Equality and Diversity by lbK8L7VH

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									Equality and Diversity Policy (Incorporating Landmarks’ Single Equality
Scheme)

This policy relates to equality, diversity and inclusion. For the purposes of this policy,
equality means treating people equally. Diversity means recognising, encouraging
and accommodating differences. Inclusion, in both a social and educational
context, means recognising every individual's right to be treated equally, and to be
accorded the same services and opportunities as everyone else.

Landmarks was founded specifically to support the education, training and
development of people with learning difficulties. Thus all its resources are directed to
the promotion of equality, diversity and inclusion for that group. The College also
seeks to direct those resources to the same ends for other groups in society.

At the core of our planning is the individual learning plan (ILP) that determines the
learning, teaching and support accessed by each learner. The ILP develops from a
comprehensive baseline assessment undertaken by a multi-disciplinary team. Each
ILP explicitly incorporates individual needs including any cultural and language
needs. The process is subject to constant development in terms of staff training, CPD
and the collection and analysis of management information via our Databridge
system.

The College strives to continuously improve the quality of its provision and supports
and encourages all members of the community to develop their awareness of
equality and diversity.

1.         Equality and Diversity Policy Statement

     1.1   The Trustees, staff, learners and volunteers of Landmarks are committed to
              developing a community which supports equality, diversity and inclusion.
              The College aims to promote good relations among its staff and learners
              and to create a high quality specialist learning environment within which
              all members of the community can realise their individual potential.

     1.2   All learners have learning disabilities and we wish to ensure that they learn
                strategies to manage their disabilities and develop their potential for
                more independent living, employment and integration into the
                community.

     1.3   We wish to ensure that all Trustees, staff, learners and volunteers work or
             study in a climate free from unfair treatment, harassment or abusive
             behaviour. We recognise that discrimination can manifest itself in
             different ways and that its effect is destructive to those who experience it
             and to those who cause it.

     1.4   The College acknowledges and accepts its legal responsibility to protect
              and enhance the rights of Trustees, learners, staff and volunteers in the
              promotion of equality, diversity and inclusion. It will take positive steps to
              raise awareness about equality, diversity and inclusion on its courses and
              amongst employees by providing necessary training and through the
              dissemination of information. In our policies and decisions we seek to
              ensure that no-one is discriminated against on the basis of gender,
              disability, sexual orientation, race, colour, nationality, age 1, ethnic origin,

1
    The College implements minimum and maximum admission ages for learners.



Author: Dawn Green, Principal                  1
Written: October 2010
                 learning difficulties, religious beliefs, political views or trade union
                 membership, criminal convictions, parental responsibilities or socio-
                 economic background.

     1.5   The College is committed to the implementation of Codes of Practice in
              relation to gender, racial equality and disability to ensure equality of
              opportunity in all aspects of the College’s activities.

     1.6   All forms of discrimination will be dealt with according to the College’s
               complaints policy. The College will monitor and regularly review the
               effectiveness of its policies and procedures, adapting them as necessary
               in response to internal needs or external factors.

2.         Key Principles

     2.1   It is the responsibility of every person involved in the College to ensure that
                the policy is implemented fully by making sure that they do not
                discriminate against one another in their daily contact. In addition, all
                members of the College Community should be aware that they have a
                duty to uphold equality, diversity and inclusion principles.

     2.2   The     College will    seek   to   challenge   all   inequality,   prejudice   and
                 discrimination.

     2.3   The College will seek to treat all Trustees, employees, learners and volunteers
              with respect and dignity, and seek to provide a working and study
              environment free from harassment, discrimination and victimisation.

     2.4   The College will not tolerate any form of discriminatory or objectionable
              and/or offensive behaviour against its Trustees, employees, learners or
              volunteers, either from current or potential employees, current or
              potential learners or members of the public. The College will take all
              necessary and reasonable action to prevent such behaviour.

     2.5   The College will seek to ensure that equality, diversity and inclusion issues are
              embedded into all its policies and procedures and will implement an
              equality impact assessment [EIM] to ensure a systematic analysis takes
              place annually to identify and act upon any differential impact upon
              relevant groups.

