Equality, Diversity and Inclusion Strategy Document Status

Transcription

1 Equality, Diversity and Inclusion Strategy Document Status Author Julie Youngs Date May 2016 Version 1 Review Requirements Annually Date of next review January 2017 Approval Body Principalship Publication Internet

2 Context This Equality, Diversity and Inclusion strategy, (2015 to 2018) will ensure that the College complies with the general equality duty and any specific duties outlined in the Equality Act 2010 and under the Public Sector Equality Duty. These include the need to: advance and promote equality of opportunity between different groups combat discrimination, victimisation and harassment foster good relations between people from different groups Activity will be largely in respect of the protected characteristics outlined in the Equality Act 2010, which are: Age Disability Gender Gender Reassignment Marriage/Civil Partnership Pregnancy and Maternity Race Religion and Belief (including lack of belief) Sexual Orientation Myerscough College s vision is to provide Opportunities for all to succeed in relation to education and skills, specifically in the Land-based and Sports sectors. The Strategic Plan states the College s commitment to Equality, Diversity and Inclusion (EDI). This involves widening participation activities, actively seeking educational and social inclusion, fostering an inclusive and safe culture by challenging inequalities, valuing equality and respecting and celebrating diversity. Aim To ensure Myerscough College not only fulfils its legal position in relation to current and future Equality legislation, but additionally, goes beyond compliance in providing and promoting Opportunities for all to succeed, free from any aspect of discrimination, harassment or victimisation. The College continues to hold Two Ticks status, Investors in Diversity, Stage 2 and is working towards Leaders in Diversity. Scope. All future and current employees, governors, volunteers, students and visitors across all Centres and areas of College activity irrespective of their age, sex, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief or sexual orientation. Management. The Equality, Diversity and Inclusion Strategy is monitored through the EDI Strategy Group. The Strategy is revised following the publication of the annual EDI Annual Report and Action Plan. Monitoring and reviewing. The EDI Policy will be reviewed annually by the Strategic Equalities Group. Where new legislation is introduced interim reviews will be held. 2 P a g e

3 Equality Objectives. Objectives of the Strategy 1 Develop a College-wide culture which actively promotes equality, diversity and inclusion 2 Ensure a positive inclusive student experience through equality of opportunity and the celebration of diversity 3 Ensure an inclusive approach to the staff experience which promotes equality and diversity 1. Develop a College-wide culture which actively promotes equality, diversity and inclusion 1.1 Lead, develop and integrate a sustainable approach to equality, diversity and inclusion for all aspects of College life and day-to-day business activity o Clear structures and responsibilities that engage leadership and management through the Strategic Equalities Group (LiD17) o EDI Strategy, Equality Objectives and EDI policy that demonstrate a written commitment to EDI (IiD 1, IiD15) o Ensuring plans are in place to enable equality, diversity and inclusion aspirations to be fulfilled in both the short and long term (LiD 18) o A comprehensive analysis of EDI data and consultation informs effective action planning (IiD6, IiD13) o Equality Analysis of College strategies, policies and procedures and practices ensure continuous improvement in attitude, habits, behaviours and conduct in relation to EDI (IiD14) giving due regard to our specific duties o EDI embedded in general quality assurance policies (LiD 18) o Instilling a good awareness of the business benefits of EDI amongst staff at all levels (IiD5) o There has been a paradigm shift in the thinking of staff in relation to EDI (IiD8) 3 P a g e 1.2 Promote and communicate the College s commitment to equality, diversity and inclusion both internally and externally (IiD 2) by o The promotion of positive EDI messages and Equality reports and objectives internally and externally through the website to demonstrate the College s compliance with the general equality duty (IiD16) o The promotion of the Equality Analysis of College strategies, policies and procedures and practices o The promotion of our EDI strategy to our external partners (IiD11)(LiD4) o Effective, strong and clear EDI messages to staff and students that demonstrate our commitment to EDI and celebrating diversity (LiD1) 1.3 Create an inclusive environment that fosters good relationships and positively promotes personal awareness, understanding and responsibility for equality, diversity and inclusion o Ensuring all involved with the College accept their responsibility to uphold equality and show respect to others in line with the College values (LiD3) o Providing accessible opportunities for EDI discussions for staff and students (LiD3) o Providing accessible mechanisms for the reporting of EDI concerns (LiD3) o Investigating and taking appropriate action for all complaints relating to any strand of equality o Providing effective support mechanisms for all o Fostering good relations between people who share a protected characteristic and those who do not.

