Equality and Diversity Policy. Policy Statement

Transcription

1 Equality and Diversity Policy Policy Statement Wigan and Leigh College is committed to creating an environment where learners, staff, governors, visitors and other stakeholders actively promote equality and diversity, tackle bullying and discrimination and narrow the achievement gap. The college wants to ensure learners have excellent experiences that ensure they are well equipped for the next stage of their education, training or employment. Statement of Principles The College seeks to provide a safe, supportive environment for all its staff and students in which everyone is treated with dignity and respect. The College welcomes individuals and groups from local, regional and international communities. The promotion of equality and diversity enables learners to reach their potential. The College will value difference and diversity and will strive to create positive working relationships so that everyone can work and study to the best of their abilities, free from discrimination, harassment or victimisation. The College recognises that prejudice and discrimination can exist both on an individual and an institutional level. It will not tolerate individuals or groups being treated less favourably than others on the grounds of: colour, race nationality ethnic or national origin, sex, gender, marital status, civil partnership or relationship, family status, pregnancy status, sexual orientation, or gender re-assignment, parental or carer status, disability, religion or belief (or lack of a religious belief), trade Union membership, membership of a minority group, employment or study status. The policy applies to governors, staff and students (actual or potential), visitors to the college, contractors and service providers when working on College business. In ensuring that this policy is fully effective and that all College staff are committed to it, the College will work in partnership with staff and the recognised trade unions in its development and implementation. The College will work to ensure that: equality of opportunity is embedded in all policies, practices, decision-making and evaluation processes, a Single Equality Scheme is in place, published and monitored annually, impact assessments are completed, a visibly diverse environment is created which values difference and raises aspiration. 1

2 College Procedures The College will ensure equality and diversity issues are incorporated into its practices, policies and procedures (see Relevant Policies and Procedures). Responsibilities and Duties Equality and Diversity responsibilities and duties are defined in legislation including: Civil Partnerships Act 2004 Disability Discrimination Act 1995 Disability Discrimination Amendment Act 2005 Employment Equality (Age) Regulation 2006 Employment Equality (Religion or Belief) Regulation 2003 The Employment Equality (Sex Discrimination) Regulations 2005 Employment Equality (Sexual Orientation) Regulation 2003 Equal Pay Act 1970 (Amended) Equality Act 2010 (2006) Gender Recognition Act 2004 Race Relations Act 1976 Race Relations Amendment Act 2000 Race Relations Act 1976 (Amendment) Regulation 2003 Racial and Religious Hatred Act 2006 Sex Discrimination Act 1975, 1986 The Sex Discrimination (Gender Reassignment) Regulations 1999 Part-time Workers Prevention of Less Favourable Treatment) Regulations 2000 Employment Act 2002 including Fixed Tem Workers (Prevention of Less Favourable Treatment) Regulations Public Interest Disclosure Act 1998 ( Whistle-blowers Act) Rehabilitation of Offenders Act 1974 as amended The Human Rights Act 1998 Protection from Harassment Act 1997 This list is not definitive. Positive Action The College will ensure that: it eliminates unlawful discrimination, harassment and victimisation, equality and diversity is promoted to enable learners to achieve their potential, equality of opportunity between people who do and do not share a protected characteristic is advanced, all staff are clear about standards and strategies to meet individual learner needs and are equipped to respond effectively, teaching, learning and assessment promote equality, support diversity and tackle discrimination, stereotyping or bullying, 2

3 encourage the fullest participation of all students and staff in all areas of college life, issues of under-representation or equality gaps will be addressed and where appropriate, incorporated into an analysis of the effects of equality, foster good relations between people from different groups, and people with or without protected characteristics, there are clear procedures for challenging discrimination, harassment and unacceptable behaviour, comprehensive and imaginative feedback systems are developed to capture learner, staff and stakeholder perceptions of our performance and potential for improvement, positive images or achievement from all sections of society are recognised and celebrated, no member of its community is unfairly disadvantaged because of their social or economic background, job applications are welcomed from all sections of society and selection is made on the basis of specified skills and abilities. Exceptions are only permitted in the event that there is a genuine occupational requirement. Inclusiveness Inclusiveness is central to all the decisions and actions of the College staff. Staff and governors are responsible for ensuring that they are aware of, and meet, their statutory responsibilities. Learners are made aware of, and expected to behave in a way that is consistent with, the College s Equality and Diversity Policy. Individual breaches of the policy will be dealt with under the student or staff disciplinary procedures. Staff and students need to be aware that breaking this policy could result in disciplinary action including dismissal or exclusion as the ultimate sanction. The College will support individuals who have a justified complaint. The whistleblowing or complaints procedure may be used to raise an issue. Analysis of effects of Equality The College believes a commitment to equality is more effectively met when it is embedded across a range of activities and is alert to the need to demonstrate the efficacy of commitments which are implicit and integrated. The College will also develop a clear set of equality and diversity measures to assess the impact of its policy and practice and benchmark College performance against comparable external outcomes. It is the responsibility of all College students, when on College business, to comply with the College s statutory obligations and the College s Equality and Diversity Policy, be aware of equality and diversity issues, promote good relations and bring any allegations of discrimination to the attention of the appropriate staff, in accordance with the College Procedures. It is the responsibility of all College employees to comply with the College s statutory obligations and actively support the College s Equality and Diversity Policy. All staff have due regard to eliminate unlawful discrimination, eliminate harassment, promote 3

