1.0 GENERAL STATEMENT OF POLICY MOULTON COLLEGE EQUALITY POLICY Moulton College is committed to achieving equality of opportunity for all people who work and study at the College and this policy is intended to respond to the spirit as well as the letter of the Equality Act 2010. The College also aims to promote all other forms and strands of equality and human rights that may be relevant to its work. The College will meet its public sector equality duty under Section 149 of the Equality Act 2010 (See Appendix 1) The College seeks to employ a workforce which reflects the diverse community at large, because it values the individual contributions of all people. The College will treat all employees with dignity and respect and provide a working environment free from unlawful discrimination, harassment or victimisation. To this end, within the framework of the law and best employment practice, the College is committed, wherever practicable, to achieving and maintaining a workforce which broadly reflects the local community. The College will provide a suitable learning environment for the education and training of all students of varying abilities and interests and to do this without creating unnecessary barriers to this provision. 1.1 POLICY All existing and potential employees and students will receive equality of opportunity and parity of treatment. No one will knowingly be disadvantaged or treated less favourably because of conditions or requirements which cannot be justified. The College will seek to make reasonable adjustments to its arrangements and premises with a view to avoiding disadvantages for disabled people. Any necessary action will be taken to ensure that individuals are treated equally and fairly and that decisions taken on student recruitment, staff recruitment, selection, training, promotion, career management and on the termination of employment or study are based solely on objective job or course related criteria. 1.2 ACTION TO IMPLEMENT POLICY 1.2.1 Moulton College will set an action plan containing measurable and achievable objectives and targets to ensure the policy is fully applied. 1.2.2 The College Equality Committee comprising staff and students monitor the operation of the Equality Policy against the set targets and objectives of the action plan. 1.3 RESPONSIBILITIES 1.3.1 The Deputy Principal Curriculum and Quality, on behalf of the Corporation, shall have overall responsibility for the operation of this policy and will convene and Chair the Equality Committee. Page 1 of 6
1.3.2 All employees have personal responsibility for the practical implementation of the policy, which extends to the treatment of fellow employees, students and others in contact with the College. 1.3.3 All students have personal responsibility for the practical implementation of the policy, which extends to the treatment of other students, employees of the college and other people with whom they have contact within the College. 1.3.4 All managers have a responsibility to ensure that the policy is carried through effectively, by giving active support to the policy and ensuring it is understood and implemented by employees and students under their control. They should encourage employees and students to inform them of any instances of discrimination, and ensure that these are reported to Human Resources in respect of staff and Student Services in respect of students. All matters will then be reported to the Deputy Principal Curriculum and Quality who will, if appropriate, investigate and report the outcome. 1.3.5 The Equality Committee will be responsible for monitoring the implementation of the policy against targets and objectives. 2. STAFFING The College has established employment-related policies and procedures which reflect its commitment to the promotion and embedding of equality and diversity that will assist it in achieving and retaining a diverse workforce. 2.1 STAFF RECRUITMENT 2.1.1 The College strives to offer an informed, impartial and supportive structure to its staff. All applicants for posts at the College shall be informed that the College promotes good practice in equality of opportunity and operates an equalities policy designed to encompass those groups who traditionally are under represented in the further education sector. If there is a Genuine Occupational Requirement, as defined by legislation for a particular post or training place which limits applications to a particular sex or race this will be clearly stated in any advertisement or job specification. 2.1.2 Where possible the College will make reasonable adjustments as defined by the Disability Equality Duty in the Disability Discrimination Act 2005 for employees with physical disabilities and/or learning difficulties. Where a member of staff becomes disabled during the course of employment the College will, where reasonably practicable, make adjustments to the working environment to sustain employment. 2.1.3 The College will seek to ensure, through the monitoring of its recruitment activities and the terminology used in its advertisements, and the images used, that applicants for employment from under represented groups and non traditional areas are not deterred from pursuing employment opportunities with the College. Page 2 of 6
2.1.4 The selection and interview process will be objective and deal only with the applicant s suitability for the post and ability to fulfil the requirements of the role. The College operates best practice by offering a constructive de-brief to all candidates invited for interview at the College. 2.2 PROMOTION AND TRAINING 2.2.1 The College actively supports the development of its staff. All staff are encouraged to discuss their career prospects, training needs and aspirations with College Managers annually through the appraisal process. The College is committed to maintaining the Investor in People status and will, where possible, ensure that all agreed training needs are met. 2.2.2 Individual staff appraisal will be based upon personal and professional development against agreed objectives. Staff undertaking appraisals will be trained in positive appraisal techniques. 2.3 STAFF COMPLAINTS PROCEDURE 2.3.1 Where a member of staff maintains, after due consideration, that they have been discriminated against by the College they should, in the first instance, discuss the matter with their line manager who will seek a solution. If the matter discussed is not resolved at this point the employee may address the matter through the normal published Grievance Procedures. 