Equal Opportunities & Race Equality Policy September 2005

Transcription

1 Equal Opportunities & Race Equality Policy September 2005

2 1. EQUAL OPPORTUNITIES POLICY Our Commitment We are committed to the achievement of equal opportunities. This is central to our mission as a University and as a provider of higher education. We recognise and accept our responsibilities under the law. We believe discrimination, either direct or indirect as defined in law, is unacceptable and we will not tolerate it. In the same way, victimisation, as defined in law, is unacceptable and will not be tolerated. However, our policy is not limited to the minimum standards imposed by the law. We are committed to achieve best practice in the area of equal opportunities. Everyone who is or who seeks to be a member of staff or a student of the University is entitled to receive equality of opportunity and treatment that is appropriate and fair irrespective of: age colour disablement marital status race/ethnicity religion sex gender employment status sexual orientation nationality caring responsibility socio-economic status other unjustifiable factors This list is not exhaustive. We will be proactive in all matters relating to equality of opportunity and diversity. We value and will celebrate the richness brought to our institution by a diverse population, both of staff and students. We recognise and will seek to reflect the positive contributions brought to the University by the variety of its staff and students. We also recognise that the behaviours through which diversity is evident must be consistent with the values that underpin this policy document. Additionally, we recognise that despite our best intentions circumstances may arise where we fail to provide an appropriate and professional service to people, consistent with the aims of this policy. We are committed to take action in such circumstances.

3 Responsibility All members of the University will take responsibility for their actions. Specifically: The overall managerial responsibility for equal opportunities lies with the Vice Chancellor, who is accountable to the Board of governors. All managers and supervisors are responsible for ensuring that this Equal Opportunities Policy is implemented in their areas of responsibility. The HR Director is responsible for taking action in relation to equal opportunities in employment matters, for monitoring the effectiveness of the policy and for ensuring appropriate provision of supportive staff development. The Academic Director, Deans of Faculty and Heads of Department are responsible for taking action in relation to equal opportunities in the operation of academic programmes. All employees and students are responsible for ensuring that they act at all times in a way that is consistent with our equal opportunities policy. Individuals may be personally accountable should any complaint arise or in respect of breaches of policy. People not employed by the University but who play a part in its activities, e.g. visitors, clients, contractors and suppliers of goods and services will be made aware of our expectation that they will operate within the scope of this policy. We will expect contractors and suppliers to demonstrate their commitment through evidence of their own equal opportunities policy. Scope of the Policy The University seeks to ensure equality of opportunity and treatment in relation to all of its activities, both as an employer and as a higher education provider. As an institution of higher education, we will seek to offer within our admissions policies, equal opportunities for access to courses and to the range of facilities we provide for students. We will seek to encourage the participation of students from a variety of backgrounds, at various stages of their lives and careers, and with a wide range of qualifications and experience. We believe that students should benefit from and take pride in being part of a University that regards its diversity as a significant strength. Selection criteria and procedures will be monitored and reviewed to ensure that equal opportunities are promoted, and that students are recruited on the basis of their merits and abilities. We also believe that merit and ability should determine student progress and achievement. Through effective monitoring and review we will ensure that students from a wide variety of backgrounds can demonstrate progress and achievement.

