Single Equality Scheme

Date of publication - January 2012

  1. Introduction

    1. We recognise that some groups experience discrimination and we are committed to promoting social justice and to ensuring that all individuals have the opportunity to achieve to their full potential. Challenging discrimination and promoting equality of opportunity lie at the heart of everything we do.

    2. This statement confirms the commitments and objectives outlined in our Single Equality Scheme, our Strategic Plan and our Self Assessment Report. It sets out how The Sheffield College aims to demonstrate compliance with the Equality Duty by publishing relevant, proportionate information and by setting specific measurable equality objectives.

    3. The College aims for the highest level of transparency around equality issues in order to ensure accountability to our students, staff and community.

  2. The College’s Single Equality Scheme

    1. The College’s Single Equality Scheme has been produced in consultation with staff and community groups and seeks to ensure that the College identifies and tackles all forms of discrimination, harassment and victimisation across the full range of its operations. It also states our determination to advance equality of opportunity between groups that might experience discrimination, including all those covered by The Act who share a protected characteristic.

    2. The Single Equality Scheme includes an analysis of the make up of the College’s staff and the student body, the identification of potential issues of discrimination together with targets and specific, measurable actions to address these issues. Potential issues, such as certain groups of minority ethnic students performing less well than other student groups, are stated as objectives. The action plan that addresses each objective is reviewed by the College’s Executive Team and its governing body.

    3. The Single Equality Scheme can be accessed here.

  3. The College’s Self Assessment Report

    1. This document, published annually, includes statistical analysis of the performance of students with regard to their ethnicity, socio-economic status, age and gender. There are specific actions to address issues of under-performance where they are identified. 

  4. The College’s staff

    1. As well as the information contained in the Single Equality Scheme and the Self Assessment Report, further information about the make up of our staffing body can be accessed through the College's Human Resources Team.

  5. Our Equality Objectives

    1. Our objectives around equality and diversity are reviewed annually. The most recent objectives for the Sheffield College are as follows:

      1. Students and teaching and learning:

        1. Reduce the equality gap between BME students and non-BME students from 7% in 2011 to 5% in 2012, 3% on 2013 and 1% in 2014

        2. Reduce the equality gap between adult male students and adult female students from 5% in 2011 to 3% in 2012, 1% in 2013 and 0% in 2014

        3. Ensure information about how equality and diversity are covered and promoted within taught sessions to be collated and analysed to inform policy, training and development.

        4. Systematically identify all vulnerable learners and support those who are identified as vulnerable because they are from a particular background (such as BME or disabled students).

        5. Ensure at least one tutorial for full-time students focuses on equality and diversity issues.

        6. Focus on the delivery of a core Group Tutorial entitlement delivery across the college

        7. Audit the equality and diversity inclusion within schemes of work, lesson plans and teaching, learning and assessment practice through the observation of teaching and learning scheme.

        8. Audit the inclusivity of the College’s web and ICT based content, systems and services.

        9. Extend the range of Distance Learning and On-Line College delivered programmes to enable participation by those currently excluded.

      2. Staff representation

        1. Explore ways of expanding the information collected on staff and students, on a voluntary basis, to include religion and belief, social background and sexual orientation.

        2. Introduce (and reinforce existing) measures to monitor the applications, recruitment, interview, appointment and career progression of staff from different backgrounds by ethnicity, age, gender, disability and sexual orientation.

        3. Introduce (and reinforce existing) measures to monitor the incidents of reported harassment, discrimination or bullying by staff and students from different backgrounds by ethnicity, age, gender, disability and sexual orientation.

        4. Introduce (and reinforce existing) measures to monitor the incidents of disciplinaries of staff and students from different backgrounds by ethnicity, age, gender, disability and sexual orientation.

        5. Raise the awareness of equality and diversity issues amongst all staff through a comprehensive professional development programme.

        6. Train managers in equality and diversity and the competencies and skills required to ensure this agenda is promoted and managed effectively.

        7. Continue to provide opportunities to certain groups of staff who are under-represented to undertake additional, targeted training and development and mentoring (such as the work undertaken with the Network for Black Professional).

        8. Encourage and provide support for the formation and operation of staff representation groups