     2.6   The College will seek to establish further strategic, professional and
              collaborative partnerships to secure wider participation opportunities for
              Landmarks staff and learners.

3.         Scope

     3.1   The purpose of this policy is to establish clear guidance regarding equality,
              diversity and inclusion and to establish key principles, structures and
              monitoring arrangements for the College. This policy is applicable to all
              Trustees, current and potential employees, volunteers and learners.




Author: Dawn Green, Principal                   2
Written: October 2010
4.         Learners

     4.1   It is the College’s policy to make decisions regarding learner recruitment and
                 selection wholly on the basis of the individual’s potential to benefit from
                 and succeed within the College. Judgments about learner achievement
                 and progression are made on the basis of objective information and
                 through fair and transparent procedures in the reasonable view of the
                 College.

     4.2   The College will seek to ensure that no potential learner will be
              disadvantaged, or treated less favourably because of conditions or
              requirements that are not, in the reasonable opinion of the College,
              related to the course of study.

     4.3   For monitoring purposes, as part of the application and admission process
               learners will be requested to indicate their racial origin as perceived by
               themselves.

     4.4   In the admission of learners, the College is committed to ensuring:

                that no-one receives less favourable treatment on grounds of gender,
                 sexual orientation, race, ethnic origin, age, disability, learning
                 difficulties religious beliefs, views on politics or trade union membership,
                 family responsibilities, criminal convictions or socio-economic
                 background;

                that selection criteria and procedures are kept under review to ensure
                 that individuals are selected and treated solely on the basis of their
                 relevant merits and abilities.

                objective criteria are applied to all applications and the admissions
                 procedure will be fair and transparent.

                prospective learners are informed of the existence of the support and
                 counselling services.

     4.5   The Senior Team will monitor application and enrolment statistics to ensure
              that the College's equality, diversity and inclusion commitments are
              being met.




5.         College Staff (including Volunteers)

     5.1   The recruitment and appointment of staff will be made on the basis of
              relevant ability and potential. Admission criteria will be based on
              objective information and follow fair and transparent procedures.

     5.2   All staff will be given equal access to training and professional development
                support and activities. Line managers will seek to ensure through the
                annual staff appraisal process that their staff are offered training and
                development opportunities in accordance with the College's staff
                development policy. This includes in-house and external training and
                professional development.



Author: Dawn Green, Principal                 3
Written: October 2010
    5.3   Positive efforts will be made to raise awareness among staff of equality,
             diversity and inclusion matters within the college as a whole and, in
             particular, issues that affect their role and to be responsive to the needs
             of staff and of the institution.

    5.4   Applicants to the College for employment will be requested to indicate their
            racial origin as perceived by themselves.

    5.5   The College will seek to ensure that no member of staff, either current or
             potential, will be disadvantaged, or treated less favourably because of
             conditions or requirements that in the reasonable opinion of the College
             are not related to the job.

    5.6   The College will treat all employees with respect and dignity, and seek to
             provide a working environment free from harassment, discrimination and
             victimisation. The College will not tolerate any form of discriminatory
             behaviour against its employees, either from other employees, learners or
             members of the public.

    5.7   The College will ensure that job opportunities are circulated and the College
             will seek to ensure that all applications are dealt with efficiently and fairly.

    5.8   The College will ensure that pay will be based on the skills and knowledge
             required to fulfil the responsibilities of a job and carry out its key tasks.
             Pay will not discriminate unfairly on the basis of gender, ethnic origin,
             disability etc.

    5.9   The Senior Team will review this area and report annually to the Board of
             Trustees.




Author: Dawn Green, Principal                 4
Written: October 2010
Equality and Diversity Procedures

6.         Marketing, Publicity and Communications

     6.1   The College wishes to ensure that its marketing, publicity and recruitment
              materials and practices encourage applicants for jobs and courses from
              all sections of the community. Wherever possible, positive role models of
              under-represented groups will be presented, (provided relevant consent
              under the Data Protection Act is obtained).

     6.2   Marketing strategies, publicity and promotion materials will be scrutinised to
             ensure that brochures, advertisements, application forms and other
             promotional literature conform to the College's Equality and Policy.