4 equality of opportunity, promote positive attitudes. They should undergo training on equality and diversity issues and promote equality, diversity and good working relations. Staff should maintain, where applicable, sufficient records to enable the effective monitoring or equality and diversity issues. Staff must challenge inappropriate, discriminatory or offensive behaviour or language and bring any allegations of discrimination to the attention of the appropriate manager, in accordance with College procedures. Workforce The College aims to employ a workforce that reflects the diversity of the community it serves. Reasonable adjustments will be made to arrangement and premises to ensure equality of access for job applicants and employees. The College will also take steps to ensure the student population reflects the community which it serves. It is the responsibility of all managers to lead by example in creating a positive inclusive ethos. They should make sure all staff know their responsibilities and receive support and training in carrying these out. Managers should ensure that students and staff are made aware that alleged acts of discrimination will be investigated and may be treated as disciplinary offences and dealt with under the appropriate College procedures. They should ensure that sufficient records are kept for target setting, monitoring and analysis of equality issues. The governors are responsible for ensuring that the College stays within the legislation and meets all its duties. It is the responsibility of the members of the Governing Board to: ensure the Equality and Diversity Policy is followed ensure that they receive and respond to monitoring information on learners and staff. The Governing Board designates the Vice Principal (Curriculum) as having overall responsibility for equality issues. The Vice Principal will ensure regular reports are made to the Board and to the relevant Committees. Contractors and Service Providers All contractors and service providers are responsible for ensuring that their employees, sub-contractors or other agents follow the College s Equality and Diversity Policy. Relevant Policies and Procedures Other Relevant Policies: Learning; Human Resources; Quality; Safeguarding; Anti Bullying. Relevant Procedures: Student Complaints; Grievance; Harassment; Various HR Procedures. 4

5 Explanation of Key Terms Colour Refers to the colour of an individual s skin. Disability The physical or mental impairment of an individual. The impairment may be minor or severe and it may be short-term or long-term. N.B: this definition is different from the legal definition given. Discrimination Unjustifiably treating an individual or a group less favourably because of a protected characteristic (or association with or perception of) compared to others. Diversity The visible and non-visible difference which will include factors such as gender, religion, personality and work style. Equal The same opportunities for everyone, aiming to avoid unfair Opportunities discrimination and to ensure that no group or individual is treated less favourably than another. Gender Behaviour characteristics associated with masculinity and femininity. A change in an individual s sex, either from male to female, or female to male. Gender Re-assignment Harassment Unwanted touching or other physical contact, leering, coercion, isolation, non-cooperation, verbal or written abuse, visual displays or any other behaviour that undermines a person s confidence or threatens the person s security. Nationality The country in which an individual was born or a person s passport status. Protected Characteristics Race, ethnic or national origin Age, disability, gender, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sexual orientation. Terms used to describe a group of people whose ancestors came from the same country or cultural group. They refer to an individual s ancestry, which may not be the same as the individual s nationality. Religion An individual s faith or beliefs. Sexual orientation An individual s sexual preference, i.e. heterosexual, homosexual, or bisexual. Monitoring Arrangements The College s Equality and Diversity Policy is reviewed by the Equality and Diversity Committee. This committee meets at two-monthly intervals. The Equality and Diversity Committee will: be pro-active in promoting, recognising and celebrating diversity, develop practices to ensure the removal of prejudice and discrimination from all aspects of marketing, recruitment, teaching and learning, 5

6 set targets, develop action plans, and monitor and evaluate all College activity in relation to equality and diversity and the Single Equality Scheme, assess the impact of the Policy, publish results. Review of this policy and reports on the impact of this policy will be sent to the relevant committee of the Governing Board. Annually the College must publish information demonstrating compliance to the Equality Act 2010 and at least every four years (after 2012) the College must publish equality objectives setting out how the requirements of the Equality Act will be met. Signed Originator (College Principal) Cath Hurst (College Principal) Version 4 Date of Issue March 2013 Copies of all approved College Policies can be found on the Staff Intranet. The impact and currency of all College Policies are reviewed annually by the originators and relevant consultation groups. The latest version is identified, with the date of issue, on the Staff Intranet. 6