Race Relations Policy

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Approved by Equal Opportunities Committee 28 Sept 04
Apporved by Academic Council 6 Oct 04

Queen Margaret University
Race Equality Policy

Contents

1. QMU Equality Framework
2. Race Equality Policy Statement
3. Background
4. Commitment
5. Responsibilities
6. Publication and Review of the Race Equality Policy
7. Strategic Integration of the Corporate Equality Framework and
Corporate Strategic Priorities
8. Identification of Functions
9. Affirmation of Race Equality Values and Anti-racist Perspective
10. Communication and Consultation Strategy
11. Positive Action to Engage Minority Ethnic Staff, Students and
Communities
12. Monitoring and Performance Indicators
13. Impact Evaluation, Review and Dissemination
14. Provision of Guidance, Support and Training
15. Examples Good Practice and Positive Action Initiatives
16. Appendices

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1. QMU Equality Framework

1.1. Queen Margaret University welcomes diversity amongst its students, staff,
applicants and visitors, recognising the particular contributions to the
achievement of the institution's mission that can be made by individuals
from a wide range of backgrounds and experiences. The institution is
committed to ensuring that all of its activities are governed by principles of
equality of opportunities.

Extract from Strategic Plan 2004-2007

Queen Margaret University vision is to be:

”A highly focused university committed to the promotion of equality of opportunity and widening
participation, working with and for its communities”

One of our strategic objectives includes

“Progressively increasing the participation of previously excluded or under-represented sectors of the
population”

1.2. This policy statement is underpinned by a range of equal opportunities
policies and codes of practice for staff and students, including the
institution's race equality policy, all of which are published on our equality
website www.QMU.ac.uk/equal/committee.htm. Subject only to statutory
provisions and necessary professional considerations, no students, staff,
applicants or visitors will be treated less favourably than others because of
factors such as their sex, age, marital status, sexual orientation, religion,
ethnic or racial group, or disability.

1.3. The University is committed to creating and celebrating a positive,
inclusive atmosphere, based on respect for individuals’ differences, in
which students and staff are actively encouraged to reach their full
potential. All staff and students have rights and responsibilities in relation
to the promotion of equality.

1.4. In relation to staff, the policy and practice of the institution require that all
staff are afforded equal opportunities within employment, and that entry
into employment with the institution and the progression within
employment will be determined only by personal merit and the application
of criteria which are related to the duties of each particular post and the
relevant salary structure. In all cases, the ability to perform the job
effectively, safely and fairly is a primary consideration. We are committed
to ensuring that our staff population is representative of the wider
community and in session 2004/05 our Equal Opportunities Committee will
take active steps to implement appropriate benchmarks.

1.5. In relation to students, the institution aims to promote entry to and provide
education at undergraduate and postgraduate level for all students,
whatever their background. We are committed to enhancing the student
experience through delivering race equality and creating an inclusive
learning environment; this applies to recruitment and admissions, to the
curriculum, teaching and assessment, to welfare and support services, and
to staff development and training. In session 2004/05 our Equal

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Opportunities Committee will take active steps to implement appropriate
benchmarks, and to addressing imbalance and under-representation of
particular groups within our student population.

2. Race Equality Policy Statement

2.1. Queen Margaret University is committed to promoting equality of
opportunity and good race relations.

2.2. Existing levels of under-representation of staff and students from minority
ethnic groups diminishes the richness of the University’s culture. Lack of
understanding and awareness of race and ethnicity can reduce diversity in
the Curriculum or impact on the allocation of social space for staff and
students. This combined with increased public awareness of race
discrimination demonstrates the requirement to promote and articulate the
University’s urgent commitment to equality in this specific area.

3. Background

3.1. The 1997 Dearing Report1 recommended that “all institutions identify and
remove barriers that inhibit recruitment and progression for particular
groups” and monitor and publish the progress towards turning equal
opportunities commitments into reality in Higher Education.

