Equality and diversity as an employer

Staff information and equality and diversity targets

Our equality and diversity data shows our staff profile.

We aim to ensure our equality and diversity targets are meaningful and realistic.

We therefore develop these targets from our current profile of staff, our staff turnover and historical trends. This process has produced challenging but realistic targets for HEFCE, recognising its relatively small size, low turnover and constitution.

Our diversity targets are just one of many measures which help to inform and promote our equality and diversity activity, alongside our broader commitment.

Our targets are (all by March 2013):

• At least 40 per cent of employees at pay bands 10 and above to be women.
• At least 29 per cent of employees at pay bands 1-9 to be men.
• The average annual proportion of disabled employees to be at least 4 per cent.
• The average annual proportion of employees from an ethnic minority to be at least 6 per cent.

Equality and diversity groups

We have an internal Equality and Diversity Steering Group. This steers the planning and implementation of our equality and diversity agenda, ensuring it is central to everything that we do.

The group works with our recognised trades union, Public and Commercial Services Union (PCS), a key partner in tackling discrimination and championing equality and diversity.

Dignity at work

We wish to be an organisation that prioritises the well being of people in an inclusive culture which values diversity and is free from bullying, harassment and discrimination.

Our 'Dignity at Work' policy is designed to support our aims by articulating our approach and outlining how we will deal with issues if they arise.

People strategy

The 'People strategy' contains five aims one of which is the aim to provide people with a healthy, safe working environment in which individuals are treated with respect.

Work-life balance

Employers have recognised that it makes good business sense to provide opportunities for their workforce to achieve a good balance in their lives. This means recognising the value and importance of life outside of work such as family commitments, the role of a carer, religion and belief.

At HEFCE we have gained a Government Beacon Award for our work in this area and have also been commended by the European Foundation for Quality Management (EFQM).

For us, the foundations of 'work-life balance' are trust and respect for others. We recognise that this is the basis for effective people management.

Equal pay audit

The outcomes of our most recent equal pay audit (May 2010) confirmed that there were no significant equal pay issues within our current pay system.

The results of the audit were reported as part of the people report to the Board and were discussed with the union.

Directly after this audit we entered the public sector pay freeze in August 2010 and this will remain until July 2012.

Further information

For more information about staff information and equality and diversity, contact Vanessa Conte, e-mail v.conte@hefce.ac.uk.

Page last updated 31 January 2013