Objective 4: To consider how we increase appointment levels of staff from ethnic minority and disabled backgrounds
Key performance indicator(s)
- To further investigate and consider relative appointment levels of ethnic minority and disabled staff at all levels and where appropriate, identify actions steps for improvemen
Senior Accountable Executive
- Director of People Services
- Ethnic Minority Network Group established.
- Access and Disability Network Group established.
- Dedicated recruitment resources on web for disabled staff to encourage disclosure.
- Decreased number of unknown staff disabilities. Reduced from 6.67% (2008/09) to 4.22% (2010/11).
- Recruitment training module enhanced to consider equality aspects in recruitment.
- Ranked 1st in 2009/10 for highest overall ethnic minority population compared to 15 other comparator universities (source Heidi equality) reported at 25.39%.
- Ranked 2nd in 2008/09 for highest overall ethnic minority population compared to 15 other comparator universities (source Heidi Equality) reported at 24.65%.
- Launch of new Disability Staff Advisory Service within the Disability and Dyslexia Service (academic year 2011/12).
- Successful renewal year on year for ‘Positive about Disabled People’ symbol since 2003.
- Encouraging managers to recruit talent from all backgrounds and at all levels.
Our approach ‘going forward’
- Placing generic positive action adverts in diverse publications e.g. The Voice, Asian Times and Disability News.
- Continual monitoring of equality data, with the aim of focussing on Schools and/or Departments with established trends/reduction of staff recruited from ethnic minority and disabled backgrounds and identifying actual steps for improvement.
- Continually review recruitment process and training.
- Continual promotion of Access to Work facilities and the Disability Symbol.
- Establishing diverse role models at Brunel.
Page last updated: Wednesday 06 June 2012