3.2. In 1999, as a result of the Stephen Lawrence inquiry, the Macpherson
Report 2 identified 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
disadvantages ethnic minority people”

3.3. The report “Ethnicity and Employment in Higher Education” 3 has been the
most comprehensive study to date examining the position of black and
minority staff in academic and related employment. Some of the major
findings were as follows:

 there has been less progress on ensuring racial equality in Higher
Education in the last few years than in sex equality;

 black and ethnic minority students make up an increasing proportion of
university students and yet this is not reflected in the make up of
teaching staff, or those in senior administrative posts. Staff classifying
themselves as Bangladeshi, Pakistani, Black Caribbean and Black
'Other' are significantly underrepresented in academic posts.

 nationally, minority ethnic groups are over-represented in fixed term
research posts. One in four black and minority ethnic academics said
they had experienced discrimination in job applications and promotions
1
1997 The National Committee of Inquiry into Higher Education (NCIHE)—the Dearing Committee
2
1999 The Stephen Lawrence Inquiry. Report of an Inquiry by Sir William Macpherson of Cluny.
3
Modood, Fenton and Carter (2002) Ethnicity and Employment in Higher Education, Policy Studies
Institute

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and also experienced isolation and lack of support. One in five said
they had experienced racial harassment or abuse from staff or
students. Minority ethnic academics with nine or more years of service
are only about half as likely to be professors as their white peers. The
position of minority ethnic women, especially non-British women, is the
most disadvantaged.

 there have been a number of well-publicised successful Employment
Tribunal cases involving academic staff alleging racial discrimination
against Higher Education Institutions, in the last few years.

Some common manifestations of institutional racism, which are important
to note are :

 'it doesn't happen here' - a denial of the possibility of discriminatory
practice within an institution in the absence of accurate data, or without
consulting those most likely to be on the receiving end of
discrimination, or a refusal to accept such findings;

 a 'colour blind approach', which treats everyone the same and which
does not acknowledge or address the differing needs of black and
minority staff and therefore potentially marginalizes their perspective;

 abdication of one's personal responsibility for tackling racism, by not
challenging others' behaviour or attitudes, as 'it does not directly affect
me', or for fear of unpopularity or reprisals;

 failing to incorporate race issues within day-to-day practice,
procedures and mainstream activity;

 lack of awareness and understanding about how structures and
individuals unwittingly perpetuate racism, without attempting to attend
training, or to be self-aware about one's own assumptions, behaviour
and attitudes, or to acquire new knowledge and act on it;

 under-representation of specific groups within the organisation,
particularly at a senior and influential level, the absence of a 'minority'
perspective on key decision-making bodies and fora;

 a belief that there are no barriers within the institution and/or
insufficient recognition of discrimination at an earlier educational level,
i.e. a lack of awareness that the playing field is not level. The
assumption that setting targets for black and ethnic minority staff will
entail lowering standards or no longer appointing on merit;

 a weak commitment in practice, to implementing the policies that
institutions subscribe to on paper.

3.4. The Race Relations Act, 1976 as amended by the Race Relations
(Amendment) Act 2000, places a positive general Duty on a wide range of
public authorities, including Higher Education Institutions, to promote racial
equality. This duty means that in all its identified relevant functions, the
University must have “due regard” to the need to:

Eliminate unlawful racial discrimination;
Promote equality of opportunity; and

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Promote good relations between people of different racial groups.

3.5. Specific duties have been introduced to assist institutions meet the general
duty. These include:

 Prepare a written statement of our policy for race equality;
 Assess the impact of all policies on staff and students of different
racial groups;
 Monitor, with reference to these racial groups, the admission and
progress of students, and the recruitment, retention and career
progression of staff
 Include in the written statement of its Race Equality Policy, an
indication of its arrangements for publishing that statement and the
results of its assessment and monitoring.

3.6. This policy has been developed with regard to the Code of Practice issued
by the Commission for Racial Equality4. Appendix A provides a definition
and prioritisation of functions and responsibilities in relation to each strand
of the general duty. This policy will be implemented through our Race
Equality Action Plan which will support the Strategic Equality Framework.

The University is mindful of the need to comply with European legislation
and the Bologna agreement. In 2004/05 the Equal Opportunities
Committee will work to ensure that the University proactively engages with
the requirements of the legislation.