3. STUDENTS The College is committed to ensuring that teaching and learning are available and accessible for a broad range of students. It will achieve this through diverse marketing and admissions arrangements; the provision of full and part-time courses; many of which are available with a range of modes of attendance; the use of a range of teaching methods and media; the delivery of a diverse curriculum; and the provision of a broad range of student support services which cater for students with diverse needs. 3.1 RECRUITMENT, GUIDANCE AND SUPPORT 3.1.1 The College strives to offer an informed, impartial and supportive structure to its students. All applicants for courses at the College shall be informed that the College promotes good practice in equality of opportunity and operates an equalities policy designed to encompass those groups traditionally underrepresented in enrolments to further education. If there is a Genuine Occupational Requirement, as defined by legislation for a particular training place which limits applications to a particular sex or race then this will be clearly stated in any prospectus or course specification. 3.1.2 Where possible the College will make reasonable adjustments as defined by Disability Equality Duty in the Disability Discrimination Act 2005 for students with physical disabilities and/or learning difficulties. Page 3 of 6
3.1.3 The College will seek to ensure, through the monitoring of its student recruitment activities and the terminology used in its prospectus and the images used, that students from underrepresented groups and non-traditional areas are not deterred from pursuing educational opportunities with the College 3.1.4 All students will receive pre-advice and guidance and, if necessary or requested, a learning support interview to assess the additional support required to ensure each student gains the maximum benefit from their experience at College. 3.2 STUDENT COMPLAINTS PROCEDURE 3.2.1 Where a student maintains, after due consideration, they have been discriminated against or treated less favourably they should, in the first instance, discuss the matter with their personal tutor who will seek a solution. If the matter discussed is not resolved at this point the student may address the matter through the normal published Complaints Procedures. 4. MONITORING 4.1 The College has established systems and procedures, which it continues to develop, to ensure effective overall monitoring of its policies and action plans. All monitoring will be in compliance with the Data Protection Act 1998. 4.1.1 The effectiveness of the employment policies will be monitored. In particular records of age, sex, marital status, ethnic origin and disability of employees and job applicants will be kept and analysed. 4.1.2 The effectiveness of student recruitment will be monitored. In particular records of age, sex, ethnic origin and disability of students will be kept and analysed. Student success rates will be analysed and monitored. 4.2 Monitoring of all systems and procedures relating to Equality and Diversity will be undertaken by the Equality Committee who will report their findings to the Academic Board and Corporation Board. The overall responsibility in respect of students rests with the Academic Board. The overall responsibility in respect of staff rests with the Corporation Board. All procedures are reviewed annually. 4.3 If the monitoring process indicates any areas where discrimination, harassment, or victimisation may be occurring, appropriate action will be taken. 5. LIAISON 5.1.1 The College strives to make a responsive contribution to the community by working with external groups and agencies to offer a range of programmes and services, which meet the needs of current and prospective client groups. Page 4 of 6
5.1.2 The College works in partnership with a broad range of other institutions and agencies to provide its services and to support its community in achieving social and community cohesion. The College will seek to ensure, so far as is reasonably practicable, that its partners adopt the same commitment to equality and diversity as the College. Reviewed: Corporation Board 25/7/12 Reviewed: SMT September 2012 Changes approved Corporation Board 5/12/12 APPENDIX 1 Section 149 of the Equality Act 2010, public sector bodies which includes further education colleges have a public sector duty as follows: 149 Public sector equality duty (1) A public authority must, in the exercise of its functions, have due regard to the need to (c) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act; advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; foster good relations between persons who share a relevant protected characteristic and persons who do not share it. (2) A person who is not a public authority but who exercises public functions must, in the exercise of those functions, have due regard to the matters mentioned in subsection (1). (3) Having due regard to the need to advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to (c) remove or minimise disadvantages suffered by persons who share a relevant protected characteristic that are connected to that characteristic; take steps to meet the needs of persons who share a relevant protected characteristic that are different from the needs of persons who do not share it; encourage persons who share a relevant protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low. Page 5 of 6
(4) The steps involved in meeting the needs of disabled persons that are different from the needs of persons who are not disabled include, in particular, steps to take account of disabled persons' disabilities. (5) Having due regard to the need to foster good relations between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to tackle prejudice, and promote understanding. (6) Compliance with the duties in this section may involve treating some persons more favourably than others; but that is not to be taken as permitting conduct that would otherwise be prohibited by or under this Act. (7) The relevant protected characteristics are age; disability; gender reassignment; pregnancy and maternity; race; religion or belief; sex; sexual orientation. (8) A reference to conduct that is prohibited by or under this Act includes a reference to a breach of an equality clause or rule; a breach of a non-discrimination rule. (9) Schedule 18 (exceptions) has effect. Page 6 of 6