Dear University of Northampton,

1. How many individual members of staff were employed at your institution (as of 1st November 2018)?

2. During your recruitment process, how do you ask candidates about their title? Does your online application system have default title choices, e.g Mr/Mrs/Ms? If yes, what is the list available? Do you offer a free-form box to enter title? Is title a required field on your online application form?

3.1. During your recruitment process, how do you ask candidates about their gender identity outside of your Equal Opportunity Monitoring form? If so, does your online application system have default gender options, e.g Female/Male? If yes, what is the list available? Do you offer a free form box to enter gender? Is gender a required field on your online application form?

3.2 On your equal opportunities monitoring form for recruitment do you ask for candidates to state their gender? If yes, what questions are asked and what options are provided? Are candidates able to select an option which is not provided?

3.3 Do you ask candidates about the sex/gender they were assigned at birth? Do you ask if candidates if they are transgender? If so, what are the questions you ask and what are the options provided?

3.4 Do you ask candidates any other questions about their gender identity? If yes, what are they and what options do you provide?

4. If such information is available, what is the breakdown (in percentages) of sex or gender/gender identity of employed staff at your institution? What is the percentage of employed staff at your institution who do not identify as the sex assigned at birth? Please provide this information as 1st November 2018

5. Do you have a transgender equality policy? If so, please attach and return with your response. If not – is there a transgender section in your wider equality policy? If yes, please attach and return with your response.

6. What is the procedure to support staff who transition whilst in role at the university?
- How would they change their name, title and gender marker?
- What would you do if a member of staff at the university wanted to use a gender that was not currently listed on your system?
- Do you have a central point of contact for administering changes across all IT systems?
- How is the policy made available to managers and staff? Do you provide specific training?

7. Do any of your policies and procedures specifically include non-binary people (those who do not identify as male or as female), and if so, in what ways? Please attach any policies that specifically mention non-binary people.

8. Across university systems (such as HR, name badges, IT accounts etc) what title choices are available for members of staff at your institution? (e.g Ms, Mrs, Mr etc). Are titles compulsory for people to state?

9. What provisions have you put in place for transgender (including non-binary) members of staff at your institution to ensure that these staff members feel comfortable and included at your organisation?

Yours faithfully,

Jens Bakewell and LJ Potter

Annette Reeves, University of Northampton

2 Attachments

 

 

Ref: RMU/FoI(E20.06)/01489/FoIreply11Dec18

 

11^th December 2018

 

Dear Jens Bakewell and LJ Potter

 

I am writing in acknowledgement of your request for information dated
08^th December 2018, which has been received by the University and passed
to me as the University’s Freedom of Information Officer for action.

 

Your request for information has been assigned the number referenced above
and will be treated in accordance with the provisions of the Freedom of
Information Act 2000. We will endeavour to provide you with an answer
before the statutory deadline, however please note that under the
provisions of the Act the University has until 10^th January 2019 to
respond to your request.

 

Yours Sincerely

 

Annette Reeves

 

On behalf of:

 

Phil Oakman

Records Manager

 

Annette Reeves

Records and Archive Assistant

Records Management Office

Tel. (01604) 892963

 

[1]cid:BDCAE6FE-7A6F-4E28-A037-F0391F3D0A2D

 

[2]northampton.ac.uk

 

University of Northampton, Newton

St Georges Avenue, Northampton, NN2 6JB

 

Follow the story on social media

[3]http://www.northampton.ac.uk/social-medi...

 

 

 

 

University of Northampton: Transforming Lives and Inspiring Change
www.northampton.ac.uk This e-mail is private and may be confidential and
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References

Visible links
2. http://www.northampton.ac.uk/
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Annette Reeves, University of Northampton

2 Attachments

 

 

Ref: RMU/FoI(E20.06)/1489/FoIreply09Jan19

 

9^th January 2019

 

Dear Jens Bakewell and LJ Potter

 

I write in response to your request for information dated 8^th December
2018 received by the University and passed to me as the University’s
Freedom of Information Officer for action.

 

In answer to your questions:

 

 1. How many individual members of staff were employed at your institution
(as of 1st November 2018)?

 

The University of Northampton employed 2532 individual members of staff as
of 1^st November 2018

 

2. During your recruitment process, how do you ask candidates about their
title?  Does your online application system have default title choices,
e.g Mr/Mrs/Ms?  If yes, what is the list available?  Do you offer a
free-form box to enter title?  Is title a required field on your online
application form? 

 

Each candidate is asked to provide a title from the following options when
filling in personal details.

 

Mr
Mrs
Miss
Ms
Mx
Deacon
Dr
Father
Lady
Lord
Professor
Rabbi
Reverend
Sir

There is currently no free-form box, but the title section is not a
compulsory field.

 

3.1. During your recruitment process, how do you ask candidates about
their gender identity outside of your Equal Opportunity Monitoring form? 
If so, does your online application system have default gender options,
e.g Female/Male?  If yes, what is the list available?  Do you offer a free
form box to enter gender?  Is gender a required field on your online
application form? 

 

The University of Northampton asks about gender identity in the “Equality
and Diversity” section of our application form.

 

3.2 On your equal opportunities monitoring form for recruitment do you ask
for candidates to state their gender?  If yes, what questions are asked
and what options are provided?  Are candidates able to select an option
which is not provided? 

 

In the “Equality and Diversity” section of the application form the
candidates are given the option to select from the following options:

 

Male

Female

Information declined

 

3.3 Do you ask candidates about the sex/gender they were assigned at
birth?  Do you ask if candidates if they are transgender?  If so, what are
the questions you ask and what are the options provided? 

 

The next question asks the candidates “Is your gender identity the same as
the gender you were assigned at birth?” with the options:

 

Yes

No

Information declined

 

 

3.4 Do you ask candidates any other questions about their gender
identity?  If yes, what are they and what options do you provide? 