4. Commitment

4.1. Queen Margaret University is fully committed to leading its staff and
students in a period of culture change. It wishes to exceed the
requirements of the general duty and the specific duties to eliminate
unlawful discrimination; promotion of equality of opportunity; and
promotion of good relations between people of different racial groups.

4.2. Queen Margaret University will ensure that in the conduct of all its
activities, steps are taken to promote equality of opportunity, to promote
good relations between different racial groups, and to avoid the occurrence
of racial discrimination, whether direct or indirect. The promotion of race
equality will be central to future staff development activity.

4.3. Any discriminatory behaviour, including harassment or bullying by
individuals or groups, will be regarded extremely seriously and may be
regarded as grounds for disciplinary process, which may result in
expulsion or dismissal.

4.4. Failure to comply with the University’s Race Equality Policy could lead to
the individual and the institution being in breach of the law. The University
will take action if there is any attempt by its students, staff or other service
providers to discriminate against the people whom the Act protects.

5. Responsibilities

4
2002 Commission for Racial Equality – Framework for a Race Equality Policy for Higher Education
Institutions

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5.1. The Governing Body is committed to its legal responsibility to eliminate
unlawful racial discrimination, promote equality of opportunity and promote
race equality in all aspects of its activities as an employer and provider of
Higher Education. The Principal, acting on behalf of the Governing Body,
will take all reasonable and practical steps to ensure compliance with the
policy.

5.2. The Principal and his reports are responsible for ensuring that the
institution fulfils its duties in accordance with such arrangements. The
Strategic Management Group (SMG) is responsible for ensuring the policy
is consulted upon and communicated to all members of the University
community and external stakeholders.

5.3. SMG will ensure that the monitoring and assessment data produced under
this policy is published annually (Refer to Section 10) and used to expand,
revise, update, improve and maintain policy implementation.

5.4. The Equal Opportunities Committee, on which the Students' Union is
represented, is responsible for reporting and monitoring, by reference to
those racial groups, the admission and progression of students, and the
recruitment and career progress of staff. The Equal Opportunities
Committee, guided by Race Equality Working Group, will report to and
advise SMG on the implementation of the policy and its impact.

5.5. The Equal Opportunities Committee will produce a twice-yearly progress
report, on the implementation and monitoring of the policy, to SMG and
Governing Body.

5.6. All committees are responsible for ensuring that this race equality policy is
embedded in their duties and functions in relation to both students and
staff. In addition, at Faculty Level, key named members of staff have
been identified as academic champions of Equal Opportunities. A similar
approach will be applied to support areas.

5.7. All students and staff are required to be responsible for conducting
themselves in a manner that promotes equality of opportunity, promotes
good relations between different racial groups, and avoids the occurrence
of racial discrimination, whether direct or indirect.

6. Publication and Review of the Race Equality Policy

6.1. The Race Equality Policy was first adopted in December 2002. It has
since been revised in September 2004. The University is committed to
ensuring that the policy is disseminated to a wide variety of stakeholders
including staff, students, minority groups and trade unions. The policy is
available freely in hard and electronic copy on the Equality Website
http://www.QMU.ac.uk/prospective/cweo.htm and the Staff Intranet. The
policy will be implemented via the Race Equality Action Plan (Appendix A)
which will be implemented through the Strategic Equality Framework.

There will be consultation at all key stages in the development of the
Action Plan and in the regular review of this policy. This consultation will
include staff and students and in particular those from different racial
groups and other relevant groups within the institution.

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6.2. The Equal Opportunities Committee will take all possible measures to
ensure that effective channels of communication with minority ethnic staff
and students are developed and maintained.

7. Strategic Integration of the Corporate Equality Framework and Corporate
Strategic Priorities

7.1. The Race Equality Policy is central to the Strategic Equality Framework.
This is key to the strategic vision of the University as a modern
organisation that values and encourages equality and diversity. The
Equality Framework is being developed to drive equal opportunities across
all functions of the institution. This is being supported by the identification
of responsibility and resources.

