Equality and Diversity
At the MRC, we appreciate having a diverse team of people in our organisation as this enriches the talent we need to keep at the leading edge of science.
We have always had a strong commitment to equalities. With recent changes in UK legislation, we have an opportunity to review our UK policies and programmes. There is now a legal requirement to publish our schemes, action plans and performance.
We are pleased to do this in consultation with our recognised Trades Unions and across the UK organisation. Our equalities schemes have moved forward to promote equality and to eliminate discrimination in our dealings as an organisation in the UK and for this to be built into our operational processes and arrangements.
- MRC Equalities and Diversity Policy
- MRC Race Equality Scheme
- MRC Disability Equality Scheme
- MRC Gender Equality Scheme
- MRC Gender Equality Scheme (April 2010)
- Consultations
- Equalities and Diversity - Summary of Progress 2007
- Equalities and Diversity - Summary of Progress 2008
- Revised Disability Equality Scheme 2009
- Summary of Progress 2009 – Equalities Monitoring Data
- Impact Assessment Summary
- Feedback and Questions
MRC Equalities and Diversity Policy
This policy is framed in the context of current UK legislation with recognition that our offices outside the UK are required to comply with their national legislation. Because the law continues to evolve, we will review, consult and reissue this statement as required to keep us at the forefront of good practice.
MRC Race Equality Scheme
In the UK, the Commission for Racial Equality has published the Statutory Code of Practice, entitled “The Duty to Promote Race Equality”. This describes what we must do to in our UK operation to comply with the Race Equality legislation. The MRC is cited in the code as a public body with “general” and “employment” duties.
In response, the MRC has developed a ‘Race Equality Scheme’ which also contains our action plan.
MRC Disability Equality Scheme
In the UK, the Disability Rights Commission has published a Statutory Code of Practice, entitled “The Duty to Promote Disability Equality”. This describes what the MRC must do in the UK to comply with the Disability Discrimination Act 2005. The MRC is cited in the code as a public authority with “general” and “specific” duties.
In response, the MRC has developed a ‘Disability Equality Scheme’ which also contains our action plan.
MRC Gender Equality Scheme
In the UK, the Equal Opportunities Commission has published a Statutory Code of Practice, entitled “Gender Equality Duty”. This describes what the MRC must do in the UK to comply with gender equality legislation. The MRC is cited in the code as a public authority with “general” and “specific” duties.
In response, the MRC has developed a ‘Gender Equality Scheme” which also contains our action plan.
MRC Gender Equality Scheme (April 2010)
The Equality Act 2006 amended the Sex Discrimination Act 1975 by placing a statutory duty – the Gender Equality Duty (GED) – on public sector organisations in England to produce a Gender Equality Scheme (GES) by 30 April 2007 and in Scotland by 28 September 2007. The GES 2010 is a reviewed and updated version of the MRC’s 2007 Gender Equality Scheme. Its implementation is driven by an action plan that is reviewed annually.
- Read the Gender Equality Scheme (April 2010)
Consultations
The Equality Policy, Race and Disability Schemes were developed in consultation with our recognised Trades Unions, the MRC’s Black and Minority Ethnic Group and across the UK organisation. The MRC also consulted with several external parties whose names are listed in the schemes.
The MRC hired an external expert consultant to run ten consultations on the Equalities policy and Race Scheme across our UK units during the summer of 2006. The main findings from these consultations are outlined in the summary below.
The MRC also consulted with UK staff and external parties in the autumn of 2006 to obtain feedback on its Disability Equality Scheme. The main findings are summarised in the document attached.
The MRC also consulted with UK staff and external parties in the winter of 2007 to obtain feedback on its Gender Equality Scheme. The main findings are summarised in the document attached.
Equalities and Diversity - Summary of Progress 2007
This year we in the MRC have been focusing on implementing our Race and Disability Equalities schemes and launching our Gender Equality scheme.
