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

Recent progress

  • 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.

Challenges

  • 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