4 As an employer we will seek to ensure equality of opportunity and treatment in the recruitment, selection, retention, training and promotion of staff at all levels, and the adoption of flexible patterns of working. To this end we will develop personnel policies and practices that will demonstrate and further our commitment to Equal Opportunities. Selection criteria and procedures will be designed, and outcomes monitored and reviewed, to ensure that staff are recruited and selected on the basis of their assessed merits and abilities when compared with the needs of the University. We will take care to ensure that applicants or potential applicants are not discouraged or disadvantaged by the adoption of any conditions or criteria, which cannot be justified in terms of specific job requirements. Additionally we will seek to attract, encourage and welcome applications from a wide range of people to enhance the diversity of our staff. These commitments to staff and students will be reflected in the policies we produce. Additionally, we will continue to develop and implement best practice through the establishment of and support for guidance notes on best practice. The development of these guidance notes will take account of relevant statutory Codes of Practice. Implementation The University will have policies and procedures that support and uphold this equal opportunities policy. As a result, everyone can expect to be treated with fairness and for judgements to be made that respect their human rights and ensure natural justice. Decisions will be made with integrity following a process based upon transparent criteria. The University will take action to communicate this policy to all staff, students and others e.g. visitors, clients, contractors and suppliers of goods and services involved in its activities. We will continue to develop and implement programmes to ensure that all staff have received appropriate training to enable them to fulfil their responsibilities under this policy. Consultation with and involvement of a wide range of stakeholders will be essential for ensuring that our equal opportunities policy and practice is effective. We also need to ensure that we gain feedback to ensure that the practical impact of our policy and practice does not result in unintended or unfair discrimination or in consequences that are contrary to the aims of this policy. The University will confirm the role of the Diversity Forum as a consultative body and as a continuing feature of the infrastructure supporting this policy. The Vice Chancellor or a designated alternative will chair the Diversity Forum. On the completion of our review of Equal Opportunities, the Vice-Chancellor, will establish an Equal Opportunities Action Group and this will advise the Directorate on all aspects of equal opportunities and diversity policy, after appropriate consultation with the Diversity Forum and other recognised stakeholders. The University will develop policies, codes of practice and guidance to deal with specific aspects of the implementation of this Policy. These developments will take place against a clear and published action plan.

5 Responding to feedback The University is committed to respond positively to constructive criticism and complaint in relation to equal opportunities. We recognise that making complaints and expressing concerns in relation to equal opportunities can be challenging. We will therefore develop specific advice and support to enable staff and students to put forward their concerns effectively. We will take appropriate action to protect students and staff from discriminatory behaviour by any individual or groups within the institution, or in the course of their duties or study. Allegations of discriminatory behaviour on the part of students or staff will be dealt with under the appropriate disciplinary or grievance procedure. Complaints arising within the course of employment or during a period of study as a student should be made utilising for example the: Staff Grievance Procedure Public Interest Disclosure (Whistleblowing) Procedure Student Complaints Procedure Harassment Procedure Monitoring and Evaluation of the Policy The Equal Opportunities Action Group will review relevant performance indicators and will, following consultation with the Diversity Forum, make an annual report to the Directorate. This report will review both progress against the action plan and make appropriate proposals for further development.

6 RACE EQUALITY POLICY 1. Introduction The Race Equality Policy and supporting Action Plan are linked to the University s Equal Opportunities Policy and Action Plan. They have been set out as distinct documents to enable the University to clearly identify how it will work towards eliminating racial discrimination, promote equality of opportunity and good relations between people from different racial groups. The University is required under the Race Relations (Amendment) Act 2000 to maintain a Race Equality Policy. 2. Development of the Policy Responsibility for developing and monitoring the Race Equality Policy lies with the Equal Opportunities Action Group and Diversity Forum. The Equal Opportunities Action Group consists of senior managers from across the University who are either leading on key aspects of the University s Equal Opportunities Action Plan or have a significant managerial / influential role. The Diversity Forum is made up of academic and support staff, trade unions, student representatives and an external equality organisation (on race). The Vice-Chancellor will continue to chair both these groups. 3. Background Manchester is a racially and culturally diverse city where black and minority ethnic people make up 12.5 % of the population (1991 Census). Manchester Metropolitan University is one of the largest Universities of its kind in the UK with over 31,000 students and offering over 300 courses in approximately 50 different subject areas. The University has a varied population attracting students from a broad range of backgrounds and from over 100 countries. For 2002, overseas students currently make up 2% (619) of the total student population. Students from European Union Countries (excluding exchange students) make up a further 2.7% (851) of all full time students and 204 students on the Erasmus Exchange Programme have an exchange experience in a European country. Available figures for the last two academic years show that 45 students in 2000 and 37 students in 2001 took part on exchanges to Universities in America or Australia. The University currently employs over 3,200 staff, comprising almost 1,100 full-time teaching staff, 600 part-time staff, 700 manual staff and 1,048 administrative, professional, clerical and technical staff. The ethnic origin of staff, where this has been provided show that black and minority ethnic staff make up 5% of academic staff which includes research staff, 5% of support staff and 16% of all manual staff. 4. Consultation In developing the Race Equality Policy and Action Plan, consultation took place with the Equal Opportunities Action Group, Diversity Forum, Students Union and Trade