     6.3   The College will seek to ensure that all signage, regulations, communications
              and instructions will be as clear and simple as possible and free from
              discriminatory language.

     6.4   A positive approach will be adopted by all staff and learners involved in the
              process of recruitment, to ensure that discrimination in publications which
              might deter potential staff and learners does not occur.

     6.5   The College will use its reasonable endeavours to ensure that learning
              materials will be free from discriminatory assumptions, images and
              language.

     6.6   The College will embrace the educational and social inclusion strategy and
              ensure that its marketing, publicity and recruitment materials
              demonstrate a clear match between learning requirements and
              provision.

7.         Monitoring Equality and Diversity

     7.1   The College undertakes to regularly review the capture and analysis of data
              relating to the employee and learner body. The Senior Team will be
              responsible for monitoring equality and diversity.

     7.2   The College is committed to the collection of statistics and presentation of
              data as well as monitoring on an ongoing basis and as employment
              policies and practices change.

     7.3   The College will monitor the composition of the existing college community
              with reference to ethnicity, disability, age and gender in particular.

     7.4   After the relationship with the College has ended, the College may retain
               statistics about the composition of the College community on an
               anonymous basis for the purpose of carrying out equal opportunities
               monitoring and may look at reasons for leaving, including resignation
               withdrawal rates. The College will conduct, wherever possible, exit
               interviews to establish the reason for leaving and how the “leaver” views
               the College and its commitment to equal opportunities. Any such
               records will be stored in line with Data Protection and any other relevant
               legislation.




Author: Dawn Green, Principal                5
Written: October 2010
     7.5   Monitoring will be undertaken in accordance with best practice
             recommendations, particularly from bodies such as the Commission for
             Racial Equality (CRE), Disability Rights Commission (DRC) and the Equal
             Opportunities Commission (EOC) and with regard to the Data Protection
             Act 1998 and in line with terms and conditions of employment and
             enrolment.

     7.6   All records will be kept in line with the College’s Data Protection &
               Confidentiality policy.




8.         Positive Action

     8.1   If the College becomes aware, through monitoring or otherwise, that certain
                groups are under-represented, the College may implement a temporary
                positive action strategy to encourage applications from such under-
                represented groups.

     8.2   Positive action strategies are intended to be temporary measures only. They
              must be kept under regular review, and they cannot be used once the
              special needs have been met, or if under-presentation no longer exists.
              The College will ensure when using positive action as a strategy, it falls
              within the scope of the law.




9.         Implementation of the Equality and Diversity Policy

     9.1   The College Principal has overall responsibility for equality and diversity issues.
              The Principal will ensure that regular reports are made to the Board of
              Trustees.

     9.2   The monitoring of employees and learners will be done in line with the Data
              Protection & Confidentiality Policy.

     9.3   The Senior Team will set equality targets for all aspects of College activity,
              develop action plans, analyse statistics produced by monitoring and
              propose positive action where necessary.

     9.4   The College will seek to ensure that:

                               Trustees, employees, volunteers, learners and their sponsors,
                                including work placement providers, are aware of the
                                College’s equality and diversity policy and the action
                                needed for its implementation.

                               Trustees, employees, volunteers, learners and their sponsors,
                                including work placement providers are aware of the value
                                placed upon equality and diversity and that action will be
                                taken in the event of any breach of this policy.

                               Trustees and employees have access to comprehensive
                                information which assists them to plan, implement and
                                monitor actions to carry out their responsibilities under the
                                policy.



Author: Dawn Green, Principal                    6
Written: October 2010
      9.5   Through its curriculum the College will support initiatives to widen
                participation and seek to promote educational and social inclusion.




10.         Complaints under the Equality and Diversity Policy

      10.1 Equality and diversity in the workplace will be achieved by the
              implementation of a number of policies and measures. Breaches of this
              policy will be dealt with in accordance with the College’s complaints
              policy.

      10.2 The College will maintain documentation of each incident and the
              outcomes will be used to develop good practice to prevent a
              recurrence of the incident. The College will monitor the effectiveness of
              these measures annually in the Senior Team’s annual report to the Board
              of Trustees.




