Equality and diversity and HEFCW's role with the
sector
HEFCW deals with an array of policy initiatives related to higher education (HE) and has wide-ranging interactions with public and private bodies, both within Wales and more widely. It is important that our Equality Scheme reflects that role, the relevant legislation and the need to work closely with the HE sector in Wales.
We are committed to meeting our obligations under the legislation, and work closely with the HE sector to develop and disseminate good practice. We are also committed to making equality a core issue in developing and implementing policies and services, and evaluating and refining those approaches to advance the equality agenda, including matters related to the employing institutions’ and our own staff.
We will work together with institutions to achieve the:- employment of staff, including at senior level, and increased participation in HE from under-represented groups
- continued development of support systems for staff and students, including policies and procedures on discrimination and harassment
- establishment of base line information about the current recruitment position and setting targets for improvement
- development of human resources strategies which include consideration of equal opportunities issues
Further action for the HE sector, grouped under our strategic aims, include:
Our work on widening access is designed to support the HE sector to increase the recruitment and retention of students from groups under-represented in higher education. We provide funding to institutions for pre-entry initiatives and aspiration-raising, as well as for student support for applicants from non-traditional backgrounds once enrolled. In addition, we fund four regional ‘Reaching Wider’ partnerships which encourage collaboration between HE institutions and other bodies.
All students expect the highest quality learning and related support. However, there may be particular areas of learning and teaching which impact adversely on particular groups. Institutions will be required to consider this as part of the review of their learning and teaching strategies. Part of this action will depend upon appropriate role models and support mechanisms to be introduced. These may, or may not, be similar to those required in a widening access context.
HEFCW’s research funding method is currently considered to be of low relevance overall with regards to equality. However, issues regarding equality have been taken into account in the review of research assessment, where these arise from the wide consultation which has already taken place. In addition, matters relating to building research capacity and support for postgraduate students need to take account of the equality dimension.
We expect all institutions to pay due regard to this agenda and associated legislation in preparing their third mission strategies. HE institutions need to take account of equality-related issues a range of third mission areas, including: services to business; skills and employability; and entrepreneurship and community/cultural engagements. They are also encouraged to consider equality when developing links with the Sector Skills Councils in Wales and in their participation in HEFCW’s GO Wales initiative.
Recruitment of teacher trainees has been challenging in some secondary subject areas in recent years, and recruitment of males into primary education has been even more so. This is essential provide effective role models in schools – both male and female. HEFCW has commissioned work to look at good practice in this area, and lessons are being learned from this work. We will continue to encourage institutions to ensure that the make-up of their course cohorts reflects the populations and schools that they serve. HEFCW will work with partners to improve recruitment, including with the sector Education Workforce Recruitment Forum Wales.
In our role in monitoring HE institution's performance and effectiveness, we are concerned to ensure, as a minimum, that institutions are meeting their statutory obligations. We are also keen to encourage institutions to build equal opportunities into their human resources (HR) practices. Although responsibility for the effective implementation of equality duties cannot lie with one individual or team alone, we have identified equal opportunities as a specific feature of HR strategies, and will encourage institutions to consider gender equality matters in all HR functions.
HEFCW's Senior Equality and Diversity Manager provides advice and guidance to higher education institutions (HEIs) on their duties towards disabled students and staff, and for equality and diversity more generally. The post also supports HEIs in directing their funding effectively, fosters the development and dissemination of good practice and innovation in equality and diversity and contributes to sector development and HEFCW policy on equality and diversity in higher education.
We also fund the Equality Challenge Unit (ECU), which supports the HE sector in its mission to realise the potential of all staff and students whatever their race, gender, disability, sexual orientation, religion or age. The ECU was established in 2001 to promote equality for staff employed in the HE sector and expanded its role in 2006 to cover equality and diversity issues for students. The ECU is funded by Universities UK, GuildHE, the Higher Education Funding Council for England, HEFCW and the Department for Employment and Learning in Northern Ireland. The Scottish Funding Council funds the ECU to collaborate with Equality Forward in Scotland.