4 o Promoting a no tolerance approach to any form of inappropriate behaviour, bullying, discrimination or victimisation o On some occasions, treating individuals and groups more favourably than others because of their protected characteristic in order to advance equality. 1.4 Become a national sector leader in promoting good equality practice o Aim for external recognition of our EDI o Sharing of good practice locally, nationally and within the landbased and sport sector being a leader in its field and an ambassador for change (LiD4, LiD20) o Inclusion of partners in existing staff training programmes (LiD4) o Reviewing the EDI credentials of all suppliers and partners (LiD4) 2. Ensure a positive inclusive student learning and social experience through equality of opportunity and the celebration of diversity. 2.1 The creation of an inclusive academic offer that gives due regard to the specific duties when designing, delivering and evaluating services. o A listening culture provides encouragement for new opportunities based on knowledge of diverse needs (IiD9) o Provision of a fair and equal, inclusive approach to recruitment informed by equality, diversity and inclusion data 2.2 Provision of a fair and equal, inclusive approach to achievement and progression opportunities informed by equality, diversity and inclusion data o Providing a welcoming, accessible environment for students diverse needs (IiD10) o Identifying and addressing performance gaps for students including those with a protected characteristic and those who do not 2.3 Provide a learning environment that recognises and celebrates the diverse needs of our students to integrate and succeed in College life and their future careers o Providing effective student support for a diverse range of students and concerns informed by student support data. o Providing the opportunity for students to enhance their learning around EDI in both formal and informal settings (IiD7) o Seeking student engagement, awareness and support through a variety of learner involvement strategies 3. Ensure an inclusive approach to the staff experience which promotes equality and diversity and provide a positive working environment 3.1 Recruit and select staff fairly to build a diverse and representative sustainable community, which reflects our values o Promotion of a positive, inclusive environment to prospective staff o A fair, inclusive approach to selecting and interviewing applicants through staff training and the maintenance of Two Ticks 4 P a g e

5 5 P a g e 3.2 Enhance the experience and well-being of all Myerscough staff including volunteers through a culturally diverse and inclusive approach that provides opportunity for all to succeed and progress in their working life o Staff at all levels showing a practical commitment and leadership towards EDI (IiD3, LiD 19) o Staff engagement, awareness and support for EDI actions through cross sectional good practice groups such as the IiD steering group (IiD4) o Staff have the opportunity enhance their learning around EDI in both formal and informal settings (IiD7) o A no tolerance approach to bullying, discrimination or harrassment in the workplace with complaints handled effectively (IiD12) o Staff are provided with appropriate support mechanisms if inappropriate behaviour occurs Strategy Targets / KPI s Achievment of Investor in Diversity Stage 2 Achievment of Leaders in Diversity Stage 3 Awareness of EDI all groups >90% % students feel they are treated fairly >90% % staff feel they are treated fairly >90% Related Documents. EDI Policy EIA (Equality Impact Assessment) Procedure Strategic EDI Group Terms of Reference IiD Steering Group Terms of Reference Learner Involvement Strategy Safeguarding and Prevent Policy Admissions and Advisory Panel Terms of Reference Inclusive Learning Policy and Procedure Communications Strategy External References. Equality Act 2010 The 9 Protected Characteristics set out by the Equality Act 2010 are: o age o disability o race o pregnancy and maternity o religion or belief (including lack of belief) o gender reassignment o sexual orientation, o marriage and civil partnership o sex (male or female) Investors in Diversity Standards