Gender Equality Plan

Description of public document for GEP

The GEP should be a formal document signed by the top management and disseminated within the institution. It should demonstrate a commitment to gender equality, set clear goals and detailed actions and measures to achieve them. 

Our evidence of the public document for GEP

Our Athena SWAN Bronze Institutional (2023) submission has been endorsed by the Vice-Chancellor, Board and wider Senior Leadership Team. More information about Athena Swan institutional and faculty awards can be found on our Athena SWAN page.

Description of dedicated resources for GEP

Resources for the design, implementation and monitoring of GEPs may include funding for specific positions such as equality officers or gender equality teams. Resources also include earmarked working time for academic, management and administrative staff.

Our evidence of dedicated resources for GEP

• Athena SWAN Self-Assessment Team (SAT): Both co-chairs have 0.2FTE to work on the Athena SWAN submission and implementation. The SAT will meet monthly during a submission and then evolve into an implementation group following submission in Autumn 2022.
• Equality, Diversity & Inclusion (EDI) Committee: Following a review of our EDI Governance structures, the EDI Committee will meet at least quarterly. Within its terms of reference, the EDI committee has explicit responsibility for the monitoring of our equality and diversity commitments.
• EDI Partners: We have two full time staff responsible for supporting the monitoring and implementation of our EDI commitments.
• Senior Leadership Team (SLT) Sponsor: We have a ‘SLT Sponsor: Gender Equality’, who has oversight of the implementation and accountability of our gender-related commitment. Currently this is Chief Financial Officer Caroline Harries. 

Description of data collection and monitoring for GEP

GEPs must be evidence-based and founded on sex or gender-disaggregated baseline data collected across all staff categories. This data should inform the GEP's objectives and targets, indicators and ongoing evaluation of progress.

Our evidence of data collection and monitoring for GEP

We have sex and gender-disaggregated data available. Response rates from staff and students are at/near 100% due to these being compulsory fields. 

The data is available to all staff via our Data Insights dashboards. It is used in all diversity and inclusion decision making. 

Our Charter Mark submissions and key projects can also request additional data beyond the dashboard. Having access to additional data gives a more detailed and intersectional view to inform decisions and impact monitoring.

Description of training and capacity building for GEP

Actions may include developing gender competence and tackling unconscious gender bias among staff, leaders and decision-makers, establishing working groups dedicated to specific topics, and raising awareness through workshops and communication activities.

Evidence of training and capacity building for GEP

Kingston University has an established and evolving learning and development offer to staff. This offer is coupled with an ever-improving communications and campaigns programme.

Our training includes:  

• Diversity in the workplace module (mandatory)
• Equality Essentials module (mandatory)
• Managing Diverse Teams (recommended)
• EDI Learning & Development Hub (a staff-facing page with learning resources across our EDI streams, including Gender Equality)

Our communication includes:

• Women's History Month
• LGBT+ History Month
• Campaigns Committee (an internal committee for formulating campaigns to staff and students; gender equality is 1/5 streams of focus)

Our recruitment initiatives include:

• Comprehensive review of our recruitment policies and practices
• Athena SWAN submissions analyse training and development with associated actions

Our research includes:

• We participated in the Research Excellence Framework (REF), a national exercise assessing the impact of gender in research. The findings have been used to develop institutional responses and deliver the commitment for an inclusive researcher community
• LTEC is a dedicated department working to upskill our educators and researchers including our inclusive curriculum and research design

Our initiatives to tackle violence and harassment include:

• A recent review of our Bullying and Harassment Policy and Procedures