Disability Equality Scheme

Dec 2006 - Dec 2009

Introduction

The College has a well deserved reputation for being inclusive and this was recognised in by the awarding in 2004/ 5 of two AoC Beacons for a) Equality and Diversity particularly DDA and b) Students with Learning Difficulties and/ or Disabilities - The Visual Impaired Unit.
However the College is committed to regularly reviewing and improving all aspects of diversity and the Disability Equality Scheme will play a key role in moving this agenda forward.
The Disability Discrimination Act 2005 identifies six general duties required of the College alongside the specific duty to produce and publish by December 2006 a Disability Equality Scheme. This scheme reflects the ethos of the College and its key policies and procedures which aim to eliminate all forms of discrimination and proactively promote equality and diversity.

Production of the Disability Equality Scheme

The College has developed the scheme over the last twelve months through a process of exhaustive consultation. Recommendations as to how the scheme should be devised were ratified by the College's Equality and Disability Committee under the chair of the Deputy Principal. All staff were invited to attend a series of consultation meetings. Whilst all were welcome it was identified that representation from staff with disabilities or from those who worked with students with disabilities was particularly appreciated. The Student Union Executive and the Additional Learning Support team identified a number of students with a range of disabilities (focus groups for these students had been meeting for some time) and a series of sessions arranged to consult them. The actions for the College in the Scheme represent what staff and students felt needed to be addressed. Many participants recognised that the College had already moved a significant way on the journey of disability equality. When the first draft of the scheme was agreed. This was sent to all the key groups in Brent who represent different disabilities. Although response was limited all comments were taken on board. Feedback from all these groups gave the College the basis to evolve the Scheme as they identified barriers which needed to be addressed. Termly feedback from disabled staff and students will continue to be sought from the date of the adoption of the Scheme.

Leadership and Management

The Executive see promotion of equality and diversity as a core value for the College and is proud of its reputation with students, staff and visitors as an inclusive and enhancing environment. All managers currently identify progress on their annual implementation plan of the Race Equality Scheme and the same will be expected to take place with the Disability Equality Scheme. Equality Champions promote and monitor all aspects of equality. Already there has been a whole College staff development event promoting the changes of the DDA 2005 and this constant pattern of updating and training will continue in a structured and targeted way. College managers are briefed on their role in ensuring the Scheme's implementation.

Impact Assessments

There is an agreed programme of impact assessments overseen by the Equality and Diversity Committee. The scheme itself will be subject to the same scrutiny and amended/updated as necessary. The Equality & Diversity Manager has this as a key part of her job.

Promotion and Implementation of the Disability Equality Scheme

The scheme will be published on the staff and student intranet as well as being produced in a variety of formats to suit people with a range of disabilities. In addition hard copies will be sent to all Governors and key external agencies in Brent who are stakeholders or interested parties. A special version will also be available for students with learning difficulties and disabilities. References to the Scheme will appear in key College documents such as the College prospectus.

Monitoring and Evaluation

A progress report on the Scheme will be a standing item on the termly Equality & Diversity Meeting agenda and an annual review which highlights monitoring and impact will feature on the Corporation Meeting and Student Service Meeting agendas.


Disability Equality Scheme Action Plan December 2006 - December 2009

Year 1: December 06 - December 07      Year 2: December 07 - December 08      Year 3: December 08 - December 09

General Duty

College Action

Who

Year

Milestones / PI

Impact
1. Promote equality of opportunity between disabled people and other people Staff
1.1 Raise profile of existing resources and support for individuals delivering to students with disabilities by placing advice and support organisations on staff intranet. 		HoS
Learning Support
Equal and Diversity Manager 		Y1 April 07 1.1
Monitor use of page
Update termly 		 
1.2 Introduce a confidential log of staff with disabilities encouraging as many staff as possible to feel confident about disclosure. (see link to 3.1) Personnel Equality Champ
Equal and Diversity Manager Support 		Y1 March 07 1.2
  • Appropriate communication to all staff
  • Briefing for all Equality Champions
  • Database with safeguards established
  • Greater number of staff with disabilities identified
 
1.3 Consult staff who have identified themselves with a disability about a programme of staff awareness and training programme for all staff. Prof Dev Man Equal and Diversity Manager  Y1 June 07 and every year from then on 1.3
Template for training and awareness raising agreed Included as part of new staff induction Systematic targeting of training for all staff Raised awareness and greater understanding by all staff 		 
1.4 Ensure at least one event in the Celebrating Diversity programme focuses on disability. Equal and Diversity Manager  Y1 and every year 1.4 Students across the College have greater understanding  
1.5 Raise the profile of existing College provision eg: Learning Support, use of different formats for learning materials. HoS Learning Support with Marketing Manager Y1 May each year 1.5
  • All staff and students fully understand policies and procedures as well as available support for students with a disability
  • All students additional learning needs identified within 3 weeks of enrolment
  
