Equality & Diversity Policy

Transcription

1 Equality & Diversity Policy June 2013 V0613

2 EQUALITY & DIVERSITY POLICY 1 Purpose and Core Principles 1.1 At Leeds Metropolitan University we are committed to providing an inclusive environment for our staff and students in which to work and study. At the centre of this approach is our Equality and Diversity Policy driven by the Equality Act 2010 and the need to avoid less favourable treatment of the following protected characteristics: Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion or belief Sex Sexual orientation 1.2 Our Strategic Plan is underpinned by our commitment to students success, our innovation and enterprise, our global reach and strong local impact. Our strategic themes 2 and 4 are: Providing a supportive, inclusive and welcoming environment and preparing students for employment and lifelong and Engaging, valuing and developing our diverse community of colleagues The Equality and Diversity policy and the Public Sector Equality Duty will support these themes. 2 The Public Sector Equality Duty 2.1 This policy will be supported by Equality Objectives as a result of the Public Sector Duty required by the Equality Act This requires public bodies to have due regard to the needs to: Eliminate all forms of discrimination, harassment or victimisation; Advance equality and diversity; and Foster good relations between persons who share a relevant protected characteristic and persons who do not share it. 2.2 The duty to have due regard means public bodies must: Remove or minimise disadvantages suffered by people because of any of the specific grounds; Take steps to meet the needs of such people when they are different from the needs of others; and Encourage such people to participate in public life or in any other activity in which their participation is low. 1

3 2.3 Having due regard means that a public body must consciously consider the three aims of the general duty in all of its decision making, including: The way it recruits and treats all its staff and students; The way it makes and changes policies; How it delivers services; and How it pays others to deliver goods and services on its behalf. 3 Policy Statement 3.1 At Leeds Metropolitan University we are committed to providing a vibrant, ethical and sustainable working and learning environment that values equality and diversity. This commitment exists alongside our legal and moral obligations to provide an inclusive environment for our staff, students and members of the public who may be affected by our activities. 3.2 In order to achieve this aim we undertake, so far as is reasonably practicable, to: Implement equality and diversity arrangements that are considered best practice and that comply fully with relevant equality and diversity legislation as it applies to our activities; Develop and implement strategies and plans for developing and sustaining our equality and diversity performance; Ensure the equality and diversity of our staff and students is a consideration in operational decisions thereby becoming an integral part of the way we manage our University; Provide information and training to ensure an appropriate level of equality and diversity competence and compliance amongst our staff and students; Consult and liaise with our trade union colleagues, treating them as partners to ensure effective communication, co-operation, and engagement on equality and diversity matters; Provide expert assistance to support our managers and staff meet their equality and diversity responsibilities; Provide suitable and sufficient resources to meet the objectives we have set out in this policy statement; Regularly monitor, audit and review the effectiveness of this policy and amend accordingly. 4 Scope 4.1 This policy applies to everyone at our University, including staff, job shop staff, students, visitors and external contractors. 5 Responsibility 5.1 We have a clearly defined organisational structure for equality and diversity that mirrors our operational structure. It defines who has executive and non-executive responsibilities for equality and diversity. 2

4 5.2 The objectives set out in this policy statement can only be successfully met through the collective efforts of us all. Everyone at our University, including visitors and external contractors, has a role in ensuring that we work and study in an inclusive environment, recognising and celebrating diversity. 5.3 All Colleagues We have developed this policy by highlighting specific roles for all colleagues at all levels. However, all staff and students have a responsibility for equality and diversity. These duties therefore are to: Ensure we are acquainted with and adhere to this policy as it applies to work, study and research activities; Treat colleagues, students and others with dignity and respect in line with our values. 5.4 Board of Governors The Board of Governors plays an important role in monitoring and evaluating the effectiveness of this policy. Their duties in this non-executive role are to: Ensure we have in place a policy for equality and diversity for staff and students, and that it is up-to date and reflects the full range of our activities; The Finance, Staffing and Resources Committee will receive an annual report from the Equality and Diversity Manager and act on any recommendations. 5.5 Vice Chancellor The Vice Chancellor, as our most senior manager, has the ultimate responsibility for leading our University and demonstrating that equality and diversity matters are embedded into the strategic plan. The VC s duties are to: Ensure this policy is being effectively implemented across our University; Identify and communicate to direct reports their responsibilities for managing equality and diversity; Establish an operational structure that ensures clear accountability for equality and diversity; Ensure that, where applicable, equality and diversity is a factor when appointing direct reports and assessing their overall performance; Ensure that direct reports have a suitable level of knowledge and understanding to effectively carry out their duties within this policy; Ensure effective consultation with employees on equality and diversity matters through the operation of a Equality and Diversity Committee; Ensure that suitable and sufficient resources are provided to direct reports to effectively meet the equality and diversity needs of their respective Faculty/Service. 3

