Equality and Diversity Policy

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1 Equality and Diversity Policy Reviewed December How to contact us Telephone: Text phone: Or in writing: Senior Management Team, Norfolk Community Learning Services, Wensum Lodge, 169 King Street, Norwich, NR1 1QW If you require this information in large print, audio, Braille, alternative format or in a different language, please contact us and we will do our best to help. Page 1 of 9

2 CONTENTS: Policy Statement..3 Who is the policy for? 3 Whose responsibility is equality and diversity? 3 The Protected Characteristics 4 How will the service promote equality and diversity and British values?...4 How will the service monitor compliance? 6 Appendix One: Equality Monitoring Guidelines...7 Equality Monitoring Form..8 Page 2 of 9

3 Policy Statement Norfolk County Council Adult Education Service (the service) actively promotes equality of opportunity and diversity so that our ethos and culture proactively counter any form of direct or indirect discriminatory behaviour. Our leaders, staff and learners do not tolerate prejudiced behaviour and the active promotion of fundamental British values is at the heart of our work. We actively remove unjustified barriers to success, including those resulting from socio-economic disadvantage, so that everyone has the opportunity to realise their full potential. We provide an environment that respects and celebrates difference and identity and promote good relations between people with different protected characteristics. Who is this policy for? This policy applies equally to members of our Steering Group, anyone who is employed by or volunteers for the service, our Norfolk County Council colleagues, subcontractors and internal commissioning colleagues, partners, our learners and employers who we work with and others we come into contact with, including through partnerships or the wider community and other stakeholders. Whose responsibility is equality and diversity? Promoting equality of opportunity and British values, raising awareness of and celebrating diversity and proactively tackling discrimination, victimisation, harassment, stereotyping, radicalisation and bullying as well as socio-economic disadvantage are the responsibility of the Adult Education Steering Group, all staff, including Norfolk County Council colleagues, and subcontractors. Steering Group members, leaders and managers in the service have a responsibility to ensure that this policy is understood and implemented by all staff and the service s subcontractors, Norfolk County Council colleagues, learners and employers who the service works with and other stakeholders. All Steering Group members, staff, subcontractors, volunteers and Norfolk County Council colleagues who work with the service have a legal duty to: o Actively promote all forms of equality and diversity and not discriminate against anybody, in particular in relation to the protected characteristics (Equality Act 2010) o Promote the British values of democracy, the rule of law, individual liberty and mutual respect and tolerance for those with different faiths and beliefs (Counter Terrorism and Security Act 2015) o Expect learners and employers who the service works with to respect other people, with particular regard to the protected characteristics (Equality Act 2010). Page 3 of 9

4 The protected characteristics are: The Protected Characteristics (Equality Act 2010) All learners have a responsibility to comply with the service s Code of Conduct and proactively prevent all forms of discrimination and bullying and show respect for others ideas and points of view. Staff have a responsibility to suppliers, subcontractors, internal commissioning colleagues, partner organisations, employers and other stakeholders with whom they work or come into contact with to ensure that they are aware of our duties under the Equality Act 2010 and the Counter Terrorism and Security Act 2015 and ensure that their own policies and practices are compliant, non-discriminatory and promote British values. How will the Service promote equality and diversity and British values? We will: Create a trusting, welcoming and supportive environment and inclusive culture so that everyone has the opportunity to fully participate and achieve their potential Page 4 of 9

5 Make sure that access to opportunities in work, learning and through our partnerships acknowledges equality and diversity and British values and that we take every step to assess any negative impact and address it, ensuring that physical, socio-economic and other barriers are minimised Actively promote equality and diversity, enabling learners to consider different cultures and explore the values and beliefs of modern Britain through our curriculum, learning programmes, in all lessons and during workplace reviews Exemplify British values through our personal behaviour and in interaction with learners, employers who we work with and colleagues Enable all staff and learners to develop to their full potential Provide equality awareness training for staff, including where necessary, partners and subcontractors, equipping them with the skills to promote equality, diversity and British values and enable them to challenge inequality and discrimination if they encounter it Ensure that learners and employers who we work with understand our policy and comply with our Code of Conduct Expect learners and employers who we work with to challenge inequality, discrimination and bullying if they encounter it and respect others ideas and points of view Make sure that resources do not discriminate against any individual or group and embed equality and diversity practice through what we do and how we do it Identify, act on and monitor any findings that may have adverse impact on staff, learners and others who we come into contact with in the course of our work environment Focus on meeting the needs of the wider community, in particular individuals, groups and communities that face socio-economic disadvantage Set ourselves challenging and time bound targets and monitor how we have performed against these targets Assess new and existing policies, procedures and practices to make sure that they are accessible and non-discriminatory. Monitor the curriculum and learning environment to make sure that they are accessible and non-discriminatory Aim higher by listening, responding to and caring for everyone who works for, or uses our service and the wider community that we serve Use our Learner Disciplinary Policy to manage the conduct and behaviour of learners Have a robust complaints policy which responds proactively Monitor and identify where there are gaps in our provision or workforce in any protected group and take steps to increase participation or recruitment and reduce achievement gaps where they exist Offer support to staff or learners who require it Ensure that access to information about equality and diversity and British values is available through a diverse range of media Aim for continuous improvement through the Service s Performance Management process and Quality Improvement Plan Champion equality and diversity and British values throughout Norfolk County Council and our partner organisations. Page 5 of 9