 

No the University of Northampton does not ask any further questions
relating to the gender identity of candidates.

 

4. If such information is available, what is the breakdown (in
percentages) of sex or gender/gender identity of employed staff at your
institution? What is the percentage of employed staff at your institution
who do not identify as the sex assigned at birth? Please provide this
information as 1st November 2018

 

The percentage of employed staff at the university who do not identify as
the gender they were assigned at birth is currently 0.28%

 

5. Do you have a transgender equality policy? If so, please attach and
return with your response.  If not – is there a transgender section in
your wider equality policy? If yes, please attach and return with your
response. 

 

The University of Northampton does not currently have a specific
transgender equality policy. It is however committed to positively
promoting equality of opportunity for all former, current and potential
students, alumni, staff and its other stakeholders.

 

The University values the unique perspectives and opportunities a diverse
community can bring, and is proactive in promoting equality by embracing,
valuing and recognising difference; for example, through the
implementation of a wide ranging equality action plan that tackles all
facets of inequality and discrimination, creating genuine equality of
opportunity and outcomes, and promoting good relations between people of
different groups.

 

The Equality and Inclusion policy can be found by following this link:

[1]http://tundrasearch.northampton.ac.uk/re...

 

 

6. What is the procedure to support staff who transition whilst in role at
the university?

            - How would they change their name, title and gender marker?

 

There is no current formal procedure but internal processes are in place
is to meet with the individual in confidence and talk through their
circumstances.

 

As each situation will be unique to the individual, they are given the
opportunity to talk about their preferences and the support they need with
a named individual from HR. At this point they can discuss how their
situation might be managed at work, including how they will update the
University as their transition progresses.

 

Individuals would be reassured that everything would be kept confidential
unless they requested any information to be shared. When they reach the
time of wanting to officially change their name, title and gender, they
should notify the University.

 

Proof of legal change would be needed to evidence the change to HR records
and that proof would be stored securely and separately to the individual's
main personnel record.

 

- What would you do if a member of staff at the university wanted to use a
gender that was not currently listed on your system?

 

Each situation would be handled on an individual basis as above. If the
desired gender was not currently listed on our system, we would add it to
ensure that employee details were accurately recorded.

 

- Do you have a central point of contact for administering changes across
all IT systems?

           

No. The university HR systems are managed by the HR department and not by
the central IT team.

 

- How is the policy made available to managers and staff? Do you provide
specific training?

 

As stated, there is currently no specific policy in place, but there is a
large body of work being undertaken on how the university can improve its
approach to equality and inclusion as a whole.

 

7. Do any of your policies and procedures specifically include non-binary
people (those who do not identify as male or as female), and if so, in
what ways? Please attach any policies that specifically mention non-binary
people.  

 

The University is committed to writing its policies and procedures using
gender neutral language.

 

8. Across university systems (such as HR, name badges, IT accounts etc)
what title choices are available for members of staff at your institution?
(e.g Ms, Mrs, Mr etc).  Are titles compulsory for people to state?

 

The University has the following options for staff to select from

 

Deacon
Dr
Father
Lady
Lord
Major
Miss
Mr
Mrs
Ms
Mx
Prof
Rabbi
Rev
Sir

 

Titles are not compulsory.

 

9. What provisions have you put in place for transgender (including
non-binary) members of staff at your institution to ensure that these
staff members feel comfortable and included at your organisation? 

 

The University continues in its commitment to using gender neutral
language in all its documentation.

 

The University’s Staff Equality and Inclusion forum has requested
representatives from across the university to volunteer to engage in staff
networks. One such network would be a transgender network.

 

The new Waterside Campus was built with non-gender specific toilet
facilities.

 

I hope the University has made its response in a clear and constructive
manner; however, if you consider the University has handled your request
unfairly you are entitled to follow the process set out in our standard
advice on the University's Freedom of Information Complaints Procedure
which is available online at:

[2]University FoI complaints procedure

 

 

Yours sincerely

 

Annette Reeves

 

On behalf of:

 

Phil Oakman

Records Manager

 

Annette Reeves

Records and Archive Assistant

Records Management Office

DDI: +44 (0)1604 892963

 

[3]cid:BDCAE6FE-7A6F-4E28-A037-F0391F3D0A2D

 

[4]northampton.ac.uk

 

University of Northampton, Newton

St Georges Avenue, Northampton, NN2 6JB

 

Follow the story on social media

[5]http://www.northampton.ac.uk/social-medi...

 

Copyright

All information the University sends in response to Freedom of Information
requests will, where appropriate, be the sole property of The University
of Northampton and is protected by copyright.

The University of Northampton asserts its moral rights in respect of its
information. Information is made available to you strictly on the
conditions that:-

·         it is for personal research;

·         the information may not be copied, manipulated, republished,
redistributed or otherwise   made available to any other person or placed
on a website or online service.

Any infringements of The University of Northampton’s intellectual property
rights may result in legal action

 

 

 

University of Northampton: Transforming Lives and Inspiring Change
www.northampton.ac.uk This e-mail is private and may be confidential and
is for the intended recipient only. If you are not the intended recipient
you are strictly prohibited from using, printing, copying, distributing or
disseminating this e-mail or any information contained in it. We virus
scan all E-mails leaving The University of Northampton but no warranty is
given that this E-mail and any attachments are virus free. You should
undertake your own virus checking. The right to monitor E-mail
communications through our networks is reserved by us.

References

Visible links
1. http://tundrasearch.northampton.ac.uk/re...
2. http://tundrasearch.northampton.ac.uk/re...
4. http://www.northampton.ac.uk/
5. http://www.northampton.ac.uk/social-medi...