7.2. Addressing the duty of the Race Relations (Amendment) Act 2000 is one
of the University’s strategic priorities.

7.3. Equal Opportunities will be monitored and reported in the annual strategic
planning and activity planning process to ensure that it is explicitly built into
all aspects of business and policy formation.

8. Identification of functions and examination for adverse impact upon black
and minority ethnic people and upon promoting good relations between
people of different racial groups.

8.1. The University is committed to undertaking a two-yearly Equality Audit to
independently review and monitor its performance. This will allow the
prioritisation and review of functions. The audit will include output from
our equal pay review, which will be carried out through our Pay and
Reward Strategy. The results and impact of the Audit will be monitored at
the annual Equality Away Day, facilitated by the Equal Opportunities
Committee.

9. Affirmation of Race Equality Values and Anti-racist Perspective

9.1. The establishment of an Equal Opportunities Committee (Appendix B) in
September 2003 has subsequently led to the appointment of a Race
Equality Working Group. This group is tasked with: assessing the impact
of the Race Equality Policy on the University policies, procedures and
practices; and to take action to recommend amendments as required.
The group will provide guidelines on race equality to ensure the
development of systems and procedures for addressing Race Equality
issues within Faculties, Schools, Units etc. This will focus on all the
functions identified. The group will consider how the impact of the Race
Equality Policy will be embedded into subsequent policy formulation and
business and action planning.

9.2. The University is currently engaged in the pro-active development of the
curricula to promote an anti-racist perspective.

10. Communication and Consultation Strategy

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10.1. The University’s communication strategy adopts good practice as set out
in The HE Communicators Equality and Diversity Toolkit.5

10.2. Our commitment to racial equality will be highlighted in our prospectus,
annual report and strategic plan. Our Race Equality Action Plan,
Institutional Equality Framework and a summary of the results of our
monitoring information will be published on the Internet. We will
endeavour to maintain public information and material that is written
clearly and is available (where necessary) in languages other than English
and in a variety (where requested) of formats.

10.3. Our policy and progress will be publicised to students as follows:

 All students will receive a summary of the race equality policy as part
of the Student Handbook. A summarised version will be actively
displayed across all campuses. In addition access to the policy will be
available via the web and intranet.

 The induction programme for students will highlight our commitment to
racial equality.

 Bulletins, leaflets and briefing papers will be regularly distributed and
displayed across the campus.

 Staff will reinforce this information in all activities within and outwith the
University.

10.4. Our policy and progress will be publicised to staff as follows:

 All staff will be emailed/sent a hard copy of the race equality policy via
email or with payslips. A summary of the policy will also be displayed
on notice boards.

 Racial Equality will feature on the induction programme. This will
include our commitment to racial equality and action to be taken by
staff who suffer discrimination and action to be taken against
perpetrators.

 Racial Equality will be a regular feature in the Staff Newsletter.

 Racial Equality will have a high profile on the equal opportunities
section on the staff intranet.

 Bulletins, leaflets and briefing papers will be regularly distributed and
displayed across the campus.

11. Positive Action to Engage Minority Ethnic Staff, Students and Communities

11.1. Queen Margaret University will build on and develop its partnerships with
the community and racial equality organisations and networks to develop a
positive environment in which diversity and difference are valued. It will
incorporate into the development and implementation of its outreach

5
/ECU (2004) The HE Communicators Equality and Diversity Toolkit

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activities an awareness of the need to promote good race equality and
good relations between different racial groups.

11.2. The Race Equality Working Group will identify areas of under-
representation as part of the Strategic Equality Framework. This will be
supported by the institution’s ongoing wider access strategy.

11.3. We will always promote equality of opportunity in the development and
maintenance of partnerships and collaborations with other organisations.

11.4. There will be policy integration with the Marketing and Estates strategies
to:

 Ensure that Public information and material is written clearly and is
available (where necessary) in languages other than English and in a
variety (where requested) of formats.

 Ensure that Public areas of all campuses are fully accessible, can be
used by the communities we serve and are appropriate to the needs of
those involved.