5 5.6 Corporate Management Team The Corporate Management Team is responsible for the executive management of our affairs and activities, and as such for providing an inclusive environment for work and study. Their duties in this are to: Demonstrate commitment and support for the establishment of a positive equality and diversity culture; Respond to recommendations from the Board of Governors and the Equality and Diversity Committee as they relate to this policy and its implementation; Allocate responsibility to a team member to provide executive oversight and act as a champion for equality and diversity issues amongst team members; Review equality and diversity matters at team meetings. 5.7 Secretary and Registrar, Deans and Directors The Secretary and Registrar, Deans, and Directors are the most senior managers in their respective Faculty/Service. As such they have the primary responsibility for ensuring this policy is fully implemented in their area. Their duties in this are to: Satisfy themselves that this policy is being effectively and consistently implemented in their respective Faculty/Service; Identify and communicate to direct reports their responsibilities for managing equality and diversity; Ensure that direct reports have a suitable level of knowledge and understanding to effectively carry out their duties within this policy and undertake all the relevant training identified in Faculty/Service equality and diversity training needs analysis; Establish and maintain a local Equality and Diversity Advisory Group, ensuring the membership is representative of the full range of staff and student activities undertaken in the Faculty/Service; Ensure that suitable and sufficient resources are provided to direct reports to ensure they can effectively meet the equality and diversity needs of their staff and students. 5.8 Local Management Teams Local management teams are responsible for the management of the affairs and activities in each Faculty and Service, and as such for local implementation of this policy to provide an inclusive environment for work and study. Each team s duties in this are to: Demonstrate commitment and support for the establishment of a positive equality and diversity culture within the Faculty/Service; Act on recommendations from the Corporate Management Team, the Equality and Diversity Committee, and the local Equality and Diversity Advisory Group as they relate to the implementation of this policy at a local level; Appoint a Champion as the Faculty/Service coordinator for equality and diversity, ensuring that they are sufficiently knowledgeable and empowered to influence and maintain awareness of Faculty/Service issues and performance; 4

6 Review equality and diversity matters and issues associated with the Equality Objectives at team meetings. 5.9 Director of Human Resources As the Corporate Management Team champion for equality and diversity, the Director of Human Resources has a key role in helping establish a positive equality and diversity culture. The duties of the Director of Human Resources in this role are to: Establish and maintain an effective central support team for the provision of equality and diversity advice, support and guidance to managers, staff and students; Ensure that direct reports engaged in the provision of equality and diversity support and advice have an appropriate level of competence, providing appropriate training and continual professional development as required; Ensure the central support team is provided with suitable and sufficient resources to enable it to effectively support managers, staff and students on equality and diversity matters Equality and Diversity Manager The Equality and Diversity Manager is responsible for the Equality and Diversity Team. The duties in this role are to: Ensure the structure, format and content of this policy reflects requirements set out in the Equality Act 2010; Draft and develop our strategy and plans for implementing this policy; Actively promote this policy across the organisation; Co-ordinate the monitoring and auditing of our University s equality and diversity performance to enable internal and external benchmarking and report production; Generate Equality Objectives in line with the Public Sector Equality Duty requirements of the Equality Act Equality and Diversity Team The Equality and Diversity Team attached to Human Resources, is the source of expert advice and guidance on equality and diversity matters. Their duties are to: Identify new equality and diversity legislation, case law or changes in interpretation, and assess the impact and relevance to our activities; Organise and maintain the information and procedures contained in this policy, ensuring a user-friendly tool to help everyone discharge their responsibilities; Escalate where a breach of legislation has been identified to the Equality and Diversity Committee; Provide central co-ordination of equality and diversity training built on a Universitywide analysis of training needs and results from the biennial Staff Survey; Provide advice and guidance to managers, staff and students on equality and diversity matters; Obtain specialist equality and diversity advice as required; 5

