Read our action plan.

The Equality and Diversity group have developed an action plan which sits along-side our three year plan. The action plan sets out our intentions for the group and what we hope to achieve for the profession. We also aim to keep this document updated as additional actions or information becomes available

CIfA Equality and Diversity Group: Our Action Plan in Summary

Committee meetings

We aim to hold 3 meetings a year, to be attached to a CPD workshop.

Membership/Appointments

  • We are in the process of developing and implementing a recruitment strategy for CIfA and non CIfA members.
  • We have appointed an expert advisor to the committee advise on our understanding of the Equality Act in the profession and heritage more broadly.

Events

  • An AGM, to be held every autumn.
  • A CIfA conference session in 2016 and more planned in future years.
  • We will hold an annual CPD workshop for all group members.
  • We will develop a portable “pop up” workshop on implementing the Equality and Diversity Act and deliver in different workplaces around the country.

Communications and publicity

  • We will create a bi-annual Newsletter for all group members.
  • We will maintain an active social media profile, and blog regularly on our website.
  • We will develop our website to be an online hub of links to organisations, to show best practice and to relevant guidance documents.
  • We are in the process of creating promotional materials for the group.

Research

  • We will measure the impact of the group.
  • We will scrutinise and advise on CIfA’s own practice.
  • We will understand comparative data on Equality and Diversity from other professional bodies.
  • Committee members will pursue personal research into relevant areas.

Activism and initiatives

  • We will take direct individual action in our own practice.
  • We are in the process of responding to the current profession-wide bullying and whistleblowing concerns, with a focus on equality and diversity elements of this.
  • We will set up Athena SWAN style recognition of good practice in equality and diversity in ROs.
  • We will encourage reform of the RO system to recognise more than minimum in terms of equality.
  • We will explore the possibilities for equality and diversity related mentoring.
  • We will develop CPD online kit/distance learning on Equality and Diversity.
  • We are in the process of lobbying the profession for awards supporting equality and diversity.
  • We aim to connect with and influence other organisations.

 

CIfA Equality and Diversity Group: Our Action Plan in full

CIfA Equality and Diversity Group – (3 Year) Action Plan, 2016-2019

Period of three year plan: April 2016 – April 2019

Date plan adopted (at AGM): To be adopted at 2016 AGM

Current membership: CIfA members – TBC at 2016 AGM

Non CIfA members – TBC at 2016 AGM

Summary of action

Details of action

How will we evaluate/measure/outcomes?

Timescale

Person(s) to lead

  1. Committee Meetings

1.1

Spring Meeting

To be held every year, and to be attached to a CPD workshop – see below

Outcome: Meeting held, minutes recorded and lodged on website

To be held every year

Chair and Secretary to organise dates, venues, agenda and minutes

1.2

Summer Meeting

To be held every year, and to be attached to a CPD workshop – see below

Outcome: Meeting held, minutes recorded and lodged on website

To be held every year

Chair and Secretary to organise dates, venues, agenda and minutes

1.3

Winter Meeting

To be held every year, and to be attached to a CPD workshop – see below

Outcome: Meeting held, minutes recorded and lodged on website

To be held every year

Chair and Secretary to organise dates, venues, agenda and minutes

  1. Membership/Appointments

2.1

Recruitment (CIfA and non-CIfA members)

To develop a recruitment strategy document

Outcome: A recruitment strategy document

In 2016

Committee

2.2

Recruitment (CIfA and non-CIfA members)

To implement recruitment strategy

Evaluate by monitoring membership numbers and reporting on them annually at AGM

Outcome: develop recruitment strategy document depending on changes in recruitment numbers over time

From 2017

Committee

2.3

Appoint an expert advisor to the committee

Appoint a (potentially non-CIfA) expert advisor to the committee advise on our understanding of the Equality Act

Outcomes: Better committee understanding of the Equality Act and its implementation in Heritage

Appoint advisor in 2016 and review annually

Committee

  1. Events

3.1

AGM every autumn

To be held every year, tied in with CIfA’s AGM

Outcome: Meeting held, minutes recorded and lodged on website

To be held every year

Chair and Secretary to organise dates, venues, agenda and minutes

3.2

CIfA conference session 2016

“Equality in Context” session, Leicester 2016

Outcome: Session, feedback

April 2016

SM and CP

3.3

CIfA conference session 2017

To decide at summer committee meeting 2016 whether a session will be organised for 2017

Outcome: Session, or decision not to have session

Summer 2016

Committee to lead initial decision making

3.4

CIfA conference session 2018

To decide at summer committee meeting 2017 whether a session will be organised for 2018