12. Monitoring and Performance Indicators

12.1. The institution monitors, by reference to different racial groups, the
recruitment, selection, training, retention and promotion of members of
staff and the admission and progression of students. The results of this
monitoring process will be collated by Human Resources and the Registry,
and reported to the Equal Opportunities Committee and Academic Council.

12.2. In addition to the monitoring and audit arrangements already in place, the
Equal Opportunities Committee will put in place additional measures
(Figure 1) to ensure that such additional monitoring is undertaken as is
necessary to ensure that the institution is able to identify possible
improvements in its practices.

12.3. The Institution will develop and maintain a Race Equality Action Plan,
which will be reviewed on an annual basis to further enhance the Race
Equality Policy.

Figure 1
Staff

Applications Ethnic Group University/ Subject/Job Type
Short listing Ethnic Group University/ Subject/Job Type
Interviews Ethnic Group University/ Subject/Job Type
Appointments Ethnic Group University/ Subject/Job Type
Promotions Ethnic Group University/ Subject/Job Type
Contract Type Ethnic Group University/ Subject/Job Type
Training and Staff Development Ethnic Group University/ Subject/Job Type
Annual Appraisal – Planning and Ethnic Group University/ Subject/Job Type
Review

Exit Interviews Ethnic Group University/ Subject/Job Type

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Equality Training for Staff All staff % of total
Involved in Recruitment
Students

Applications Ethnic Group University/Subject

Interviews Ethnic Group University/Subject

Enrolments Ethnic Group University/Subject

Progressions Ethnic Group University/Subject

Awards Ethnic Group University/Subject

First Destinations Ethnic Group University/Subject

Curriculum and Research
Curriculum/Race initiatives that All Number of new initiatives.
promote Race Equality Curriculum/Research Sustainability of existing
Output initiatives
Examples of good practice in the All Evidence of good practice.
promotion of Race Equality Curriculum/Research Sustainability of good practice.
Output

12.4. The Equal Opportunities Committee, supported by the Race Equality
Working Group will review and report progress annually to the Strategic
Management Group (SMG) and Governing Body.

12.5. The monitoring data will assist the University in evaluating its progress
towards meeting race equality targets by highlighting differences between
groups. This will prompt analyses of why the differences exist, the
effectiveness of current aims and targets and follow up action required.

13. Impact Evaluation, Review and Dissemination

13.1. Evaluation

13.1.1. The University is committed to reviewing its strategies and policy
documents to ensure that they are reflective of its commitment to race
equality and contribute to its attainment. The Strategic Management
Group (SMG) will take action to ensure that effective channels of
communication are developed and maintained in order to gain comment
on and develop processes, including the implementation of this policy.
(Appendix C)

13.1.2. The impact of our revised Race Equality Policy will be considered in
the following policy and strategy documents:

Strategic Plan Estates Strategy
QUELTA Strategy Admissions Policy
Research Strategy Quality Assurance Policy
Recruitment Strategy Equal Opportunities Policy
Marketing Strategy Human Resources Strategy

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Activity Planning Policy Occupational Health and Safety and Risk
Pay and Reward Strategy Management

13.2. Review

The following measures will be introduced to ensure our policies are congruent with
the values and ethos of our Race Equality Policy:

13.2.1. Review of Race Equality and the Curriculum

Function Process Responsibility

Curriculum and Validation
delivery of new

Council/Educational
courses

Policy Committee/
Faculty Academic
Review of existing Quinquennial

Quality Audit
courses subject/programme

Committee
Academic
review

Boards
Periodic quality review Annual Monitoring
Exercises

13.2.2. Review of Race Equality and Other Strategic Areas

Monitoring information will be regularly assessed and reported to the Equal
Opportunities Committee to evaluate the progress that the University is
making towards its objectives. These will enable the University to:

 Highlight any differences between staff and students from different racial
groups.
 Consider why differences exist.
 Decide what can realistically be done to improve the recruitment and
progression of students from different racial groups and to improve the
recruitment and progression of staff from racial groups.
 Take positive action as defined in the Race Relations (Amendment) Act
2000 to overcome race inequality.
 Reconsider the objectives in our strategic plans.