7 Undertake the monitoring and auditing of our University s equality and diversity performance to enable internal and external benchmarking and report production. 6 Equality and Diversity Committee 6.1 Purpose The purpose of the Committee is: To consider the equality and diversity aspects of our University s culture and environment for work and study; To act as a forum for the engagement of staff and students in issues relating to equality and diversity; To advise on the development of policies, procedures and practices directly relating to equality and diversity, and those that indirectly affect equality and diversity issues; To monitor statistics and data that evidence our compliance with its regulatory duties as a public sector organisation, and help identify and develop areas of good practice; To promote greater awareness of equality and diversity policies to ensure continuous improvement in our performance. 6.2 Functions The functions of the Committee are: To keep under review the effectiveness of our Equality and Diversity Policy and recommend amendments via the Corporate Management Team to the Board of Governors; To monitor compliance with the Equality and Diversity Policy and relevant legislation through the review of equality impact assessments, reports and observations; To monitor equality and diversity objectives through the periodic review of anonymised staff and student data, information and other metrics; To make recommendations to the Corporate Management Team on the effectiveness of the Equality and Diversity Policy where identified by policy monitoring described above; To review and endorse the annual Equality and Diversity Objectives; To receive and review reports on equality and diversity across our University from local Equality and Diversity Advisory Groups, Fora and act on recommendations where appropriate; To review the effectiveness and suitability of our University s programme of equality and diversity training and information; To escalate critical equality and diversity issues to the Corporate Management Team through the Committee Chair. 7. Equality and Diversity Advisory Groups 7.1 Purpose The purpose of the Advisory Groups is: 6

8 To consider the equality and diversity aspects of the Faculty/Service culture and environment for work and study; To act as a forum for the engagement of staff and students on issues relating to equality and diversity within the local Faculty/Service; To advise on the local implementation of policies, procedures and practices directly relating to equality and diversity, and those that indirectly affect equality and diversity issues; To monitor statistics and data that evidence Faculty/Service compliance with the wider regulatory duties as a public sector organisation, and help identify and develop areas of good practice; To promote greater awareness of the Equality and Diversity Policy and Equality objectives within the Faculty/Service to ensure continuous improvement in performance; To support the embedding of equality and diversity across all Faculties and Services measured by the Advisory group annual effectiveness review. 7.2 Functions The functions of the Advisory Groups are: To keep under review local implementation of the our Equality and Diversity Policy and Equality Objectives; To monitor local compliance with our Equality and Diversity Policy, Equality Objectives and relevant legislation through the review of equality impact assessments, reports and observations; To monitor local equality and diversity performance indicators through the periodic review of anonymised staff and student data, information and other metrics; To make recommendations to Faculty/Service management teams on the local implementation of the Equality and Diversity Policy where identified by policy monitoring described above; To produce and implement local action plans in line with Faculty and Service strategic planning mapped to our University s Strategic Plan; To escalate critical equality and diversity issues to the Faculty/Service management team and the Equality and Diversity Committee (as appropriate) through the Advisory Group Chair. 8. Equality and Diversity Fora 8.1 The purpose of the Fora is: To provide a safe and supportive environment in which to discuss issues relating to each of the equality strands; To provide support and networking and share best practice across all equality strands; To assist in the monitoring and reporting on compliance with equality and diversity legislation and good practice; To contribute to the development of policies directly relating to equality and diversity, and those that indirectly affect equality and diversity issues through the equality impact 7

9 assessment process. This should be done via the Equality and Diversity Impact Assessment Wiki. 8.2 Functions The functions of the Fora are: To provide a discussion forum for issues relating to the forum s particular protected characteristic to be debated within the wider context of our Equality and Diversity Policy and action plans; To assist in the monitoring of the implementation of our policies as they relate to the forum s particular protected characteristic; To contribute to policy development by researching issues as required/requested; To contribute to staff development and awareness raising in relation to all protected characteristics; To ensure the forum has a credible presence across and beyond our University by high profile campaigning as appropriate; To contribute to University publications as required from time to time. 9 Monitoring and Review 9.1 The effectiveness of this policy will be monitored by HR and the Equality and Diversity support team. Monitoring includes: Monitoring Frequency Staff Survey Results Student Data Including attainment, progression and employment Bi Annual staff satisfaction survey annually Cases including grievances and disciplionaries Workforce Profile Analysis HESA Data DLA Piper Benchmarking Recruitment and selection data Outcomes of equality impact assessment Annual statistics Annual staff Benchmarking exercise Annual Annual Annually annually 8

10 9.2 We actively consult with our staff and students on equality and diversity matters. At a University level this is done through the Equality and Diversity Committee, and at a local level, via Equality and Diversity Advisory Groups and Forums and the Students Union. 9.3 Trade union representatives also provide a focal point for this staff consultation on equality and diversity matters and are also an important source of advice and guidance for union members. 9.4 The effectiveness of this policy will be reviewed by the Equality and Diversity Committee using the results of the monitoring and other work. This will be reviewed annually and reported to the Corporate Management Team and the Board of Governors. 9.5 The Equality and Diversity Team will update this policy to reflect the changes approved by the Corporate Management Team and the Board of Governors. The updated policy will be published on our University website. 10 Related Documentation 10.1 This policy should be considered in conjunction with our Public Sector Equality Duty available from: 9