Outcome: Session, or decision not to have session

Summer 2017

Committee to lead initial decision making

3.5

CIfA conference session 2019

To decide at summer committee meeting 2018 whether a session will be organised for 2019

Outcome: Session, or decision not to have session

Summer 2018

Committee to lead initial decision making

3.6

CPD workshops for committee

To invite representatives from other groups working in the field of Equality and Diversity to provide training and advice on key areas e.g. Prospect, Historic England Social Inclusion Team, WISE/Athena Swan

Outcome: Committee develop knowledge, this informs inititatives such as pop up workshop and events such as CPD events and conference sessions, and helps to develop web resource hub

To be held at every committee meeting

Committee members to take turns in organising a speaker

3.7

CPD workshop(s) for whole group

At least one a year – ideally shared with another SIG

Suggested Topics:

  • Dealing with discrimination as it happens
  • Understanding and Implementing the Equality Act
  • gender equality, race issues, disability and mental illness etc.

Where possible invite representatives from other groups working in the field of Equality and Diversity who we want to connect with such as BWA, SALON, FAME, HES etc so they can talk about their work, networks and resources and provide best practice examples.

Workshops and conference sessions will need to address three different groups (overlap between groups):

  • Those directly experiencing or have directly experienced discrimination
  • Those unaware of the issues but potentially sympathetic
  • Those who are neither sympathetic nor unsympathetic but may require demonstration of the ‘value’ or ‘benefits’ of engaging.

Outcome: Workshop each year, feedback on session from paricipants

One workshop each autumn

Committee to lead initial decision making – individual or teams of committee members then to take the lead on organising each annual workshop

3.8

Programme of travelling CPD workshops

Create a smaller portable “pop up” workshop on implementing the Equality and Diversity Act and deliver in different workplaces around the country – Ros to sponsor and host

As part of development, explore whether CIfA has extra funds for travel to cover this, and also decide how many workshops should be delivered each year (amend action plan when we know), also talk to Archives Group who developed a similar travelling workshop succesfully

Use workshops as a way in to starting a dialogue to talking to ROs about an aspirational Athena Swan style system.

Deliver workshops, get feedback from participants both at workshop and in the long term through questionnaires (e.g. did you feel this workshop changed/impacted upon practice in your workplace).

Continue to develop workshop over time based on feedback.

Develop Athena Swan style system

2017: Develop pop up workshop

2018 – 2019: Deliver workshops

Committee to lead initial decision making, then individual or team of committee members to take the lead on developing the workshop, then to divide the delivery of each workshop between committee

  1. Communications and Publicity

4.1

Newsletter

(how many & when)

Create a bi-annual newsletter for members to report on our actions and publicise events

Production of newlestter, feedback on content from our members

Roughly one in winter and on summer

Committee to share the task on a rota basis

4.2

Social media (LinkedIn/ twitter/ facebook)

Maintain an active social media profile

Outcomes: Lots of activity on our social media! Assess by thing like number of likes on FB, number of followers on Twitter

Ongoing

Communications Officers (EP and CP) to lead but all committee to engage

4.3

CIfA Website

Make sure that this is up to date, is a repository for minutes of our meetings and newsletters and links to our own website

Outcome: Up to date CIfA website. Evaluate through member survey perhaps in 2018?

Communications Officers (EP and CP)

4.4

Our own website

Host our blog (see next point) , keep up to date with minutes of our meetings and newsletters

Develop this to be an online hub of links to organisations, to show best practice and to relevant guidance documents.

Outcome: Up to date own website. Evaluate through member survey perhaps in 2018?

2016: set up website

2017: start to develop hub

2018, 2019: continue to develop and update hub

Communications Officers (EP and CP)

4.5

Blog

Minimum 6 entries a year (one every couple of months) ideally connected with events and showcasing development of inititiatives

Evaluate through user member survey in 2018

Ongoing

Lead by Communications Officers (EP and CP) BUT all committee to provide content

4.6

Group banner

For use at conference and events

Creation of banner

Create in 2016

Evaluate on ongoing basis to see if we need to update

Committee

4.7

Group postcard

For use at conference and events

Creation of postcard

Create in 2016

Evaluate on ongoing basis to see if we need to update

Committee

4.8

Group leaflet

For use at conference and events

Creation of leaflet

Create in 2017

Evaluate on ongoing basis to see if we need to update

Committee

4.9

Group poster

For use at conference and events

Creation of poster

Create in 2017

Evaluate on ongoing basis to see if we need to update

Committee

  1. Research

5.1

Measuring the impact of the group

Group to develop a detailed plan on how to measure this. E.g. create a survey to evaluate, speak directly to members from the group, get profiling the profession to ask employers more detailed questions about equality and diversity

Outcome: Understanding of the impact of the group

Develop detailed plan in 2016/17 and keep evaluating after that

Committee

5.2

Self reflection about the institute

Assess CIfA practice – how equal and diverse are governance committees? Scrutinise CIfA’s own practice.