6 We will also: Investigate any incidence or allegation of harassment, bullying, discrimination, victimisation or abuse and act upon the findings in line with our Learner Disciplinary Policy. Staff should adhere to the Equality Monitoring Guidelines and Incident Monitoring Form in Appendix One. How will the Service monitor compliance? We will: Establish performance indicators for recruitment and achievement for both learners with protected characteristics and learners from disadvantaged backgrounds and communities Regularly monitor performance data to identify gaps in provision and/or outcomes for learners through the service s Steering Group, Performance Management Board and Quality Improvement Plan Regularly self-assess our performance Monitor the compliments, complaints and comments that the Service receives Report and record any incident of unlawful discrimination, harassment or victimisation of an individual who works in or uses our service (see Appendix One) Conduct Observations of Teaching, Learning and Assessment and Learning Walks Monitor the take up of continuing professional development of staff Conduct learner feedback surveys and forums Monitor the equality and diversity processes and procedures of our subcontractors and internal commissioning colleagues through the due diligence process and contract management visits. Page 6 of 9

7 Appendix One Equality Monitoring Guidelines A record must be kept on the form in this Appendix of any incidents that discriminate against, victimise, bully or harass any person who uses our service or is part of the workforce and falls under the protected characteristics contained in the Equality Act We do everything within our power to ensure that discrimination in any form is avoided. We do this through our training, observations of teaching, learning and assessment and our policies and procedures, however, should something happen we need to monitor and address it directly to ensure that it does not re-occur. We also expect our subcontractors and internal commissioning colleagues to maintain records of this nature and report data to the Service. Likewise, incidents that you witness, or are relayed to you via another party must also be recorded on the form giving as much information as possible. For data protection purposes, you will not need to name any individual unless it is deemed to be an incident that requires further investigation. Examples of discrimination can be: Direct discrimination someone being treated less favourably than another because of a protected characteristic Discrimination by association someone is discriminated against because they associate with someone who possesses a protected characteristic Discrimination by perception direct discrimination because others think they possess a protected characteristic Indirect discrimination something that applies to everyone else but disadvantages someone who possesses a protected characteristic Harassment behaviour that someone finds offensive even if it is not directed at them Harassment of a learner or member of staff by someone not employed by the Service. It can be verbal, written, sent by electronic communication, disclosed by a learner or another member of staff, overheard in a classroom, present in a worksheet or task or on a notice board. In other words it can present itself anywhere. You help to embed a culture of Equality by reporting any incident that you witness and by doing it, improve Equality awareness throughout the service. Page 7 of 9

8 Where did the incident take place? Venue: Equality - Incident Monitoring Form Subject: Course: Other: What age group did the incident relate to? What Protected Characteristic/s did the incident relate to? Please tick Age Gender/reassignment Pregnancy Disability Sexual Orientation Religion or belief Race Marriage/civil partnership Gender Who initiated the incident? Staff Learner Other Other (please give details) Who was the victim of the discrimination? Staff Learner Other Other (please give details) Does the victim wish to be identified and contacted? Yes No If yes, please give contact details Victim name Address address Contact Telephone no. What form did the discrimination take? Verbal Observed - By you Written By someone else Page 8 of 9

9 Were there witnesses to the discrimination? Yes No Are the witnesses willing to be identified? Yes No If yes, please give contact details Name/s Contact Telephone no/s What steps were taken to address the issue? None Immediate action taken Reported to member of staff Referred to Assistant Head of Service for addressing through one of the following policies. Equality Bullying/Harassment Complaints Disciplinary Please give as much information as possible about the incident below Signature.Date Received by Assistant Head of Service Date. Thank you for taking the time to report this incident. We will take your report seriously and would like to thank you for helping to increase awareness of Equality issues throughout the Service. Please send the form by if possible to Denise Saadvandi, Assistant Head of Service. or post to Denise Saadvandi, Assistant Head of Service, Wensum Lodge, 169, King Street, Norwich, NR1 1QW or contact Denise Saadvandi ( ) if you require the information in a different format. Page 9 of 9

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