11.         General

      11.1 This policy does not form part of terms and conditions of employment nor
               does it form part of any contract between learners and the College.




Author: Dawn Green, Principal               7
Written: October 2010
                      Equality Schemes and Codes of Practice

Disability, Gender, Sexual Orientation, Race, Religious Beliefs and Age


The College, both as an employer and as an educational provider, is opposed to
discriminatory attitudes and their manifestations and will resist all discrimination. The
College will take positive steps to establish and maintain non-discriminatory practices
within the College. The Equality Schemes and Codes of Practice below are intended
to form part of the Equality and Diversity Policy. They provide further guidance on
Equality and Diversity.

12.        Disability Equality Scheme (DES)

The Disability Discrimination Act (DDA) 2005 sets out the general duty and provides
that every public authority shall in carrying out its functions have due regard to the
need to:
     eliminate discrimination that is unlawful under this Act
     eliminate harassment of disabled persons that is related to their
       disabilities
     promote equality of opportunity between disabled persons and
       other persons
     take steps to take account of disabled persons’ disabilities, even
       where that involves treating disabled persons more favourably than
       other persons
     promote positive attitudes towards disabled persons
     encourage participation by disabled persons in public life.

The disability legislation reflects the social (rather than medical) model of disability.
The social model is defined as:

“The social model requires a shift of focus away from an individual’s medical
condition or impairment to the ‘attitudes, systems and practices that create disabling
barriers and prevent participation by disabled people’(Understanding the Disability
Discrimination Act, Disability Rights Commission 2007).

The College is committed to the principles of this equality duty.

      12.1 The Disability Discrimination Act 2005 requires education providers and other
              public sector bodies to be proactive in ensuring that disabled people are
              treated fairly.

      12.2 The College will:

              strive to eliminate discrimination on the grounds of disability
              ensure that harassment of disabled people, where the harassment is
               related to their disabilities, is challenged and eliminated in line with
               College policies and procedures
              promote equality of opportunity between disabled people and other
               people
              take steps to take account of disabled peoples’ disabilities, even where
               that involves treating the disabled person more favourably than other
               people
              promote positive attitudes towards disabled people
              encourage participation by disabled people in public life


Author: Dawn Green, Principal                 8
Written: October 2010
      12.3 The College will make every effort to ensure a speedy and positive response
              to the learning, working and specific needs of learners or staff with
              disabilities.

      12.4 Potential learner applicants with specific needs will be given the opportunity
              to discuss and assess particular requirements with the relevant members
              of staff. If the individual decides to apply the College will endeavour to
              accommodate his/her needs. If after applying they are not selected
              reasons must be given.

      12.5 Discrimination by reason of disability occurs where a person with a disability is
               treated less favourably than a non-disabled person and that treatment
               cannot be justified.

      12.6 Actions or behaviour considered to be unacceptable include the following
              although the list is not exhaustive:

                 the use of discriminatory language towards or harassment of staff or
                  learners who have a disability
                 lack of consultation with a disabled person about whom a decision
                  regarding his/her needs are being discussed
                 discriminatory comments or innuendoes, for example during lessons,
                  tutorials, meetings or interviews.



13.         Gender Equality Scheme

The Sex Discrimination Act 1975 and subsequent Equality Act 2006 sets out the
general equality duty and provides that a public authority shall in carrying out its
functions have due regard to the need to:

         eliminate unlawful discrimination and harassment
         promote equality of opportunity between men and women.

The Sex Discrimination (Gender Reassignment) Regulations 1999 & Gender
Recognition Act 2004 provides that it is unlawful under the Act to discriminate against
people on the grounds of gender reassignment.

The College pays due regard to eliminating unlawful discrimination (direct and
indirect) and harassment on the grounds of gender, as well as promoting equality of
opportunity between men and women including access to training, pay and other
benefits.

