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Equal Opportunities Policy

1. Service vision and mission statement

Vision:

Engage, challenge and inspire individuals, communities and employers through learning and training

Mission:

Provide high quality education and training for life and work
Create stimulating and successful partnerships
Recognise and develop potential of staff and learners
Challenge barriers
Offer a diverse curriculum
Widen participation
Identify and creatively meet needs of adult learners
Ensure effective and accountable staff
Efficiently use resources

2. Purpose of this policy

This policy is has two strands.

The first outlines how the Service will work to ensure and promote equal opportunities in all its work. It sets out how the Service will work to eliminate discrimination and promote good relations between people of different groups. It also sets out the responsibilities of staff, students and others and the actions the Service will take to put in place its equal opportunities policy.
The second outlines how the Service will discharge its specific duties under the Race Relations (Amendment) Act 2000.

3.1 Promoting Equal Opportunities at WAES

Equal Opportunities Policy Statement
Equal Opportunities Strategy
Responsibilities for Equal Opportunities
Action to Implement Equal Opportunities
Complaints under the Equal Opportunities Policy

3.2 Equal Opportunities Policy Statement

We believe Equal Opportunities are central to achieving the goals set out in the Service Mission statement. In the context of this Service, equal opportunities means:

Working to ensure equality of access and resources for all regardless of, for instance, gender, ethnic or national origin, physical, sensory or learning abilities, age, socio-economic status, religion, politics, sexuality, politics, marital status, trade union membership, HIV status, responsibility for dependents
Providing an environment which promotes equality of opportunity and is free from unlawful discrimination, harassment or victimization of any kind
Educating students for life and work in a multi-cultural society
Enabling a representative cross-section of the local community to take part in educational activities
Working to establish a workforce which broadly reflects the local community
Respecting equally, supporting appropriately and rewarding fairly each student, employee, and user of its services
Training staff in equality of opportunity and how to put it into practice
Monitoring and evaluating equal opportunities provision
Complying with all current equalities and data protection legislation in employment and provision of teaching and services.

3.3 Responsibility for Equal Opportunities

It is unlawful to discriminate on the grounds of race, nationality, ethnic or national origin, gender or marital status. There are also laws to end the discrimination faced by many disabled people.

Under legislation and this policy, every member of staff and student has a responsibility to:

Listen to what others have to say and respect their point of view
Speak out, or report it, if they witness or are aware of bullying, vindictiveness, verbal or physical aggression – and not assume that it is someone else’s responsibility
Question their own prejudices and assumptions
Familiarise themselves with the responsibilities that equalities legislation places on them and ensure that they are sensitive to issues of cultural diversity in their work

Certain individuals have additional responsibilities under this policy, as set out below:

The Governors are responsible for setting the policy and monitoring its implementation
The Head of Service has overall responsibility for the operation of this policy
The Directors are responsible for ensuring the Service works to widen participation in education and meet the learning needs of students
The Service Quality Review Committee is made up of a cross-section of staff. The group is led and chaired by the Director of Curriculum and Quality. It is responsible for the annual self-assessment of equal opportunities, monitoring implementation of the equal opportunities policy, advising the Strategic Management Team, Executive Board and Governors of action needed, drawing up an annual action plan, reporting to governors and encouraging positive action to address identified barriers and equality gaps.
The Human Resources Manager is responsible for raising staff awareness of their responsibilities under equal opportunities legislation.
Line Managers are responsible for ensuring their staff understand equal opportunities issues and how to report any perceived discrimination or unequal opportunity. They also apportion development opportunities for their staff on a fair, objective basis based on individuals' and Service needs. In addition they are responsible for ensuring their part-time staff are not disadvantaged in any way and that complaints of discrimination or offensive behaviour are dealt with promptly.
All managers are responsible for ensuring proactive dialogue about equal opportunities issues and practices with partner organisations, contractors, customers, students and employers providing work experience to students.
Service providers working on Service premises are expected to operate within the law and are encouraged to adopt the terms of this policy.

Appropriate action may be taken against anybody who does not comply with the requirements of this policy.

4. Action to implement the Equal Opportunities Policy

In supporting the mission and strategy above, the Service will:

4.1 Work to ensure equality of access and resources for

Students by:

Ensuring entry criteria and interview procedures do not discriminate unfairly

Providing impartial guidance to all student applicants so that they are placed on the best courses to help them succeed

Identifying students’ individual learning styles and needs at the start of a course and giving them opportunities to try different ways of learning

Ensuring content and language of all written course information is clear and free from social and racial bias or stereotypical terminology

Ensuring access, where needed, to additional learning support after assessment of individual needs

Staff by:

Ensuring no employee or job applicant is treated less favourably because of conditions or requirements which cannot be justified

Using published, objective and job related criteria when making decisions on recruitment, pay, training, progression and termination of employment

Supporting or training staff appropriately to help them progress within or outside the Service

Ensuring that managers apportion development opportunities objectively and as fairly as possible

Students and Staff by:

Ensuring as far as possible that they have access to the full range of Service services

Consulting students or staff with disabilities or learning difficulties about reasonable adjustments to Service arrangements and premises so as to minimise any disadvantages they may face

Setting an annual equal opportunities budget that is flexible but based on identified needs

Providing counselling and advice for alleged victims of harassment and abuse

4.2 Provide an environment which promotes equality of opportunity and is free from unlawful discrimination, harassment or victimisation of any kind by:

Making all staff, students and other users of Service services aware of behaviours which amount to discrimination, harassment or victimisation and that such behaviour may result in disciplinary action and/or amount to a criminal offence. This will be done through publicizing the policy through a range of media including public folders, Service printed publications and other media.