7 Unions. Regular consultation and feedback from all those who are affected by the policy (and other stakeholders) will be essential in monitoring the operation of the policy. 5. Aims of the Policy Achieving the aims set out within the Race Equality Policy is integral to the University s Mission and Strategic Plan. The University is committed to eradicating racism and racial discrimination in all of its activities, both as an employer and provider of higher education. It will adopt the definition of institutional racism 1 identified by the Stephen Lawrence Inquiry Report and will examine the design and impact of its policies, procedures and practices to ensure that black and minority ethnic people receive fair and appropriate services and treatment. In line with its wider Equal Opportunities Policy, the University will: 1. Ensure that students and staff from all racial groups are encouraged and supported to achieve their full potential. 2. Remove any barriers to accessing education / facilities / support to ensure students from all racial groups achieve the highest level of programme outcomes appropriate to their motivation and ability. 3. Remove any barriers to employment and career progression for staff from different racial groups to build a workforce that reflects the ethnic diversity of the relevant wider population. 4. Show consideration and respect for the religious and cultural traditions and practices of all staff and students. 5. Develop an inclusive learning, teaching and working environment by promoting mutual respect and valuing differences between people from different racial backgrounds. 6. Challenge and deal appropriately with any racial discrimination, racist behaviour and language in accordance with the University s regulations and procedures. 7. Continue to develop systems for expanding the collection, analysis and use of ethnic monitoring data on staff and students to set targets that will inform the University s work in promoting good race equality practices and provide comparative benchmarking. 8. Carry out a regular annual review on its progress against the Race Equality Policy and Action Plan and report on the results of assessments / monitoring and progress. (In conjunction with the Equal Opportunities Policy.) 1 The definition of institutional racism can be found at the end of the Race Equality Policy.

8 9. Make the necessary changes to policies, procedures and practices where impact assessments / monitoring / surveys identify racial discrimination / potentially discriminatory practice or adverse impact. 10. Develop guidance and provide training to all staff in order to support the full implementation of the Race Equality Policy and ensure both understanding and compliance with the law. 11. Make race equality considerations central to its planning, review and decisionmaking process. The University can begin to do this by incorporating and implementing the specific duties into all of its relevant functions and policies. 6. The General and Specific Duties The Race Relations (Amendment) Act 2000 places a general duty on public bodies to eliminate unlawful racial discrimination and to promote equality of opportunity and good relations between people of different racial groups. Specific duties have been introduced to support this aim and the University is required to: Develop a Race Equality Policy and Action Plan Assess the impact of the University s policies, including its Race Equality Policy on students and staff of different racial groups Monitor the admission and progress of students and the recruitment and career progress of staff by racial group Annually publish the results of its monitoring Set out how the policy itself will be published along with the results of the University s assessments and monitoring 7. Meeting the General and Specific Duties The University will use an initial screening process to identify which of its functions / policies and practices are relevant to race equality. This will be followed by detailed impact assessments against key questions, available monitoring data / information and consultation on the needs and views of students and staff. Existing monitoring systems will be developed to produce robust data to help monitor the Race Equality Policy and plan for continuous improvement. Arrangements for assessing the impact of the University s policies, for monitoring admission, recruitment and progress and publishing monitoring results are set out in the Action Plan. The Race Equality Policy and Action Plan will be published on the University s web site along with the results of assessments and monitoring at and The policy will be promoted and made easily available to all prospective and existing staff and students, to service providers, University partners and local communities. A summary of the impact assessments, monitoring results and progress against the Race Equality Policy (and Equal Opportunities Action Plan) will be reported to the