      13.1 The Gender Equality Duty [GED] is a legal obligation which came into force
                in April 2007. It was introduced by the Equality Act 2006, which in turn
                amended the Sex Discrimination Act 1975. The GED places a statutory
                duty on Landmarks to have due regard to the need to:

                        Eliminate unlawful discrimination and harassment
                        promote equality of opportunity between men and women




Author: Dawn Green, Principal                 9
Written: October 2010
         Instead    of   depending      on   individuals   making   complaints   about   sex
         discrimination, the duty places the legal responsibility on the College to
         demonstrate that it treats men and women fairly.



      13.2   Gender Equality Code

      13.3 Direct sex discrimination can occur where a person of one sex is treated less
               favourably, on grounds of sex, than a person of the other sex would be in
               similar circumstances.

      13.4 Indirect sex discrimination can occur where a criterion, provision or practice
               applied equally to men and women puts or would put members of one
               sex at a particular disadvantage compared to the other and cannot be
               shown to be a proportionate means of achieving a legitimate aim. [As
               amended by the Employment Equality (Sex Discrimination) Regulations
               2005.]

      13.5 Unlawful discrimination also covers harassment, sexual harassment and
               discrimination on the grounds of pregnancy and maternity leave, on the
               grounds of gender reassignment relating to employment or vocational
               training and on the grounds that a person is married or has a civil partner.

      13.6 It is also unlawful to subject someone to harassment or victimisation as
               defined in the Unacceptable Behaviour Policy.

      13.7 Actions and behaviour considered to be unacceptable include the
               following, although the list should not be considered exhaustive:

                           unwelcome physical contact
                           use of sexist language, either verbal or written
                           sexist comment or innuendo, for example during lectures,
                            tutorials, meetings or interviews
                           harassment of a sexual nature or on the grounds of sex
                           less favourable treatment of women on the grounds of
                            pregnancy or maternity leave
                           recruitment discrimination on the grounds of someone
                            planning to or undergoing gender reassignment
                           discrimination towards a learner on vocational training,
                            vocational guidance or unpaid practical work experience
                           display of sexist posters, pin-ups or advertisements


14.          Sexual Orientation Code

From December 2003, the Employment Equality (Sexual Orientation) regulations were
introduced. They prohibited discrimination on the grounds of a person’s sexual
orientation in employment (whether their sexual orientation is perceived or known) or




Author: Dawn Green, Principal                  10
Written: October 2010
in receipt of a service. The regulations were later amended to cover occupational
pension schemes.

The regulations include all aspects of an organisation’s service as well as employment
from recruitment, terms and conditions of employment, promotion, training, benefits
or dismissal (amongst others) and also cover other areas of public service activity.

    14.1 It is unlawful on the grounds of sexual orientation to:

             Discriminate directly against anyone, that is, to treat them less favourably
              than others because of their sexual orientation or perceived sexual
              orientation;
             Discriminate indirectly against anyone.        That is, to apply criterion,
              provision or practice which disadvantages people of a particular sexual
              orientation and is not a proportionate means of achieving a legitimate
              aim;
             Subject someone to harassment as defined in the Unacceptable
              Behaviour Policy.

    14.2 Sexual orientation is defined as a sexual orientation towards persons of the
              same sex, persons of the opposite sex, or persons of the same sex and
              the opposite sex.

    14.3 Actions and behaviour considered to be unacceptable include the
              following although this list is not exhaustive:

               the use of anti-gay and anti-lesbian language, comment or innuendo,
                whether oral or written, for example during lectures, tutorials, meetings
                or interviews.
               harassment of gays, lesbians, bisexuals or heterosexuals
               bringing and/or disseminating discriminatory material such as leaflets or
                magazines in the College




Author: Dawn Green, Principal                 11
Written: October 2010
15.        Race Equality Code

      15.1 The Race Relations Act 1976 as amended by the Race Relations
               (Amendment) Act 2000, the Race Relations Act 1976 (Amendment)
               Regulations 2003 and the Equality Act 2000 makes it; unlawful to
               discriminate against a person, directly or indirectly on racial grounds;
               requires us to promote equality of opportunity; requires us to promote
               good relations between people from different racial groups.

      15.2 Direct discrimination consists of treating a person, on racial grounds, less
               favourably than others would be treated in the same circumstances.
               “Racial grounds” include race, colour and nationality.

