Last Review: April 2016 Reviewed by: DoHR/SMT/Corporation Next Review: April 2018 EQUALITY & DIVERSITY POLICY HR12 1. Introduction 1.1 Askham Bryan College celebrates and values the diversity brought to it by all those individuals who live, work and learn here and believes the College will benefit from attracting and retaining learners and staff from a variety of backgrounds. The principles of equality and diversity are at the heart of College life and are supported by appropriate policies, procedures and good practice. 1.2 Equality and Diversity are embedded within many of the College s Strategic Priorities. Equality of opportunity and inclusivity are fundamental to the Equality Vision and Values of the College. 1.3 This Policy should be read in conjunction with the College s Equality Action Plan. 2. Scope 2.1 This policy applies to all individuals involved with the College, including staff, students, individuals contracted to provide services and visitors to our premises. 2.2 This policy covers equality and diversity in relation to the protected characteristics as described by the Equality Act 2010. These are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation. 3. Aims 3.1 To ensure that all individuals are treated fairly and with dignity and respect. 3.2 To create and promote an inclusive and positive culture and environment, fostering good relations and challenging and preventing prejudice, discrimination and harassment. 3.3 To enable all individuals to achieve their full potential, to contribute fully and derive maximum benefit and enjoyment from their involvement in the life of the College. 3.4 To promote awareness, understanding and involvement in equality and diversity matters among staff and students. - 1 -
3.5 To promote the ethos of the Prevent agenda by encouraging free and open debate amongst students, whilst challenging extremism. Our aim is that through classroom practice and social activities, staff and students will support belief in equality of opportunity and the celebration of diversity as part of the promotion of British Values within the College. 3.6 This policy operates in accordance with legislation and other College policies and specifically those referred to in Appendix 1. 3.7 The College will ensure its policies, procedures and practices comply with relevant legislation. 4. Responsibility 4.1 All individuals are responsible for upholding the aims and spirit of the policy. For specific responsibilities in relation to the policy and Equality Action Plan, see Appendix 1. 5. Implementation and Monitoring 5.1 In monitoring and progressing the policy, the College will: consult employees, unions and other stakeholders; take into account any relevant information from internal or external sources. 5.2 The College community as a whole shares responsibility for the successful application of this policy, with specific responsibility on managers and advisors who are professionally involved in staff and student support, development and supervision. 5.3 The College will provide equality and diversity training and events for all individuals. 5.4 The College will seek to ensure that all individuals have equal access to all facilities. Adjustments to working and learning practices are considered wherever reasonably possible in order to accommodate a more diverse community. 5.5 The effectiveness of the policy will be monitored by measuring progress towards achieving equality objectives as set out in the Equality Action Plan and the consideration of relevant monitoring data. 5.6 Progress against the Equality Action Plan will be a standing item on the Equality and Diversity Steering Group agenda and will be reported to the Senior Management Team on a termly basis. 5.7 An annual report will be provided to the Governors by the Deputy Principal, Quality and Standards. This report will incorporate: achievements and progress made against the Equality Action Plan; and - 2 -
progress from other key areas or events throughout the College. 5.8 To inform the setting of targets and the measurement of progress in achieving them, the College will collect and analyse information by age, gender, ethnicity and disability where relevant and appropriate. 6. Publishing the policy 6.1 The policy and Equality Action Plan will be published on the College website and intranet and also communicated to staff via email and the Staff Briefing process. A variety of alternative formats will be available on request. 6.2 The minutes of the Equality and Diversity Steering Group will be publicly available via Moodle. 6.3 Details of the policy and action plan will be included in relevant publications and staff and student induction. 7. Unacceptable Actions and Behaviour 7.1 This policy aims to ensure equality of opportunity and fair treatment for everyone. It is based on the principle that people have the right to their own beliefs and do not engage in activities or acts which interfere with the rights or beliefs of others. 7.2 Any attempt to coerce or threaten others to comply with a particular belief system (eg through unauthorised distribution of literature, threats or offensive remarks) may result in disciplinary action. 8. Complaints 8.1 Any form of bullying, harassment or victimisation of any individual will not be tolerated. Allegations will be taken seriously and dealt with appropriately under the relevant procedure. 8.2 Any member of staff or students found guilty of unlawful discrimination or harassment will be subject to disciplinary action including, where appropriate, dismissal for gross misconduct. Appropriate action will be taken against any member of the public, visitor or service provider involved in unlawful discrimination or harassment. - 3 -
Appendix 1 Further Information Legal Framework The Equality Act 2010 Employment Equal Treatment Framework Directive 2000 Equal Treatment Directive 2006 Human Rights Act 1998 Our Mission To be the college of choice for land-based and land-related learning across the North of England. Our Strategic Priorities* 1. To develop our further education and achieve an outstanding inspection. For example: Provide an outstanding, enjoyable, educational experience which changes people s lives and exceeds expectations 2. To build our higher education and achieve Foundation Degree Award Powers. For example: To grow student participation, recruiting with integrity and around sound curriculum 3. To invest in our estate. For example: Develop a high quality learning and social environment which is safe, sustainable and fit for purpose. 4. To support and challenge our people. For example: Empower a single staff team to drive the college forward and who both earn and receive respect 5. To seize opportunities to develop our mission. For example: Integrate new staff and students into the college network, culture and values. * Click here to read our full Strategic Plan Our Equality Values We are inclusive of all individuals in all that we do. We will respect the individual and treat everyone with dignity and respect. Our Equality Vision Our vision is to provide an inclusive environment which recognises and values people s differences, capitalises on the strengths those differences bring to the College and supports students and staff to maximise their potential to succeed. This commitment is central to delivering excellence in all we do and will support us to meet our vision. We - 4 -
will achieve this by ensuring: inequalities in participation, retention, achievement and progression are addressed our College is an accessible place for all to learn, work and, where applicable, to live; and as an employer, our practices promote diversity in the recruiting, developing and retaining of a diverse workforce Equality & Diversity Steering Group The Equality and Diversity Steering Group has responsibility for the development and progress of the Equality Policy and Equality Action Plan and reports to the Senior Management team and ultimately, the Corporation. Membership of the Steering Group consists of: Jane Tupper Deputy Principal, Quality and Standards Clare Williams Head of Student Support Services Alexia Younghusband-Francis HR Business Partner (York and South) Geoff Metcalfe Head of Estates Dominique Algar Lecturer in Uniformed Public Services Emily Nelson Network for Collaborative Outreach Project Field Worker Adam Savage Student Support Manager (Newton Rigg) Jane Sullivan Director of Newton Rigg Tim Ward HR Business Partner (North) Staff and Student Union representatives Equality Act 2010 Public Sector Equality Duty For more information on the Public Sector Equality Duty and how this relates to the Equality Act 2010, please click on the link: http://www.legislation.gov.uk/ukpga/2010/15/section/149 Related Policies SCA2 Behaviour Management & Disciplinary Policy SCA8 Disability Statement for FE Students SCA8a Guide for Disabled Students : Applicants to Higher Education QA4 FE Admissions Policy QA4a HE Admissions HR1 Recruitment & Selection of Staff HR2 Staff Disciplinary Procedure HR5 Dignity at Work & Policy for dealing with Bullying & Harassment HR10 Staff Grievance HR17 Staff Code of Conduct - 5 -