The Equality Project Steering group has met twice to maintain an overview of progress and equalities priorities, and three subcommittees are now in operation. The subcommittees have facilitated equalities actions in three broad areas of MRC activity: Corporate Governance and Communication; Science Guidance and Funding; and Human Resources and Procurement. Our impact assessment process has been defined and following a training event the subcommittees have also conducted impact assessment screening of a wide variety of MRC policies.
Our schemes give detailed information on our actions. A few highlights include
- a new Human Resources information system which will enable more robust analysis of equality performance.
- an initial gender pay review which will help focus future in depth reviews
- an equality and diversity awareness training initiative across the MRC
- revision to funding terms and conditions agreed across Research Councils, to ensure funding recipients are informed of the Research Councils’ commitment to equalities
- revisiting procurement processes to include consideration of equalities issues
Equalities and Diversity - Summary of Progress 2008
Head of Equality and Diversity
A new Head of Equality and Diversity started at the MRC in May 2008 on a 0.5 FTE basis.
Audit
The Head of Equality and Diversity has completed an Audit of the Equality and Diversity work completed to date at the MRC together with an Action Plan of work that now needs to be undertaken. The Action Plan shows work as either being of a compliance/statutory nature (this work to be done first) followed by work that is best practice or positive action.
Equality Schemes
An Audit of Equality Schemes has also been completed and progress of the MRC’s Actions recorded. A copy of this progress report can be obtained from the Head of Equality and Diversity in Corporate HR.
Going forward, individuals will be reminded of the responsibilities and Actions allocated to them in the Equality Schemes Action Plans. The MRC is then likely to adopt a Single Equality Scheme following publication of the Equality Bill in 2009 which will impose an extended Equality Duty on the MRC in the areas of gender reassignment, age, sexual orientation and religion and belief.
Women in Science
The Women in Science Project and Committee in its existing form has been wound down. It was agreed that the project and the Action Plan should be subsumed into the MRC’s Gender Equality Scheme (“GES”) as much of the work was duplicated in the GES Action Plan. The two areas were very much aligned and it makes more sense in terms of resources to tackle them in tandem.
Membership of the Athena/Swan Charter is being investigated by Corporate HR. The Award signifies that an organisation has good employment practice with regard to women in science. It is possible for both Head Office and individual units to work towards gaining the Award. The Charter could represent a robust and proactive way of implementing best practice across the MRC.
Equalities and Diversity Training
Equalities and Diversity Awareness provision at the MRC is being reviewed by the Head of Equalities and Diversity and the Head of Learning and Development. The plan is to implement a mixture of E-learning and face to face learning from April 2009.
Equalities Project Steering Group (EPSG) and Sub-Committees
It was agreed that the existing Sub-Committees would be “wound down”– following their final 2008 meetings. The Sub-Committees carried out their remaining EIAs and other outstanding actions at their final meetings.
It was proposed that the EPSG should also be wound down – and that consideration should be given as to whether it should continue to meet, its membership and its terms of reference. Now that EIAs were to be further embedded within policy development and responsibility for conducting EIAs devolved to policy owners; and as it is now intended that main responsibility for Equality Scheme Actions should rest with Departmental Heads - the role of the Committee was now uncertain. If it were to continue it would perhaps be more of a consultative body of stakeholders, consulted on issues of strategy, policy and projects – and used as a conduit for engaging with the organisation as a whole.
Equality Bill
The Equality Bill is due to become law in 2009. It is likely to impose a new ‘Equality Duty’ on public bodies and will replace the current race, disability and gender duties. The new streamlined duty will cover not only those three areas, but also gender reassignment, age, sexual orientation and religion and belief. The duty is likely to have impact in terms of requiring a more systematic and evidence based approach to all the equality areas. Engaging with issues such as the impact of religion or sexual orientation will no longer be optional or just a question of ‘good practice’, but will require a more strategic and systematic approach. The Bill will also have implications in terms of Procurement and Positive Action.