      15.3 Indirect discrimination consists of applying a criterion, provision or practice
               which, intentionally or not, has a disproportionately adverse effect on a
               particular racial group and cannot be shown to be a proportionate
               means of achieving a legitimate aim.

      15.4 Actions considered unacceptable include the following although the list is
               not exhaustive:

               racist graffiti or any other written insult
               attempts to recruit staff or learners to racist organisations/groups
               making threats against a person or group because of colour or
                ethnicity
               derogatory name calling, insults and racist jokes
               racist comment or innuendo, for example during interviews, tutorials or
                meetings




Author: Dawn Green, Principal                12
Written: October 2010
                     Race Relations Amendments Regulations 2003

                                Specific Responsibilities

The section below provides specific guidance for those with responsibilities under the
Race Relations Amendments Regulations 2003. All staff and learners are reminded
that it is the responsibility of every person involved in the College to ensure that the
Equality and Diversity Policy is implemented fully by making sure that they do not
discriminate against one another in their daily contact. We will work towards the
elimination of racism whether overt, covert, or by omission, and we will ensure that
individuals and communities have equal access to our learning programmes and
facilities.


1.        The Board of Trustees is responsible for:

                Ensuring that the College fulfils its legal responsibilities including those
                 arising from the Race Relations Amendment Act and that the College
                 complies with the Race Relations legislation, including the general and
                 specific duties arising from the Race Relations Amendment
                 Regulations 2003.
                With the assistance of the Principal, for ensuring that the policy and its
                 related procedures are implemented.

2.        The Board of Trustees will:

                Maintain an overview of the race equality policy and racial equality
                 will be an annual agenda item at Trustee meetings.
                In partnership with the Senior Team, will be proactive in promoting
                 racial equality and good race relations and tackling unlawful racial
                 discrimination.
                In collaboration with the Senior Team, will encourage, support and
                 enable all learners and staff to reach their full potential.

3.        The Principal is responsible for:

                Ensuring that the policy and its related procedures and strategies are
                 implemented.
                Ensuring that all staff are aware of their responsibilities under the policy
                 and that they are given appropriate training and support to enable
                 them to fulfil these responsibilities.
                Facilitating action, including if appropriate, disciplinary action against
                 staff or learners who racially discriminate.

4.        The Principal, with the support of the Senior Team will:

                Co-ordinate racial equality work
                Deal with reported incidents of racism and racial harassment
                Ensure compliance with the Race Equality Policy and Equality and
                 Diversity Policy.




Author: Dawn Green, Principal                 13
Written: October 2010
5.        Staff are responsible for:

                Ensuring that learners from all racial groups are included in all activities
                 they wish to be and have full access to the curriculum.
                Promoting racial equality and diversity through teaching and the
                 relationships they develop with learners, staff, parents and the wider
                 community.

6.        All staff are aware of:

                How to deal with racist incidents and how to identify and challenge
                 racial bias and stereotyping.
                Their duty to promote racial equality, promote good relations and
                 challenge discrimination.
                The need to keep themselves up to date with race relations legislation.

7.        Aims

          The College is committed to:

                Promoting racial equality, good race relations and challenging racial
                 discrimination.
                Ensuring that College is a place where everyone, irrespective of their
                 race, colour, ethnic or national origin or their citizenship, feels
                 welcome and valued and able to achieve their full potential.
                Protecting the rights of all learners, staff, parents, Trustees and visitors to
                 the College.
                Respecting and valuing differences between people.
                Meeting the diverse needs of the learners.
                Preparing learners for life in a multiethnic society.
                Acknowledging the existence of racism and being proactive in
                 tackling and eliminating discrimination.

8.        Implementation

          The College will implement the policy:

                Through the inclusion of a race equality perspective in the College
                 strategic planning process.
                By providing appropriate training for staff.
                By ensuring that the whole College is aware of, and understands, the
                 need to promote racial equality, develop good race relations and
                 challenge discrimination.
                By defining specific targets in the annual Equality and Diversity action
                 plan.

9.        Policy Planning and Review

          The College will ensure that:

                Questions to assess race equality impact and related targets will be
                 built into College development planning.
                Ethnic monitoring data on admissions will be used to inform planning
                 and decision-making where available.



