Equal Opportunity Policies This is a brief summary of both the University s broad Equal Opportunities Policy and Race Equality Policy. Scope The University seeks to ensure equality of opportunity and treatment in relation to all of its activities, both as a higher education provider and as an employer. Achieving the aims within our equality policies and plans is integral to the University s mission and values. Going beyond the minimum standards imposed by the law, the University is committed to achieving best practice in the area of equality. Everyone who is, or seeks to become a student or member of staff of the University is entitled to equality of opportunity and treatment regardless of: - age - colour / race / ethnic origin / nationality - religion or belief - disability - sex / gender - sexual orientation - marital status - caring responsibilities - socio-economic status - employment status - any other unjustifiable grounds 1 1 This list provides examples and is not a definitive / final list of the grounds on which individuals should not be discriminated against and treated unfairly. 1
Main Policy Aims For students The University seeks to: Offer equal access to courses and to the range of facilities we provide for students. 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. Monitor and review selection criteria and procedures to ensure that students are recruited on the basis of their merit and abilities. Carry out effective monitoring and review to ensure that students from a wide variety of backgrounds can demonstrate progress and achievement. For staff The University seeks to: Attract, encourage and welcome applicants from a wide range of backgrounds to enhance the diversity of our staff. Ensure equality of opportunity and treatment in the recruitment, selection, retention, training and promotion of all staff. Make sure that applicants or potential applicants are not discouraged or disadvantaged by the adoption of any criteria, provision or practices which cannot be justified in terms of specific job requirements. Remove any barriers to employment and career progression for all staff, including black and minority ethnic staff, to build a workforce that reflects the diversity of the relevant wider population. 2
Develop guidance and provide training to all staff in order to support the full implementation of the University s equality policies and ensure both understanding and compliance with the law. For both students and staff The University believes that both students and staff should benefit and take pride in being part of a University that regards its diversity as a significant strength. We have a commitment to: Show consideration and respect for the religious and cultural traditions and practices of all students and staff. This applies to both religion and belief. Develop an inclusive learning, teaching and working environment by promoting mutual respect and valuing differences and diversity. Challenge and deal appropriately with any discriminatory practice, behaviour or language in accordance with the University s regulations and procedures. Continue to develop systems for expanding the collection, analysis and use of equality monitoring data on students and staff to set targets that will inform the University s work in promoting good equality practices and provide comparative benchmarking. Carry out an annual review on its progress against the Race Equality Policy and Action Plan and report on the results of assessments / monitoring and progress. This will be done in conjunction with the wider Equal Opportunities Policy. These commitments to all our students and staff will be reflected in the policies the University produces. We will continue to develop practical guidance to support the implementation of best equality practice. Responsibility 3
Responsibility for translating our equality policy aims into practice involves everyone within the University. It is important to be aware that individuals may also be personally accountable for breaches to, or complaints arising from these policies. Every student and member of staff is responsible for their actions and behaviour. Each must act, at all times, in a way that is consistent with the aims of the University s equality policies. Specific responsibilities The overall managerial responsibility for equality lies with the Vice-Chancellor, who is accountable to the Board of Governors. All managers and supervisors are responsible for ensuring that both the Equal Opportunities Policy and Race Equality Policy are implemented in their areas of responsibilities. The Academic Director will monitor the implementation of both the Equal Opportunities Policy and Race Equality 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 Director, Deans of Faculty and Heads of Department are responsible for promoting equality in the operation of academic programmes. The Academic Registrar is responsible for dealing with complaints of racist and other discriminatory behaviour, harassment, bullying and language in accordance with the Student Complaints Procedure. The Director of Services and Head of Student Services will ensure equal access to, and delivery of, University services and support according to individual need. 4
The Human Resources Director is responsible for promoting equality opportunities in employment, for monitoring the effectiveness of the Equal Opportunities Policy and Race Equality Policy and ensuring appropriate staff development. Visitors, as far as possible, and suppliers of goods and services will be made aware of and expected to comply with, the University s equality policies. Contractors and suppliers will be expected to demonstrate their commitment through evidence of implementing their own equal opportunities policies. Failure to adhere to the University s equality policies The University will make it clear through its equality policies and supporting procedures that it will not tolerate discriminatory / offensive behaviour, language or practices. Breaches to our policies in this area by students or staff will be investigated and dealt with through the Student Complaints Procedure and through the appropriate Grievance, Disciplinary or Harassment Procedures for staff. Implementation / action plans The full text for the Equal Opportunities Policy and Race Equality Policy, together with their supporting action plans are available from departmental faculty offices. These documents can also be downloaded from the University s website at: www.mmu.ac.uk/humanresources/policy/general 24 June 2004 5