14. Provision of Guidance, Support and Training

14.1. In session 2004/05 the Equal Opportunities will identify appropriate
guidance, support and training to be provided to members of staff and to
students to ensure that the institution's commitment to race equality is fully
achieved. The purpose of training is both to inform individuals and also to
ensure that principles underlying the Race Equality Policy inform relevant
decision-making processes throughout the institution.

14.2. The Equal Opportunities Committee will commission a two-yearly Equality
Audit to assist in identifying and analysis training needs. This will be
reported to SMG and Governing Body.

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14.3. Racial Equality will feature on the induction programme. This will include
our commitment to racial equality and action to be taken by staff and
students who suffer discrimination and action to be taken against
perpetrators.

14.4. Racial Equality will be feature in the Staff Newsletter.

14.5. Racial Equality will have a high profile on the equal opportunities section
on the Staff Intranet and Webpage.

14.6. Bulletins, leaflets and briefing papers will be regularly distributed and
displayed across the campus.

14.7. There is a commitment to ensuring a holistic approach, that engages
Governing Body, students and staff in driving forward the equal
opportunities agenda.

14.8. As part of the ongoing programme of staff development, the institution has
commenced an activity planning process for all staff. Equality of
opportunity will be at the centre of this.

15. Examples of Good Practice and Positive Action Initiatives

15.1. Skillnet/Retail Business Collaboration

Funded by MAATCHED (Strand 4 SHEFC funding ) this project saw a
partnership develop between Skillnet (Adult Guidance organisation for
Black Minority Ethnic people) and staff in Retail Business to develop a
short taster course aimed at local black/minority ethnic people with an
interest in progressing to HE to study business related courses.
We have continued to develop our relationship with Skillnet and have
organised an Open day with them around access to Health related
courses.

15.2. Work with the Leith based Sikh Sanjog

This originated from a training course aimed at staff working in the
community to promote wider acess. An outcome of this was some initial
work with the Sikh Sanjog which provides a wide range of support to
people in Leith from the Sikh community. Work was undertaken with a girls
study group organised by staff at the Sanjog and this led to an Open day
visit to the Leith campus. This relationship will shortly be renewed through
the recently developed Black and Minority Ethnic Development Project .

15.3. Race Equality and the Curriculum

Our Centre for Academic Practice actively promotes race equality in the
curriculum and encourages best practice. Race Equality is a key element
of the teaching induction programme.

The University is currently engaged in the pro-active development of the
curricula in order to promote an anti-racist perspective. The School of
Drama and Creative Industries is currently auditing the texts used for
performances with an emphasis on non-white and non-European
playwrights.

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15.4. Black and Minority Ethnic Development Project

A graduate from University’s HE Cert Environmental Justice has been
employed through Student Services as the Development Worker for the
above project. This will see her making contact/renewing contact with
community based organisations from the local Black and minority Ethnic
population. To date this has included:

 Organising an Open Day in collaboration with 'Affinity Ethnic Women',
a self organised group of second generation south east Asian
women.
 Working with ELREC (Edin and Lothian Race Equality Council) to
organise a Lifelong Learning event This will be in collaboration with
other Colleges and HEIs as well as community based providers.

15.5. Open Day/Sports event with SASA United football club (Asian men)

An Open Day/Sports event is currently being organised in collaboration
with SASA United football club (Asian men). This includes a football
competition, plus health/sports related tasters delivered by academic
staff. Other members of the black community (men and women) will also
be invited to participate in the day (Using for example the Gym and the
sports hall).

15.6. Edinburgh Mela

Edinburgh Mela is Scotland's biggest intercultural festival and was founded
by members of Edinburgh's Pakistani, Indian and Bangladeshi
communities. The University has a stall at the Mela to raise awareness of
activities and to highlight our commitment and support to cultural diversity.

15.7. Contemplation Room

There is a contemplation Room in our Halls of Residence, where students
can go to have peaceful time or pray. During Ramadan, we extend
facilities (with separate areas for each gender) for prayers at dawn and
breaking the fast at sunset.