Author: Dawn Green, Principal                 14
Written: October 2010
10.       Admissions

          The College will ensure that:

                 The admissions policy and criteria do not disadvantage potential
                  learners from particular racial groups and that action will be taken to
                  remove any inequalities that are identified.
                 Comprehensive information about the potential learner’s ethnicity, first
                  language and religion will be included in all pre-entry assessment
                  details.
                 The admissions process will be monitored by ethnicity to ensure that it is
                  administered consistently and fairly to all potential learners.
                 Provision will be made for leave of absence for religious observance
                  and this includes staff as well as learners.

11.       Attainment, Progress and Assessment

          The College:

                 Has high expectations of all learners and is committed to encouraging
                  and enabling all learners to achieve the highest possible standards.
                 Recognises and values all forms of achievement and gives recognition
                  to those who achieve their full potential.
                 Will monitor assessments to ensure that they are, as far as possible, free
                  of cultural or linguistic bias.

12.       Behaviour, Discipline and Exclusions

          The College will:

                 Monitor exclusions by ethnicity.
                 Take appropriate action to remove any disparities in rates of exclusion
                  between learners from different racial groups by implementing positive
                  action (as above) where appropriate.

13.       Curriculum

          The College will ensure that over a reasonable period of time:

                 The Curriculum is planned to incorporate the principles of racial
                  equality, challenging racism and promoting positive attitudes towards
                  diversity.
                 All learners have access to the Curriculum.
                 Resources and displays portray positive images of different people
                  and cultures subject to Data Protection Principles.
                 Extra-Curricular activities and events will cater for the interests and
                  capabilities of all learners where reasonably practicable.

14.       Staff Recruitment and Professional Development

          The College will ensure that:

                 All staff are encouraged to develop and achieve their full potential.




Author: Dawn Green, Principal                 15
Written: October 2010
                That the College has procedures to ensure that applicants for jobs,
                 promotion or professional development opportunities are not
                 discriminated against on racial grounds.
                All those involved in recruitment and selection will be trained and
                 aware of what they should do to avoid racial discrimination.
                Applicants for posts will be monitored for ethnicity and such
                 information will be reviewed by the Senior Team where appropriate.




Author: Dawn Green, Principal             16
Written: October 2010
15.        Code of Practice in Relation to Religion or Belief

From December 2003, the Employment Equality (Religion or Belief) Regulations were
introduced, making it unlawful to discriminate against workers on the grounds of their
religion, philosophical or similar belief. Religion or belief cover Christianity, Islam,
Hinduism, Sikhism, Judaism, Buddhism, Atheism but may also cover beliefs such as
Paganism and life choices such as vegetarianism. The regulations extend to all
aspects of employment from recruitment, terms and conditions of employment,
promotion, training, benefits or dismissal (amongst others) and cover other areas of
public service activity).

      15.1 The College seeks to address religious belief and practice, freedom of
              conscience and thought in terms of good practice in its promotion of the
              College as an inclusive community of learners and staff as well as on the
              basis of legal obligations.

      15.2 The variety of religious beliefs and practices amongst learners and staff are
              welcomed by the College as a positive enrichment of college life. The
              College is committed to supporting the spiritual and worship needs of all
              members of the College.

      15.3 In so far as these are under the control of the College, the dates and
               significance of religious festivals and other observances should be taken
               into sympathetic account in the planning of courses, assignments,
               examination dates and institutional events.

      15.4 On those occasions when religiously significant days for some staff and
             learners are regarded by the College as ordinary working days, a request
             for time off from employment and study to undertake religious
             obligations will be met with a sympathetic and consistent response.

      15.5 The planning, preparation and presentation of the food which is sold or
              provided by the College will evidence sensitivity to dietary requirements
              arising from the diverse religious beliefs and practices of learners and
              staff.