1.6 Improve signs and procedures for people with disabilities – signs in lifts, car parking procedures for people with disabilities more rigorously promoted and enforced, desk heights at reception, etc Equal and Diversity Manager Health and Safety Officer Y1 January Y2 Y3 1.6
  • Audit of signs and procedures undertaken and changes implemented as soon as practically possible. Report to spring term Equality and Diversity Committee
  • Review recommendations from Access audit and determine therefore a cost of further modification
  • Priorities implemented by end of academic year annual review undertaken
  
2. Eliminate discrimination that is unlawful under DDA Eliminate harassment of disabled people that is related to their disability 2.1
Revise all existing policies after relevant consultation to ensure they include impact measures and scheduled monitoring. 		Y1 June and every year following Equal and Diversity Manager 2.1
Equality and Diversity Committee receives programme of policies with impact monitoring 		 
2.2 
Ensure Equality Champions are fully aware of legislation and actively promote their role re diversity to staff and students. 		Y1 March and every Year following Equal and Diversity Manager 2.2 
Training programme for Equality Champions delivered annually and for any new Champion

  • Equality Champions undertake accredited training
  • Recruit an Equality Champion with a disability
 
2.3 Raise mental health awareness for all staff Requirement for everyone to undertake training. Y1 March and annually Prof Development Equal and Diversity Manager Mental Health awareness programme delivered to all staff resulting in improved staff confidence and student service  
3. Promote positive attitudes towards disabled persons Staff
3.1 Establish a named person in Personnel who is trained to support staff with disabilities. 		Y1
Jan 07
Ongoing action across all 3 years 		HR Manager 3.1
  • Champion identified and trained
  • Delivers action in 1.2
  • Improved confidence of staff with disabilities Greater disclosure as a result.
  • More practical support implemented as needs identified
  
Staff and Students
3.2 Use positive role models in a promotion campaign on posters and intranet to raise profile. 		Y1
March 07
Then annually over 3 years 		Equal and Diversity Manager 3.2
  • Posters, photographs, images available across College
  • Students with disabilities participating in producing promotion
  • Improved perception particularly in curriculum areas where currently few students with disabilities are identified.
  • Every scheme of work addresses issues of disability
  
3.3
Celebrate or launch the success of areas of the College which target students with a disability eg: Visual Impaired Unit. 		Y1
June 07
and every year 		Equal and Diversity Manager and relevant HoS 3.3
  • Article in College staff magazine twice a year about disability celebration
  • One article a year in local press which celebrates a success for these areas
  • Students with disabilities involved and consulted about future events
  
4. Encourage participation by disabled people in public life 4.1
Introduce a forum event annually with representatives from local organisations who support people with disabilities. 		Y2 Jan 08 Equal and Diversity Manager 4.1
  • Feasibility explored during year one and implemented in year 2 and 3 following recommendation of Equal and Diversity Committee
  
4.2
Continue with the focus groups for students with disabilities but raise profile. 		Y1 Feb and then termly for 3 years HoS
Learning Support
SU Exec 		4.2
  • Training for facilitation who are SU executive members
  • Feedback from focus groups fed into impact monitoring
  • Annual report to Student Services Committee
  
4.3
Either special careers/ employment day for students with disabilities or stand/ activity at the annual event. 		Y2 + Y3 Work Exp Coordinator 4.3
  • Work Experience Coordinator to monitor impact if any students with disabilities on work exp.
  • Focussed stall or event at cross College days/ faculty employability events

  
5. Take steps to meet disabled people’s needs even if this requires more favourable treatment Staff
5.1
Continue to improve monitoring of recruitment processes for staff with disabilities. 		Y1 Feb and Annually For Y2 + Y3 HR Manager Personnel Champion 5.1 Monitoring reports to Governors’ Standards Committee Actions. Followed up as necessary.  
Staff and Students
5.2
Ensure all aspects of Scheme are reported to Equality and Diversity Committee for action. 		Y1 April and annually Equal and Diversity Manager 5.2 Effective monitoring reports which identify impact and areas to be addressed.  
5.3 Accessible doors.
Many of the College’s existing doors are too heavy for wheel chair users or people on crutches. 		Y1 and ongoing Estates Finance 5.3 Programme of possible replacement targeting most problematic first. Resources to be identified.  
5.4 Better consultation with disabled staff and students before major building works undertaken. Recent changes have negatively impacted on some staff with disabilities. Y1 February ongoing Estates E/D Manager 5.4
  • Specific action point on each significant accommodation/estates action plan to monitor impact on people with disabilities and consult before implementation.
  • Equality and Diversity Manager to monitor if actions being implemented.
  
5.5 Named person or process for cataloguing and communicating materials for a range of disabilities. Y1 March on going HoS Learning Support Head ILT 5.5.
  • Web page established on College staff intranet HoS to manage ILT to support and keep up to date.
  • Review of usage and effectiveness undertaken termly.
  
5.6 Examination Boards do not consider implications for disabled people.Named person in Examination Team to remind Boards of implications of their actions. Y1 March Exam Officer 5.6
  • Training for a member of Examination Team and added to the relevant staff’s job description.
  • Report on progress given annually to Equality and Diversity Committee.
  
5.7 Transport – None of the College vehicles has a tail lift for wheelchairs. This to be reviewed. Y1 June Estates/ Finance 5.7
Cost to be provided and money sought to implement from external funding.