Objective

Achieve a staff profile that reflects the student population and therefore provides the best experiences for our learners and staff.

Why

Our student population tends to comprise around 35% BAME students. Our staff profile is currently at 19%.

We will do the following:

• Do more to publicise through our website our student and staff profile (to challenge the view of Solihull and Stratford College campuses)
• Promote the benefits of working at the College
• Talking heads promotions of current staff and students

Objective

Achieve a profile at leadership and management level that reflects the current staff profile, and then the student profile.

Why

Our staff profile is currently at 19.34% BAME, our mgmt profile at 12.50%.

Our gender pay gap can be attributed to a lower proportion of female staff in the upper quartile than in the other three quartiles.

We will do the following:

• Sponsorship and monitoring schemes for staff.
• Recruit to senior posts through BLG affiliated recruitment companies.
• Analysis of recruitment data from application through shortlisting to appointment.
• Anonymised applications.
• Further exploration of any barriers to women being appointed to management posts.

Objective

Take positive action to address the under-representation of black apprentices.

Why

The national regional and College profile of apprentices shows a stark under representation of black learners compared to other provision types.

We will do the following:

• Work proactively with employers and challenge where we feel there is racial bias.
• Actively market positive role models to employers and potential new apprentices.
• Work collaboratively with Colleges West Midlands on the project to increase the number of black apprentices.

Objective

Review the FE curriculum and our teaching approaches to ensure learning reflects contemporary British values, the influence of colonial history on society and recognises the positive contribution BAME people have made and continue to make.

Why

We need to meet the challenge in securing the inclusion of Black, Asian and minority ethnic themes and experiences across the curriculum.

We will do the following:

• Creation of an anti-racist curriculum model, focusing on:
  • Attributes for anti-racist
  • Cultural celebrations
  • Cultural norms/awareness
• Re-design curriculum to model through workshops .
• Develop a ‘Quick-to-Act’ Curriculum, in which we provide space each week to discuss emerging events and check that issues are balanced and include race-related themes.

Objective

To ensure that anti-racism and anti-discrimination is central to our CPD.

Why

To achieve a fully inclusive learning environment, staff need to be equipped to deal with issues, particularly around race and race equality, and more widely, inclusivity.

We will do the following:

• Briefing staff on our journey to advance anti-racism at Stratford-upon-Avon College (and merger partner Solihull College & University Centre).
• Governor awareness and development on inclusivity.
• Staff awareness and training on anti-racism, including language.
• Creating anti-racism champions.
• Training curriculum staff to be confident in delivering mainstream curriculum and tutorials and assessing the effectiveness of the training through learning walks.
• To work through the findings and recommendations of the Leaders Unlocked action plan of racial justice.

Objective

To further develop a College environment that is safe, inclusive and encourages all staff and students to bring their whole self to College, with a particular focus on LGBT+ students.

Why

Anecdotally, through feedback from our Pride group, we are aware that students may be reluctant to be honest at enrolment about sexual orientation.

We will do the following:

• Provide the opportunity for students to revisit their personal data in year whilst at College.
• Publicise to potential and existing applicants the inclusivity of the College, our Rainbow Flag award and the work of the student Pride group.
• To achieve re-accreditation of the Rainbow Flag Award.
• To provide a safe space for students to talk about sexuality and other sensitive issues and to ensure students are provide with appropriate support.
• Understanding, through the College West Midlands project on racial equality, how mixed heritage learners are engaged with and how we can support a sense of identity.

Objective

Further develop cultural awareness

Why

Research project commissioned by the College recommended more opportunities for staff to engage with and celebrate other cultures. The College has seen the value of events for students in advancing inclusivity and diversity.

We will do the following:

• Senior Sponsors for our staff networks
• Cultural and other awareness events for staff (including TED talks)
• To work through the findings and recommendations of the Leaders Unlocked action plan of racial justice.