Striving to challenge racism and gender stereotyping in all its forms as well as negative attitudes or remarks related to class, accent, background or sexuality.

Ensuring publicity and teaching materials present appropriate and positive messages about minority and other ethnic groups.

Ensuring governors and staff have access to comprehensive information to assist them in planning, putting into practice and monitoring their responsibilities under this policy.

Considering appropriate measures to identify and overcome under-representation of those of a particular racial group in particular jobs or education, including providing training for individuals from such groups.

Seeking advice appropriately from organisations representing under-represented groups in the community such as the Commission for Racial Equality, the Equal Opportunities Commission, the Disability Rights Commission and voluntary organisations such as the RNIB.

Responding sensitively whenever students or staff raise the issue of their sexuality.

Ensuring that all students and staff know how to raise complaints.

4.3 Educate students for life and work in a multi-cultural society by:

Ensuring that course materials, resources and displays celebrate cultural diversity and include positive images of different social and racial groups.

Promoting understanding, empathy and respect for all cultures.

Encouraging tolerant discussion of a range of political beliefs and religious conviction.

4.4 Enable a representative cross-section of the local community to participate in educational activities by:

Researching and striving to respond to the educational needs of the local community including any isolated sections of the community.

Providing varied academic, vocational, and general interest daytime and evening classes.

Removing potential barriers to learning by providing on-site childcare provision and assessments for students with learning difficulties so they can attend courses which meet their needs.

4.5 Work to establish a workforce, which broadly reflects the local community by:

Obtaining statistical information on the profile of Service staff and Governors in relation to gender, age, disability and ethnic origin. Also of the Westminster population from which the Service normally recruits staff.

Monitoring how the Service's staff profile reflects that of its community and striving to address appropriately any significant imbalances.

Monitoring job applications and appointments, highlighting any disparities or trends and addressing these appropriately.

Ensuring that staff involved in interviewing are trained in equal opportunities issues in recruitment.

Identifying possible barriers to equality of opportunity and looking at how they could be removed.

4.6 Respect equally, support appropriately and reward fairly each employee, student and user of its services by:

Consulting, and welcoming feedback from, students, staff and other users of Service services.

Taking account, as far as possible, of peoples’ life and commitments outside Service.

Establishing fair and transparent criteria for assessment of student work.

Establishing fair and transparent criteria for staff pay structures and access to training.

Revising any policy or practice which puts employees or prospective employees from ethnic minorities at a disadvantage.

4.7 Train staff in equality of opportunity and how to put it into practice by:

Ensuring that staff are trained at least 3 yearly on equal opportunities issues and keeping a database of names of all who have received this training to assist the Service in complying with Section 32 of the Race Relations Act 1976 and Section 41 of the Sex Discrimination Act 1975 (Employer Liability).

4.8 Develop systems to monitor and evaluate equal opportunities provision by:

Setting annual targets for improvement which are clear, measurable and achievable

Monitoring data on ethnicity, gender, age, and disability in relation to student applications, admissions, distribution by course, achievement levels and retention rates

Monitoring data on ethnicity, gender, age, and disability in relation to applications for jobs, appointments and the staff profile

Identifying trends so that any imbalances can be addressed appropriately

Monitoring the take up of staff professional development and training opportunities

Monitoring attendance at equal opportunities and anti-harassment training

Conducting annual self-assessment exercises to establish progress in equal opportunities provision

Monitoring awareness of the Equal Opportunities policy by key Service stakeholders through questionnaires and other appropriate means

4.9 Comply with all current equalities and data protection legislation in employment and provision of teaching and services by:

Ensuring that the Service complies with all appropriate sections of:

Sex Discrimination Act 1975

Race Relations Act 1976 (Statutory Duties) Order 2001

Disabilities Discrimination Act 1995

Race Relations (Amendment) Act 2000

Special Education Needs and Disability Act 2001

Human Rights Act

Data Protection Act 1998

Reviewing policy in light of new or changed legislation.

5.1 Complaints under the Equal Opportunities policy

All complaints concerning harassment or bullying should be raised under the Service's procedures on harassment. Other complaints concerning unfair treatment within the scope of this equal opportunities policy should be raised under the Students' Complaints Procedure or the Staff Grievance Procedure.

5.2 Race Equality Policy

In the context of WAES, race equality means:

All individuals are entitled to equal rights and the same opportunities, regardless of racial group;
Seeking to identify and eliminate racism whether overt, covert or by omission;
Working to ensure equal access to our learning programmes and resources;
Encouraging, supporting and helping all students and staff to reach their potential.

