Teaching Staff/ Students Counsellor & Disability Advisor
Discussions & outcomes have been minuted.
academic session 2013/14
Increase opportunities to address E&D issues through artistic practice
all Schools/ Course Co-ordinators/ Teaching Staff/ Students
Increase in opportunities to address E&D issues through artistic practice
academic session 2013/14
Create Casting & Role Allocation Policies
1 2 5 6 Schools/ Short courses Casting & Role Allocation Policies are available.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
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Music Planning WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in music planning activities
all SoM Planning Manager
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
academic session 2013/14
Increase collaborations & partnerships with external relevant stakeholders in line with internal strategies
1 2 5 SoM Planning Manager/ Schools
Screening shows increase in collaborations & partnerships with external relevant stakeholders in line with internal strategies
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
28
Junior Conservatoire & Music Centres WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Junior Cons. & Music Centres/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
All future public documents to be quality assessed for consistency.
1 Junior Cons. & Music Centres
Equality Impact Assessments have been carried out in relation to all future public documents.
academic session 2013/14
Ensure availability of alternative formats upon request
1 2 3 5 6 Junior Cons. & Music Centres Counsellor & Disability Advisor
Availability of material in alternative formats on request.
academic session 2013/14
Review internal documents to ensure consistency.
1 Junior Cons. & Music Centres
Consistency in relation to E&D matters across internal documents.
academic session 2013/14
Develop & implement mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures.
1 2 5 Junior Cons. & Music Centres/ HR / Short courses
Mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures has been developed and implemented.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
29
Junior Conservatoire & Music Centres (continued)
WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN Ensure Equality & Diversity Training for all Junior Conservatoire of Music and Music Centre staff
1 2 4 Junior Cons. & Music Centres/ HR
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
academic session 2013/14
Review existing scholarships to reflect RCS standard wording and compliance.
1 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance
Review has been carried out and outcomes minutes.
academic session 2013/14
Clarify guidelines and criteria for each scholarship
1 2 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance
Guidelines & criteria for each scholarship are clear and transparent.
academic session 2013/14
Embed Equality & Diversity impact assessment into any new scholarships and bursaries created within targeted programmes
1 2 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance
Equality Impact Assessments have been carried out in relation to any new scholarships and bursaries created within targeted programmes.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
30
Junior Conservatoire & Short courses WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
all Short courses/ Equality + Diversity Forum
Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
July – Sep 2013
Consider engagement of a researcher to document, monitor & evaluate Solar Bear Project
1 2 3 5 6 Short courses/ Research & KE
Discussion & outcome have been minuted.
now – Aug 2013
Review existing scholarships to reflect RCS standard wording and compliance.
1 Short courses/ Junior Cons. & Music Centres/ Schools/ Research & KE/ Finance
Review has been carried out and outcomes minutes.
academic session 2013/14
Review internal documents to ensure consistency.
1 Short courses Consistency in relation to E&D matters across internal documents.
academic session 2013/14
Develop & implement mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures.
1 2 5 Short courses Junior Cons. & Music Centres/ HR /
Mechanism to ensure staff, if unable to attend meetings, understand and comply with procedures has been developed and implemented.
academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all
31
Junior Conservatoire & Short courses (continued) WHAT EQUALITY OUTCOME(S)* WHO SUCCESS MEASURE WHEN
Ensure Equality & Diversity Training for all Junior Conservatoire of Music and Music Centre staff
1 2 4 Short courses/ HR Screening shows that RCS wide E&D ethos is reflected in the wording of all departmental policies & related documents (EO statement etc.)
academic session 2013/14
Review existing scholarships to reflect RCS standard wording and compliance.
1 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance
Review has been carried out and outcomes minutes.
academic session 2013/14
Clarify guidelines and criteria for each scholarship
1 2 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance
Guidelines & criteria for each scholarship are clear and transparent.
academic session 2013/14
Embed Equality & Diversity impact assessment into any new scholarships and bursaries created within targeted programmes
1 2 Junior Cons. & Music Centres/ Short courses / Schools/ Research & KE/ Finance
Equality Impact Assessments have been carried out in relation to any new scholarships and bursaries created within targeted programmes.
academic session 2013/14
Include Equality & Diversity as standard aspect of project planning process
1 2 3 5 6 Short courses/ Schools Equality & diversity is standard aspect of project planning process and discussions and outcomes minuted.
from academic session 2013/14
* 1 Governance and management 2 Improved/equitable outcomes for students 3 Inclusive curriculum for students 4 Enhanced opportunities for staff career progression 5 Inclusive culture which understands the needs of all students and staff 6 Enhanced access for all