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Appendix A Definition and Prioritisation of Functions in relation to the Strands of General Duty

*This is being taken forward as the Race Equality Action Plan which is implemented via the Strategic Equality Framework

Function Eliminate Unlawful Discrimination Priority Lead
Promote Equality of Opportunity Assessment Responsibility
Promote good relations between people of different racial groups for Race
Equality
1.Governance  Visible commitment from Board of Governors to promote and ensure the fulfilment of all policy High Board of
legislation and responsibilities. Governors
 Giving a consistent and high-profile lead on race equality issues. Principal
 Promoting the race equality policy inside and outside the institution. SMG support
 Making sure the race equality policy and its procedures are followed.
 Introduction of race equality impact questions into strategic planning and policy development
processes.
 Establish targets and monitoring mechanisms.
 Ensure the commitment to combat racism and promote equality is embedded at corporate level.
 Analyse the impact of the Race Equality Policy on the University’s strategic aims and planning
processes.
 Commitment to Race Equality in institutional vision.
 Equal Opportunities representative on Governing Body.
 Introduce regular policy review for effectiveness and impact.
 Take active measures to encourage diversity in committee membership and business.
2. Staff  Ensure that recruitment procedures are carried out consistently and fairly and that staff are High Director of HR
Recruitment aware of responsibilities under RRA.
Promotion and  Monitor enquiries, applications for employment, training and promotion, and retention by racial
Retention. groups to inform planning.
 Encourage applications from all racial groups.
 Take positive action in using monitoring information to identify priorities and address
inequalities.

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Function Eliminate Unlawful Discrimination Priority Lead
Promote Equality of Opportunity Assessment Responsibility
Promote good relations between people of different racial groups for Race
Equality
 Ensure equality of opportunity is accounted for in staff development.
 Review sources of recruitment advertising and consider specific measures to target under
represented groups.
 Ensure that equality of opportunity features in the development and delivery of training.
3.Student  Ensure that admissions procedures are carried out consistently and fairly and that staff are High Director of
Recruitment aware of responsibilities under RRA. Registry and
Admissions and  Use student data to inform recruitment and marketing strategy. Secretariat
Participation  Encourage applications from all racial groups. Head of
 Target marketing initiatives at underrepresented groups and wider society. Rec&Admiss.
 Continue initiatives on widening participation and retention in relation to minority ethnic Assistant
students. Registrars
Head of
Student
Services
4.Pedagogy and  Establish and monitor targets in relation to attainment, progress, retention and completion High Vice Principal
Assessment rates. (Learning and
 Ensure criteria for assessment are clear and fair to all students. Teaching).
 Ensure that a sound understanding of equality and diversity underpins teaching, learning and
assessment.
 A visible commitment to racial equality in modules and programmes.
 Ensure positive action in the promotion of diversity in the curriculum.
5.Teaching and  Ensure all methods of teaching are equality proofed. High Director of
Learning  Promote module in diversity and equality in the induction programme for new staff. Centre for
 Celebrate and promote good practice. Academic
Practice
6.Research and  Review existing research strategy to ensure integration of institutional Race objectives. Medium Head of RICO
Knowledge  Support and encourage the adoption of the Equality guidelines for RAE 2008. SPPU
Transfer