9 Board of Governors, the Directorate and disseminated through the University s staff and student magazines. Regular progress reports will go to governors, managers, staff, students, trade unions and other interested groups. 8. Cross reference with other relevant policies / procedures The University will make working towards racial equality explicit in all its relevant policies and procedures and in the way services and activities are planned, delivered and accessed. This will ensure that promoting race equality cuts across the various functions of the University and it will have implications for related policies and practices covering, for example: Strategic, equality and quality assurance plans Strategic Plan Annual Operating Statement Equal Opportunities Policy and Action Plan Quality assurance (Quality Assurance Manual) Teaching, learning, curriculum, research and assessment Learning and Teaching Strategy (appropriate / inclusive) Curriculum (development and review / evaluate content and delivery) Research Strategy (access / support) Assessments, progress and raising / ensuring equal attainment Academic appeals and student complaints Student access, support and guidance Admissions / access through the Admissions Protocol Students Charter Guidance and support services / level of care for students / careers / work placements Widening participation Employment Human Resource Strategy Recruitment and Selection through the relevant Code of Practice Staff Development Policy and practice (opportunities relating to training and promotion - i.e. shadowing, taking on more responsibilities) Professional Development and Review Policy and practice Secondment Policy Transfer practice Work life balance through the Flexible Working Policy Discipline through the Staff Disciplinary Procedures Grievances and complaints through the Staff Grievance Procedures

10 Behaviour Dealing with racist behaviour / complaints / harassment and bullying through the Policy on Bullying and Harassment in the Workplace and Disciplinary Procedure for students Tackling racist / inappropriate language Removing racist / offensive graffiti Others External relations and links to local communities Marketing of courses / programmes / facilities and services Procurement - buying in goods, facilities and services Accommodation and other services 9. Accountability and Responsibilities Governing Body Meeting the requirements under the Amended Race Relations Act to promote racial equality rests with the Governing Body Governors are responsible for ensuring that the Race Equality Policy is implemented, monitored and continuously reviewed according to the requirements of the general and specific duties It will oversee the University s progress in this area and racial equality will be a regular agenda item at meetings of the Board An identified member of the Board will be responsible for taking the lead on racial equality 9.1 The Vice-Chancellor The Vice-Chancellor is responsible for ensuring that: Race equality is implemented across all the relevant activities of the University All staff, managers and governors are aware of their responsibilities under the Race Equality Policy and given appropriate training and support to fulfil these Students are clear about standards of behaviour expected by the University through the Race Equality Policy and supporting procedures Appropriate action and support, including disciplinary action is taken against staff or students who racially discriminate 9.2 Managers and supervisors All employees who have managerial and supervisory responsibility for colleagues or students are responsible for ensuring that: Race equality is implemented in their areas of responsibility

11 All staff are aware of their responsibilities / accountability / liability under the Race Equality Policy and are provided with the appropriate training and support Complaints of racism / racial harassment and behaviour that is not consistent with the aims of this policy are dealt with quickly and appropriately and in line with the University s procedures The Academic Director, Deans of Faculty and Heads of Department are responsible for promoting race equality within the University s academic programmes 9.3 Individuals with specific responsibilities Executive officers leading on the implementation of the Equal Opportunities Action Plan will co-ordinate race equality work in their areas of responsibility and make sure appropriate action is taken The Development and Training Manager will ensure that progress against the Race Equality Policy is widely communicated and reported; and managers and staff are equipped to fulfil their responsibilities The Human Resources (HR) Director is responsible for ensuring the mainstreaming of race equality in employment and will monitor the implementation of both the Race Equality Policy and Equal Opportunities Policy The HR Director is responsible for the implementation of the Bullying and Harassment at Work Policy and for ensuring that complaints of racist behaviour / harassment and bullying / language / incidents are dealt with appropriately and in line with the University s procedures The Academic Director will monitor the implementation of both the Race Equality Policy and Equal Opportunities Policy in relation to teaching, learning and support for students The Academic Director is responsible for ensuring that all students receive fair, equal and appropriate treatment The Academic Registrar is responsible for dealing with complaints of racist behaviour / harassment and bullying / language / incidents in accordance with the Disciplinary Procedures for students The Director of External Relations will ensure that the University is projected externally as an organisation that is committed to racial equality and actively engages with local black and minority ethnic communities, businesses and schools / colleges whose students are drawn from racially diverse backgrounds The Director of Services and Head of Student Services will ensure equal access to, and delivery of, University services and support according to individual needs The Equal Opportunities Officer is responsible for: Co-ordinating the Staff Anti-Harassment Network and for setting up an Equal Opportunities Facilitators Network which will involve staff representatives from across the University Providing advice and support to network members, managers and supervisors

