Equal Opportunities Policy
Current Version Adopted by Council: 30 April 2018
Review date: Easter Term 2019
Committee ownership: Personnel
In its pursuit of academic excellence, the College is committed to equality of opportunity and to a pro-active and inclusive approach which supports and encourages all under-represented groups, promotes an inclusive culture, and values diversity.
For all members (including fellows, students and bye-fellows) and for staff, admission, election, appointment, progression, dismissal or exclusion will be determined only by personal merit and by performance, For staff they will be additionally determined by the criteria related to the requirements of each particular post and the needs of the College. Subject to statutory provisions, no member of the College, member of staff, applicant for admission as a member, or applicant for appointment as a member of staff will be treated less favourably than another because of her or his belonging to a protected group.
Protected groups are defined in the Equality Act 2010 as Sex, Gender Reassignment, Marriage or Civil Partnership, Pregnancy or Maternity, Race (including Ethnic or National Origin, Nationality or Colour), Disability, Sexual Orientation, Age, or Religion or Belief. The College respects all religious and philosophical beliefs, as well as the lack of religion or belief, and the right of all members of its community to discuss and debate these issues freely, but with respect for each other’s views.
Anyone admitted as a College member, or appointed as a member of staff who considers that they are suffering unlawful discrimination, harassment, or victimization because of belonging to any of the protected groups, can make a complaint. This will be dealt with through the agreed procedures for complaints or grievances or the procedures for dealing with bullying and harassment, as appropriate.
The College will take action to promote good practice. In particular it will:
- Work towards the elimination of unlawful discrimination, harassment, and victimization based on a protected characteristic, whether actual, perceptive, or associative.
- Advance equality of opportunity between persons who share a protected characteristic and persons who do not share it.
- Foster good relations between persons who share a protected characteristic and persons who do not share it.
- In reviewing its policies, examine how they affect protected groups and to identify whether its policies help to achieve equality of opportunity for all these groups, or whether they have an adverse impact.
- Monitor the recruitment and progress of all students and staff for the furtherance of the College’s equalities objectives as set out in this policy.
- Promote an inclusive culture, good practice in teaching, learning, and assessment, and good management practice, through the development of practice, policies, and training where required.
- Take positive action wherever possible to support this policy and its aims.
- Publicise this policy to members, staff and students.
The College will meet all statutory obligations under relevant legislation. This will be informed by:
• The Equality Act (2010) and associated secondary legislation.
• Criminal Justice and Immigration Act (2008).
• The Racial and Religious Hatred Act (2006).
• The Civil Partnership Act (2004).
• The Gender Recognition Act (2004).
• Criminal Justice Act (2003).
• The Human Rights Act (1998).
• The Protection from Harassment Act (1997).
• Special Education Needs and Disability Act (2001).