      15.6 It is unlawful on the grounds of religion or belief to:

              Discriminate directly against anyone, that is, to treat them less favourably
               than others because of their religion or belief;

              Discriminate indirectly against anyone.          That is, to apply criterion,
               provision or practice which disadvantages people of a particular religion
               or belief without good reason;

              Subject someone to harassment. Harassment is unwanted conduct that
               violates a person’s dignity or creates an intimidating, hostile, degrading,
               humiliating or offensive environment for them;

              Religion or belief is defined as being any religion, or religious or
               philosophical belief as amended by the Equality Act 2006.




Author: Dawn Green, Principal                  17
Written: October 2010
16.     Code of Practice in Relation to Age

From 2006, the Employment Equality (Age) Regulations came into force, making it
unlawful to discriminate against staff on the grounds of an individual’s age. The
regulations include all aspects of employment from recruitment, terms and conditions
of employment, promotion, training, benefits or dismissal (amongst others).

Landmarks will comply with these regulations and will ensure that a person is not
treated less favourably on the grounds of their age. We will pay attention to our
provision, policies and practices to ensure that any individual whatever their age is
not put at a particular disadvantage. We will treat harassment or victimisation on the
grounds of a person’s age as unlawful and take action as appropriate.




Author: Dawn Green, Principal            18
Written: October 2010
Legislation

This policy has been developed taking into consideration key legislative requirements
and good practice relating to equality and these are identified below:

       Civil Partnership Act 2004
       Disability Discrimination Act 1995
       Disability Equality Duty 2006
       The Disability Discrimination (Meaning of Disability) Regulations 1996
       The Disability Discrimination (Blind and Partially Sighted Persons) Regulations
        2003
       The Disability Discrimination Act 1995 (Amendment) Regulations 2003
       Disabled Persons (Employment) Acts 1944 & 1958
       Employment Equality (Age) Regulations 2006
       Employment Equality (Religion or Belief) Regulations 2003
       Employment Equality (Religion or Belief) Regulations (Amendment)
        Regulations2003
       Employment Equality (Sexual Orientation) Regulations 2003
       Employment Equality (Sexual Orientation) Regulations (Amendment)
        Regulations 2003
       Employment Rights Act 1996
       Employment Relations Act 1999 & 2004
       Equal Pay Act 1970
       Equal Pay Act 1970 (Amendment) Regulations 2003
       Equality Act 2006 & 2010
       Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations
        2002
       Gender Equality Duty 2007
       Human Rights Act 1998
       Occupational Pension Schemes (Equal Treatment) (Amendment) Regulations
        2005
       Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
       Public Order Act 1986
       Race Relations Act 1976
       Race Relations (Amendment) Act 2000
       Race Relations Act 1976 (Amendment) Regulations 2003
       Rehabilitation of Offenders Act 1974
       Sex Discrimination Act 1975 & 1986
       Sex Discrimination Act 1975 (Amendment) Regulations 2003
       Sex Discrimination (Gender Reassignment) Regulations 1999
       Special Education Needs and Disability Act 2001




Author: Dawn Green, Principal             19
Written: October 2010
In addition reference materials have been used to ensure a full and comprehensive
policy. The key references being:

       The Joint Agreement on Guidance for Equality in Further Education between
        the Association of Colleges (AOC), the Association for College Management
        (ACM), the Association of Teachers and Lecturers (ATL), the GMB, the National
        Association of Teachers in Further and Higher Education (NATFHE), the
        Transport and General Workers’ Union (TGWU) and UNISON.
       The joint Agreement on Guidance for the Gender Equality in Employment for
        Further Education Colleges between; The AOC and; the Association for
        College Management (ACM); the Associateion of Lecturers (ATL); GMB;
        Transport & General Workers Union (TGWU); UNISON; University and College
        Union (UCU) – March 2007.
       Chartered Institute of Personnel and Development, Policies and Procedures
        for People Managers.
       Eversheds Solicitors, Employment Law Guide to Equality & Diversity in
        Education.
       Niace – Through inclusion to excellence
       LSC National Equality & Diversity Strategy:     Widening particpation and
        promoting inclusion 2001-4
       LSC Equality & Diversity Strategy 2004/7
       LSC: Through Inclusion to Excellence
       LSC Equality & Diversity Impact Measures




Author: Dawn Green, Principal            20
Written: October 2010

								
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