12 9.4 All staff All staff have a responsibility for implementing the Race Equality Policy and for ensuring fair, equal and appropriate treatment in all aspects of their work All staff have a responsibility to keep up to date with relevant antidiscrimination legislation and the implications this will have for their work and expected standards of behaviour The University will provide all staff with guidance and appropriate training to tackle racist behaviour / incidents and equip staff to recognise and challenge racism and racist stereotyping in line with the requirements of the Race Equality Policy and supporting procedures 9.5 Visitors and suppliers Visitors, as far as possible, and suppliers of goods and services will be made aware of and expected to comply with, the University s Race Equality Policy and Equal Opportunities Policy. 10. Procurement The University will ensure that its tendering, contract and procurement arrangements with external organisations are fair, not racially discriminatory and are within the requirements of the Race Equality Policy and supporting procedures. It will review the criteria used for awarding contracts and the methods of assessing and monitoring individual operators own employment and service delivery practices. 11. Partnerships with communities The University will seek to secure the confidence, involvement and participation of under-represented groups and sections of the community as students, staff (academic and support), governors, goods and service providers and work experience placement providers. The University has an important role to play in promoting good relations between people of different racial groups and it will work in partnership with the local community and other agencies to develop and promote positive attitudes to racial and cultural diversity. Information and materials about the University will be accessible in user-friendly language and some may be available in languages and formats other than English as appropriate. 12. Failure to adhere to the Policy The University will make it clear through the Race Equality Policy and supporting procedures that it will not tolerate discriminatory / racist behaviour, language or practices. Breaches of this policy by staff or students will be investigated and dealt with through the existing disciplinary or complaints procedures.

13 Note The Stephen Lawrence Inquiry Report defined institutional racism as: The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people. The Report went on to recommend: It is incumbent upon every institution to examine their policies and practices to guard against disadvantaging any section of our communities. There must be an unequivocal acceptance of the problem of institutional racism and its nature before it can be addressed, as it needs to be, in full partnership with members of minority ethnic communities. The Stephen Lawrence Inquiry Report also provided a working definition of a racist incident which is: Any incident which is perceived to be racist by the victim or any other person. The Government passed the Race Relations (Amendment) Act 2000 in response to the findings in the Stephen Lawrence Inquiry Report (1999).

14 Expected outcomes in achieving the University s Race Equality Policy and Action Plan Long Term Outcomes Respect and Recognition Manchester Metropolitan University becomes an exemplar public authority on race equality as an employer and provider of education, and is able to demonstrate achievement against published aims and objectives. The University is respected and recognised for its commitment to - and success in - promoting race equality and good relations between people of different ethnic and cultural backgrounds. The University sets high standards for the organisations it works with and for those who provide services on its behalf. Equality of Opportunity for All The University makes decisions openly and is responsive to the needs and concerns of its students, staff and the communities it serves. It achieves equality across all racial groups for students, staff and other stakeholders in their satisfaction with, and perception of, the University s functions and activities. It achieves a workforce that is representative of the ethnically diverse populations from which the University recruits and at all different levels within the organisation. The Board of Governors is representative of the communities the University serves. The student population reflects the ethnic backgrounds of the communities the University serves and there are no significant differences in the ethnic make-up of faculties and departments. The University achieves statistically equivalent rates of progress and attainment for students from all racial groups. The University removes any unintended adverse impact/ disadvantage of targeted functions and policies. The general level of complaints is low and there are no significant differences between ethnic groups in complaints, for example, about admissions, the curriculum, teaching, assessment, support, recruitment and treatment.