1. POLICY STATEMENT
We welcome people from all sections of the community. In all aspects of College life we aim to provide and promote equal opportunities for potential and existing students/trainees and staff.
We will pursue policies and establish practices, which are non-discriminatory. We will seek to provide fair treatment for potential and existing staff and students/trainees and to value diversity in human experience and circumstances. We aim to establish a constructive and positive working environment for all staff and students/trainees. In line with the Equality Act, 2010, we strive to meet the following three aims:
• Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
• Advance equality of opportunity between people who share a protected characteristic and those who do not.
• Foster good relations between people who share a protected characteristic and those who do not.
We will implement this policy in respect of:
College publicity and recruitment
Curriculum content and delivery
Provision of facilities and services
College publicity and recruitment
Continuous Professional Development
Application of Human Resources procedures
Monitoring and reporting of Equality & Diversity issues in the College
CONTRACTORS & WORK PLACEMENT PROVIDERS
Compliance with this policy
Policy implementation will be overseen by the Equality & Diversity Team. As part of the Equality Act, an equality duty will be published on the College Internet page to demonstrate the College’s responsibilities and commitment to the General and Specific duties. Equality objectives will be included as part of this process.
Any employee or student who believes that she/he is being discriminated against, victimised or harassed should raise the issue through the appropriate Staff or Student Grievance Procedure, or the Code on Personal Harassment. Staff should seek advice from Human
Resources. Students/trainees and visitors should seek advice from Student Services.
2. POLICY CONTEXT
Equal Pay Act 1970;
Sex Discrimination Act 1975;
Race Relations Act 1976;
Disability Discrimination Act 1995;
Employment Equality (Religion or Belief) Regulations 2003;
Employment Equality (Sexual Orientation) Regulations 2003;
Employment Equality (Age) Regulations 2006;
Equality Act 2006, Part 2;
Equality Act (Sexual Orientation) Regulations 2007.
The Equality Act (2010) simplifies, streamlines and harmonises the 116 different acts of
parliament, regulations, codes of practice and guidance and will support the College’s progress
in promoting equality and achieving year on year improved outcomes.
This policy is implemented in the context of the following legislation:
Equal Pay Act 1970, 1975 (as amended)
Rehabilitation of Offenders Act 1974
Sex Discrimination Act 1975 (amendment 1986)
Race Relations Act 1976
Asylum and Immigration Act 1993, 1996 and 1999
Disability Discrimination Act 1995/SENDA 2001
Employment Rights Act 1996
Protection from Harassment Act 1997
Human Rights Act 1998
Working Time Regulations 1998, 2003
Maternity and Paternal Leave Regulations 1999
Part-Time Workers 2000
Sexual Orientation (Employment Equality (Sexual Orientation) Regulations 2003)
Religion and Belief (Employment Equality (Religion or Belief) Regulations 2003)
Age (Employment Equality (Age) Regulations 2006)
Equality Act 2006
Equality Act (Sexual Orientation) Regulations 2007
Autism Act 2009
‘Protected characteristics’ relate to age, disability, gender reassignment, race, religion or belief, marriage and civil partnership, sex, sexual orientation, and pregnancy and maternity. Marriage or civil partnership status relates to the first aim of the duty but aims two and three (advancing equality and fostering good relations) do not apply. Fostering good relations includes tackling prejudice and promoting understanding between different groups whilst having due regard for advancing equality involves:
• Removing or minimising disadvantages suffered by people due to their protected characteristics. TAMESIDE COLLEGE • Taking steps to meet the needs of people from protected groups where these are different from the needs of other people
• Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.
A key amendment to the duty makes it clear that to ‘advance’ also means that the college must consider, among other things, that meeting the needs of disabled people may involve taking steps to take account of people’s impairments, even where that involves treating disabled people more favourably than other people.
This policy applies to all staff, students/trainees and visitors and guidelines and standards are available to back up this policy. Contractors are required to indicate that they subscribe to this policy or have to produce an equivalent policy of their own. Related information is contained in:
• Equality and Diversity procedure
• Equality Duty
• Code on Responding to Personal Harassment
• Personnel Recruitment and Selection Policy and Procedures
• Student Discipline and Grievance Procedures
• Staff Discipline, Capability and Grievance Procedures
• Additional Learning Support Policy
• Careers Education Policy and Entitlement Statement
The Equality Act covers the same groups that were protected by existing equality legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity. These are called ‘protected characteristics’.
3. LOCATION AND ACCESS TO THE POLICY
The Equality and Diversity Policy and supporting policies and other documents are available in the Quality Assurance Manual via Learning Box on the College Network.
4. PERSON RESPONSIBLE FOR THE POLICY
Principal / Chief Executive
5. POLICY STATUS
Written by: Deputy Principal
Approved by: Corporation
Issue Date: September 2014
Review Date: September 2016