Outcome: Guidance to CIfA on areas of good practice and areas for improvement.

Create a report and feedback findings through blog, newsletter etc

Ongoing – but also undertake a specific investigation in 2017

Committee

5.3

Understand comparative data on Equality and Diversity from other professional bodies

e.g. rics, women in construction, association of environmental engineers

Outcome: Understanding of comparative state of equality and diversity in archaeology compared to other bodies.

Create a report and feedback findings through blog, newsletter etc

2017/2018

Committee

5.4

Committee members to pursue personal research into relevant areas

e.g. HC research into unseen disabilities

Outcome: More nuanced understanding of specific areas.

Create reports/publications and feedback findings through blog, newsletter etc

Ongoing

Committee

  1. Activism/Initiatives

6.1

Take direct individual action in our own practice

Including drawing attention to the group’s activities to our employers and see what they are willing to contribute support

  • Impacts made through our own practice
  • In kind support from our employers

Ongoing

Committee

6.2

Respond to issues in current profession-wide bullying and whistleblowing concerns with a focus on equality and diversity elements of this

Discuss bullying/whistleblowing concerns with CIFA Diggers Forum for possible cross-forum working, and potentially make this the subject of first CPD workshop in autumn 2016 – subject something like “Dealing with discrimination as it happens”

CPD workshop, discuss with colleagues

On-going (CPD workshop autumn 2016)

Joe Flatman leading initial conversations with Diggers Forum, Committee to support

6.3

Set up Athena SWAN style recognition of good practice in equality and diversity in ROs

This needs considerable thought – Key questions: From where does the accreditation come? What level of body is needed to support this? Will it be based upon adoption of policies etc?

If based on something that requires ‘inspection’ (e.g. RO, Biodiversity Benchmark, ISO9001 etc) then there has to be an inspectorate and a secretariat.

Action Plan

  • 2016: Committee to develop their understanding of Equality Act through expert advisor and committee and group CPD sessions in 2016
  • 2017: Committee to develop their understanding of Athena Swan/Humanities Charter Mark model and initiatives in other areas and to start to consider key questions posed above. Begin to develop idea of how this will work.
  • 2018: Trial the scheme and evaluate trial
  • 2019: Implement the scheme across the profession

Outcome: Development of Athena Swan tyle scheme

See separate action plan in “Details of Action” column

Committee

6.4

Encourage reform of the RO system to recognise more than minimum in terms of equality

Separate to Athena Swan style scheme. A sub-group could draft a stronger statement of equality and diversity that we would like to see in the CIfA Code of Conduct, particularly relating to adoption of the RO resolution. Lobby CIfA for its inclusion.

Can be agreed rapidly via email and then lobbying within a few months. Start ball rolling in 2016/2017.

JB (based on JB’s suggestion anyway – not sure if you want to lead?) supported by Committee

6.5

Mentoring network

Explore how the NewGen mentoring network works and engage with NewGen to see whether this can also be developed with a specific equality and diversity strand

Equality and diversity mentoring

2017/2018

HC

6.6

CPD online kit/distance learning on Equality and Diversity

Develop a suite of questions for employers to ask and things for them to think about

Outcome: A physical CPD online kit/distance learning on Equality and Diversity

Develop in 2017/2018 to accompany pop up workshop

Committee

6.7

Lobby the profession for awards supporting equality and diversity

BAA awards, ATF award

Awards created and awarded!

Ongoing

Committee

6.8

Connecting with and influencing other organisations

Consider in detail and create targets – appoint advisors to our group from other groups – both outwith the CIfA and also work with other CIfA SIGs. And become advisors to other groups ourselves.

By developing connections with other organisations

Create targets in 2016/17, and then implement on an ongoing basis

Committee

6.9

Contribute to a Standard and Guidance for HR document

This will provide guidance on dealing with issues of Equality and Diversity in a non-discriminatory manner, and in a way that fully employs the Equality Act 2010.

We will need a good understanding of the Equality Act first.

Creation of a Standard and Guidance for HR

Create a working party on this in 2017

Develop 2018/2019

Working Party – tbc

6.10

Provide guidance to the profession on accessibility in hard copy and online documentation

Full plan of action to be confirmed – potentially production of guidance document. Group to draft prototype and consider options before developing in practice.

Provide guidance to the profession on accessibility in documentation and then evaluate if that is being used and surveys to see if it is making a difference to accessibility

Explore options in 2016

Begin to implement in 2017, then ongoing

Committee

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