5.3 Statutory Duties

Under the Race Relations Act 1976 (as amended by the Race Relations (Amendment) Act 2000), the College has the following general duties:

To eliminate unlawful race discrimination
To promote equality of opportunity
To promote good relations between people of different racial groups It also has the following specific duties:
To prepare and maintain a written statement of its policy for promoting race equality
To put in place arrangements for implementing the policy, publicising its contents and the results of its monitoring of its effectiveness
To assess the impact of its policies on students and staff of different racial groups
To monitor, by reference to those racial groups, the admission and progress of students and the recruitment and career progress of staff.

5.4 Responsibilities

Governors are responsible for:
- Ensuring that the College complies with the Race Relations Act and meets all its duties
- Approving and reviewing the race equality policy and monitoring its implementation
The Head of Service is responsible for:
- Giving a consistent and high-profile lead on race equality issues
- Promoting the race equality policy inside and outside the institution
- Making sure the race equality policy is followed
The Quality Review Committee, chaired by the Director of Curriculum is responsible for co-ordinating work on race equality
Directors and managers are responsible for:
- Putting the policy and its strategies and procedures into practice
- Making sure that all staff know their responsibilities, and receive support and training in carrying these out;
- Following the relevant procedures and taking action against staff or students who discriminate for reasons of race, colour, nationality or ethnic or national origins.
All staff are responsible for:
- Ensuring that they are able to recognise racial bias and stereotyping, and to challenge or report it if they witness it;
- Promoting racial equality and good race relations, and ensuring that they do not discriminate anyone because of race, colour, nationality or ethnic or national origin; and
- Taking up training and development opportunities to keep up to date with the law on race relations
Students are responsible for:
- Ensuring that they do not discriminate against anyone because of race, colour, nationality or national origin;
- Ensuring that they are able to recognise racial bias and stereotyping, and to challenge or report it if they witness it.

5.5 Putting the Race Equality Policy into practice

We will seek to ensure that:

Governors, staff, learners and all stakeholders are aware of our race equality policy and the action needed for its implementation;
Staff, learners, partners and stakeholders are made aware of the value placed upon equality of opportunity and that action will be taken in the event of any breach of the policy;
Governors and staff have access to comprehensive information, which will assist them to plan, implement and monitor actions to carry out their responsibilities under the policy;
The College’s publicity materials present appropriate and positive messages about ethnic minority groups
All College activities relating to the learner experience, demonstrate sensitivity to issues of racial and cultural diversity, including:
Admissions and access,
Assessment and achievement
Guidance and support
Learning resources
Schemes of work, lesson content and teaching resources
Non-curricular and leisure activities.
Applicants for employment are drawn from a wide pool with positive action to encourage applications from under-represented groups
Recruitment and promotion procedures are designed to eliminate cultural bias
Staff development schemes are designed to meet the particular needs and enhance the skills of under-represented groups
The College strategic plan includes race equality targets, to measure progress towards putting the policy into practice.

5.6 Reviewing and publishing the Race Equality Policy

The College will:

Review the policy annually through the Executive Board;
Consult staff and students and external agencies as part of the policy review;
Provide mandatory staff training on equal opportunities issues, including race equality, at least 3-yearly; offer the same training to governors or organise separate training;
Publish the full policy, in paper and electronic format through:
- The Learning Centres and Receptions
- The College IT network, using Public Folders
- The College Website
Publish the College's policy statement on race equality and how to obtain the full Equal Opportunities and Race Equality Policy through:
- The staff handbook
- Staff induction materials
- The student welcome leaflet
- Notice boards in classrooms, the staffroom and other key points

5.7 Assessing the impact of College policies on staff and students from different racial groups

The College will:

Ensure that race equality issues are considered as part of all policy development;
Build questions into trebly student surveys, aimed specifically at assessing the effectiveness of College policies and strategies in tackling racial discrimination and promoting racial equality and good race relations;
Assess reported incidents of harassment or bullying by ethnic group
Assess application of student disciplinary procedures by ethnic group
Assess use of the College complaints procedures by ethnic group
Build questions into the annual staff welfare questionnaire, aimed specifically at assessing the effectiveness of College policies and strategies in tackling racial discrimination and promoting racial equality and good race relations;
Build assessment of equal opportunities and race equality into termly team-level quality reports, and the annual Self Assessment Report;
Use the Quality Review Committee to consider issues raised through evaluation and make recommendations to the Executive Board and Governors for improvement

5.8 Monitoring, by reference to racial groups, the admission and progress of students and the recruitment and career progress of staff.

The College will collect ethnic data at all stages of a student's and employee's College career, including:

For students, data relating to:
- Applications and admissions
- Take-up of guidance and additional support services
- Attendance
- Retention course changes
- Suspensions and exclusions
- Achievement
- Progression
For staff, data relating to:
- Job applications
- Appointments
- Type of employment (grade, full/part-time)
- Take-up of staff professional development and training opportunities
- Use of disciplinary and grievance procedures.
- Staff absences
- Staff progression and promotion
- Length of service and exit interview information.