15
Approved by Equal Opportunities Committee 28 Sept 04
Apporved by Academic Council 6 Oct 04

Function Eliminate Unlawful Discrimination Priority Lead
Promote Equality of Opportunity Assessment Responsibility
Promote good relations between people of different racial groups for Race
Equality
 Include an explicit Race Equality statement in the Research Code of Practice and Research
Strategy.
 Celebrate and promote good practice.
7.Service  Develop culturally appropriate services that are reflective of the needs of current and future Low with Director of
Delivery students and staff. exception of Strategic
 Identify key areas e.g. staff – finance, security, janitorial, catering students – HR, maintenance Hospitality Financial
 Ensure race equality is a feature of all service design, development and implementation. Services Management
 Ensure race awareness amongst frontline staff and introduce training and awareness sessions. which is High and Business
 Ensure the implementation of a transparent complaints procedure is in place Services
 Ensure a pro-active approach in responding cultural needs. Encourage feedback. Head of
 Promotion of complaints delivery if been treated unfairly. Hospitality
Services
8.Outsourcing  Review and monitor the procurement process for its compliance with equal opportunities and Low Head of
and race relations. Finance
Contractual  Place a requirement from suppliers and contractors that they have effective race equality Head of
Procurement policies and procedures. Estates and
 Actively encourage the incorporation of race equality and equal opportunities dimensions into Facilities
specifications and tender documents etc.
9.Marketing  Implement the Equality Challenge Unit good practice guidelines and embed in the University High Vice Principal
Communications Strategy. (Strategic
 Review of publicity on marketing materials. Projects)
 Raise the profile of Equal Opportunities on the Web and in Promotional documentation. Director of
 Publish policy on the web. Marketing.
 Publish the Equality Audit and Framework.
 Celebrate and promote good practice.
 Consider how the results of publishing might be managed.
10.Partnerships  Build and develop links with local minority ethnic groups and organisations. Medium Head of

16
Approved by Equal Opportunities Committee 28 Sept 04
Apporved by Academic Council 6 Oct 04

Function Eliminate Unlawful Discrimination Priority Lead
Promote Equality of Opportunity Assessment Responsibility
Promote good relations between people of different racial groups for Race
Equality
and Community  More strategic analysis needed. Student
Links  Encourage greater dialogue with and participation by these groups. Services
 Increase and celebrate participation in initiatives to encourage diversity. Head of RICO
Director of
Development
EOC
11.Complaints  Review complaints procedures to ensure sensitivity to race relations. Medium Director of
 Ensure the fair implementation of complaints procedures. Include monitoring criteria that is Registry and
relevant to racial groups. Secretariat
 Promote widely an open complaints procedure. Director of HR

17
Appendix B Remit of the Equal Opportunities Committee

Queen Margaret University Equal Opportunities Committee – Purpose, Aims and Terms
of Reference

Purpose:
To set the strategic framework for equality of opportunity in service provision and in
employment.

Functions:
To advise the Principal and Governing Body on the implementation of all aspects of
the University's equal opportunities policy and to monitor progress of that policy;

To consider and report on all matters relating to the formulation, implementation,
evaluation and review of equal opportunities policies across the University and on the
fulfilment of the University's statutory obligations.

Terms of Reference:

1. To consider the implications of changes in legislation for the
implementation of equal opportunities in the University; and generally to
advise on any related issues, alerting the Planning & Resources
Committee and other committees of the implications of current practices
for equal opportunities;
2. To prepare or instigate appropriate policies, advice and guidance in
relation to equal opportunities;
3. To monitor implementation of equal opportunities policies in the institution
and to receive reports as requested from relevant areas within the
University;
4. To instigate as appropriate independent audit of the implementation of the
institution’s equality of opportunity policy;
5. To establish working groups to investigate and report on the equal
opportunities dimension of any aspect of the University's policies and
procedures and to receive feedback from staff and students on relevant
issues;
6. To prepare and maintain an institutional action plan, including
performance targets, to ensure that the equal opportunities policies are
translated into programmes of action;
7. To define and request resources required to deliver this implementation
plan;
8. To assist academic and support areas in the implementation of University
equal opportunities policies;
9. To maintain sector links with professional bodies e.g. Equality Challenge
Unit
10. To report regularly to the Planning & Resources Committee and to
Governing Body through the Principal.

N.B. equal opportunities relates to gender, race, ethnic origin, disability,
religion, age, sexual orientation, harassment & bullying.
Appendix C Implementation of the Equality Framework and Race Equality
Policy

Academic
Council

Institutional Vision
and Mission Governing Body

Strategic Plan
SMG

Strategic Equality
Framework Equal
Opportunities
Committee

Data Analysis
Race Equality Policy
Race Equality Race Equality
Action Plan Working Group

Data Analysis Report Extracts

External Policy Analysis

Impact Annual Course
Data Monitoring Assessment Review

Policy Strategic/ Activity Annual Course
Student Staff Review Planning Monitoring Review