Equality, Diversity and Inclusivity Statement

Individuals from different cultures, perspectives and experiences are at the heart of Bradford College.

At Bradford College we are guided by our values in everything we do, and recognise that being a diverse and exclusive College helps us fulfil our responsibility to make a difference in transforming the lives of our students. We seek to develop a College environment where we treat all students, staff and stakeholders as individuals, fairly and in a consistent way. We work within the spirit and the practice of the Equality Act 2010 by promoting a culture of respect and dignity and actively challenging discrimination, should it ever arise. We will remove unnecessary barriers for all our students and staff through appropriate education, training and development.

We will continue to support our students, staff, Managers and Leaders to demonstrate the principals of equality, diversity and inclusion in their everyday activities.

In line with the Equality Act 2010:

  • In January 2012 the College published its Single Equality Scheme on the College website titled Equality and Diversity Position Report.
  • In April 2012 the College published its Equality Objectives on the College Website. These objectives, as a minimum, must be reviewed and progress published every 4 years.
  • In March 2016 the College reviewed its Equality Objectives. The College has achieved Objective 2 and 6, made positive progress on Objective 4 and remained in the same position with Objectives 1, 3 and 5:
  • In July 2016 the College has reviewed and updated its Equality Strategy. The updated strategy identified 4 key priorities which have been developed in to 20 indicative actions. These actions will emphasise our efforts over the next four years on some of the important equality issues facing the college, and those that will have the greatest impact on students, staff and external stakeholders
Equality and Diversity ObjectiveCollege AreaDate For CompletionProgress
1. To be recognised as one of the top 100 employers in the Stonewall Equality Index.Head of Student Services/People Services DirectorAugust 2019The College has worked with Stonewall to improve its score in the Stonewall Equality Index. Progress against this is monitored through the Equality & Diversity Committee. The first College entry to the Workplace was in 2015 and we were ranked at 324. In 2016 the College did not submit an entry. In 2017 the college was ranked 290, demonstrating a significant improvement. College has submitted an entry for the 2018 index and we are confident that our ranking will be improved.
2. Track, monitor and report on staff take up of training by all 9 protected characteristics; reports to be provided to the Equality and Diversity Committee as part of the overall Staff Development report.People Services DirectorNovember 2015Achieved - From Summer 2015 all training recorded on the HR System can be reported on the protected characteristics data held on staff.
3. To conduct a  gender pay report in September/October 2015People Services DirectorNovember 2016This has been progressed by the newly appointed People Services Director and we have now published the College's Gender Pay Gap report. As of November 2017 the College has a gender pay gap of 6% (against a national average of 20%). A break down by grade shows we have as many grades with women paid more than men as the other way round. The College now has monthly meetings with the Unions re Equality and we are exploring the reasons for the gap.
4. No discernible gaps in achievement of success by students by any protected characteristic.Equality & Diversity Co-ordinatorSeptember 2015Reported on and reviewed annually by the Equality and Diversity Committee, standard agenda item. Also to be monitored through the Senior Leadership Team. Success Rates are improving for most students. Rates by ethnicity show good improvements and trends, with less than 3% gaps between the different ethnic groups. Pakistani learners, the second largest ethnic group, improved their performance by 4% on the previous year but remain at 2% below the White ethnic group. Gender rates show a slight narrowing of the gap between male and female but with both improving. The gender gap has reduced significantly since 2014/15, although the females still perform 6% higher than the male cohort. The achievement rate of learners with a difficulty or disability has improved, with those with a disability just 1% below those without.
In Higher Education ethnicity remains very mixed with the numbers of black students increasing slightly last year and the numbers of white students decreasing. We are mindful of the need to support white males into HE and are addressing this challenge. We have a larger than average proportion of students who have a declared learning disability in HE and the students continue to access support.  As a result their achievements are comparable to their non-disabled cohort.
5. 90% of staff and students to report they feel respected in college.People Services Director/ Deputy ProvostSeptember 2016The % of staff who reported believing the College promotes equality of opportunity in the 2017 Staff Survey is 70% (+9 on 2016). The 2018 Staff Survey will include a question regarding feeling respected.
2014/15 93% students reported that they felt respected in college (This was 3% below the national average).
2015/16 90% students reported that they felt respected in college (this was 3% below the national average).
6. Minimum of 3 activities per month to raise awareness of and celebrate diversity.Diversity PLUS CoordinatorJuly 2015Achieved – Over 150 activities took place in 2016/17 with c7,000 participants. This is regularly reported upon to the Equality and Diversity Committee. The Diversity PLUS calendar of events is on Moodle.

Further actions

All 6 Equality Objectives are carried forward and added to the indicative actions under the updated Equality Strategy and Action Plan.