What is the background and policy context?
The SFC has recently published its Gender Action Plan and 2017-21 Equality Outcomes. Both reference gender equality as it relates to career progression:
These actions are closely aligned with ECU’s intended outcomes in Scotland and are reflected in institutional priorities and commitments as documented, for example, in outcome agreements and specific duties reporting.
What is happening?
In the context described above ECU and CDN will facilitate and participate in a conversation between key individuals and groups to explore initial ideas, discuss current evidence and make recommendations as to how staff career progression as related to gender equality issues can be enhanced, supported and encouraged.
Evidence gathering:
Attendees are encouraged to gather appropriate evidence and feedback from colleagues, such as equality and diversity leads, HR staff and GAP leads (where these functions are separate from CLG contacts) on the question above.
We advise feedback is gathered in the way deemed most appropriate at the institution. Bringing together perspectives from all staff, in particular those who experience barriers and/or support first hand will be very informative. However, given the timescale it may be most convenient to summarise experiences via input from institutional equality and diversity activity and from information already available such as specific duties reports and other E&D reports.
The SFC has recently published its Gender Action Plan and 2017-21 Equality Outcomes. Both reference gender equality as it relates to career progression:
- SFC’s Gender Action Plan includes an action (strategic aim #14) ‘to enhance career progression for female staff in colleges and universities’. This action says that with ‘colleges, this will build on the work we are supporting through the ECU looking at staff equalities’. Please click here for more information. (p37)
- SFC’s second equality outcome for 2017-2021 is ‘Understand the diversity of college staff, management and governing bodies leading to specific recommendations and guidance for Colleges in AY 2019-20. (which can be partially achieved through GAP activities). Please click here for more information.
These actions are closely aligned with ECU’s intended outcomes in Scotland and are reflected in institutional priorities and commitments as documented, for example, in outcome agreements and specific duties reporting.
What is happening?
In the context described above ECU and CDN will facilitate and participate in a conversation between key individuals and groups to explore initial ideas, discuss current evidence and make recommendations as to how staff career progression as related to gender equality issues can be enhanced, supported and encouraged.
Evidence gathering:
Attendees are encouraged to gather appropriate evidence and feedback from colleagues, such as equality and diversity leads, HR staff and GAP leads (where these functions are separate from CLG contacts) on the question above.
We advise feedback is gathered in the way deemed most appropriate at the institution. Bringing together perspectives from all staff, in particular those who experience barriers and/or support first hand will be very informative. However, given the timescale it may be most convenient to summarise experiences via input from institutional equality and diversity activity and from information already available such as specific duties reports and other E&D reports.
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