Projects Planned for 2009
- Equalities Schemes Summary of Progress (to be published on website)
- Audit of Units
- Training and Awareness Raising
- Revision of Equality Schemes and Actions
- Equality Impact Assessment Project
- Implementation of Equality Act
- Equal Pay Audit
- Investigation of Joining Athena/Swan Charter
Equalities Data
In line with our equalities duties, the following data will be published in January 2009:
- Equalities monitoring data of staff in post
- Equalities monitoring data of applicants for jobs
- Equalities monitoring data of members of staff who benefit or suffer disadvantage as a result of performance appraisals
- Equalities monitoring data of members of staff who are subject to disciplinary procedures
- Equalities monitoring data of members of staff who are involved in grievance procedures
- Equalities monitoring data of members of staff who leave the MRC
Revised Disability Equality Scheme 2009
The Disability Discrimination Act 2005 introduced a statutory duty, the Disability Equality Duty (DED), requiring public sector organisations in England, Wales and Scotland to produce a Disability Equality Scheme (DES) by 4 December 2006. The DED came into force on 4 December 2006, requiring us to consider the impact of our policy and practice on disabled people and to take action to combat areas of inequality identified. In addition to the legal requirement for us to report progress annually against our original DES action plan, the DED also requires us to revise and publish a new DES by 4 December 2009. Following consultation of staff and stakeholders – this is our revised Scheme.
Summary of Progress 2009 – Equalities Monitoring Data
We are required to publish annual data of our workforce profile – looking at areas including gender and disability. The data for 2009 follows at (1) and (2):
Impact Assessment Summary
In total 21 policies have been screened. A number of minor amendments were recommended for many policies, and some required further data and benchmarking to monitor impact. There were some common themes regarding accessibility of documents, and ensuring language used in policies did not inadvertently exclude some equalities groups such as same sex couples:
Policies and actions
Policy |
Actions arising from IA |
Corporate Governance and Communication | |
MRC guidance on open and unrestricted access to published research |
Low key Annual Review, including asking what has changed in the policy |
Procedure for Enquiring into allegations of scientific misconduct |
Propose Human Resources to review policy Subgroup to IA revised policy |
Membership of Council |
None |
Membership of Boards |
Benchmark equality make-up of scientists recruitment drawn from to assess if MRC’s recruitment policy has any impact; Include disability statement in future advert and monitor disability of applicants and Board & Panel members (from 2008 exercise); Review policy in 2009 to assess the impact of the changes outlined above. |
Policy on Declaration of Interest (MRC bodies) |
None |
MRC Guidance on reviewing research proposals |
Need evidence of how the policy is operating in practice from RMG’s review of the operation of peer review (including benchmarking the profile of reviewers); Chair to update the Subcommittee in December and if appropriate the partial impact assessment can be built into the 2008 IA plans. |
Freedom of Information |
IA to be undertaken during 2008 |
Principles in the assessment and conduct of medical research and publishing results |
Policy does not exist and has been superseded by Good Research Practice; propose to IA this policy during 2008 |
Human Resources and Procurement | |
Flexible Working |
Low, keep under review Check policy for changes to text etc done Obtain base data & monitor |
Maternity/Parental Leave | |
Grievance | |
Disciplinary | |
Capability | |
Harassment/Bullying | |
PDR | |
Science Guidance and Funding (awaiting info from sub committee) | |
Terms and Conditions for Research Grants |
Cross Research Council Research Grant T&C to be revised |
Terms and Conditions for Fellowships |
To be revised in line with above and merged with the Cross Research Council Research Grant T&C |
Ethical Conduct of Research on the Mentally Incapacitated |
Minor text changes identified and to be incorporated into document |
Medical research involving children |
Minor text changes identified and to be incorporated into document |
Cluster randomised trials- Methodological and ethical considerations |
No action |
Human Tissue and Biological Samples for use in Research- Operational and Ethical guidelines |
No action |
Personal Information in Medical Research |
Keep under annual review and public engagement activities |
Policy on appointment of students from the European Union and contractual terms for research students. |
Minor text changes identified and to be incorporated into document |
Feedback and Questions
If you have any suggested improvements of the policy or schemes, or would like to get more involved
Contact: Mel Nunn
Email: mel.nunn@headoffice.mrc.ac.uk
