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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

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 1^st 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.

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.