1 POLICY STATEMENT

1.1    Craven College is committed to a policy of equality and diversity which promotes and ensures just and fair treatment for all. The aim is to create and maintain a positive working and learning environment which creates mutual respect and dignity and enables everyone to realise their full potential, regardless of age, disability, family responsibility, marital status, race, colour, ethnicity, nationality, religion or belief, gender, sexual orientation, political or trade union activity, unrelated criminal convictions.

1.2    It is our intention to ensure that no person is subject to unfair treatment in any way and we recognise our responsibilities and legal obligations under the following Acts:

• Equal Pay Act (1970)
• Rehabilitation of Offenders Act (1974)
• Sex Discrimination Act (1975)
• Race Relations Act (1976)
• Disability Discrimination Act (1995)
• Protection from Harassment Act (1997)
• Human Rights Act (1998)
• Data Protection Act (1998)
• Race Relations [Amendment] Act (2000)
• Special Educational Needs and Disability Act (2001/2005)
• Employment Equality (Religion or Belief) Regulations (2003)
• Employment Equality (Sexual Orientation) Regulations (2003)

1.3    We are committed to positive action on Age Discrimination pending legislation which is due to be introduced in 2006

2 PURPOSE OF THE POLICY

2.1    The purpose of this policy is to establish clear College guidance regarding equality and to establish key principles, structures and monitoring arrangements for the College. The guidance will be applicable to all employees and learners in the College, governors, contractors, business partners, volunteers and visitors.

3 DISCRIMINATION DEFINITIONS

3.1    Direct Discrimination
Consists of treating an individual less favourably than others on the basis of their gender, race, age, sexual orientation, ethnic or national origin, religion, marital status or disability/learning difficulty.

3.2    Indirect Discrimination
Occurs when a condition or requirement, although applied equally to all individuals or groups, adversely affects a higher proportion of one group of people over another.

3.3    Harassment
Is any unwanted conduct affecting an individual’s dignity. It may be related to gender, race, age, sexual orientation, ethnic or national origin, religion, marital status, disability/learning difficulty or any personal characteristic. It may be persistent or an isolated incident and include actions or comments which are viewed as demeaning and unacceptable to the recipient.

3.4    Victimisation
This involves treating a person less favourably than others are, or would be treated because that person has - in good faith - made or supported a complaint of discrimination.

4 SUPPORTING POLICIES AND PROCEDURES

Other College policies and procedures which reflect our commitment to equality and diversity include:

• Disability Statement
• Student Disciplinary
• Data Protection
• Student Grievance and Complaints
• Staff Grievance and Complaints
• Whistleblowing
• Staff Disciplinary
• Governor’s Code of Conduct
• Inclusive Learning
• Recruitment/selection - part time staff
• Harassment
• Racial Equality
• Criminal Checks - staff and students
• Student entitlement for tutorial and skills development

5 POLICY STATEMENTS

We are committed to promoting equality and diversity in employment, education and training and the provision of equality access to services and facilities for all.

5.1    Policy Statement: Age
People of all ages should benefit from College life and we are committed to the provision of flexible strategies and practices that cater for all ages and take into account individual circumstances and needs.

The College is committed to:

• Challenging stereotyping and marginalisation based on age
• Recognising that both older and young people can make a contribution to the College based on their own experiences and skills
• Providing work, education and training opportunities for people regardless of age
• Ensuring that college literature reflects positive images of people of all ages

5.2    Policy Statement: Gender
The College recognises the various ways in which males and females can be subject to discrimination, lack of opportunity and social injustice.

The College is committed to:

• Challenging stereotyping and discrimination on the basis of gender
• Ensuring that service provision is discrimination free, and that there is equality of access for uptake of services
• Supporting the rights of individuals to identify their own gender
• Ensuring that gender does not inhibit individuals’ abilities, preferences and aspirations
• Work towards addressing gender imbalance in work/learning

5.3    Sexual Orientation
The College recognises that people can be subject to discrimination, lack of opportunities and social injustice on the basis of their sexual orientation.

The College is committed to:

• Ensuring no individual suffers discrimination based on their sexual orientation
• Challenging stereotyping and discrimination on the basis of sexual orientation
• Creating and maintaining an environment that is free from harassment and a service that is free from discrimination
• Supporting the rights of individuals to identify and express their own sexual orientation
• Raising awareness and understanding of staff and learners

5.4    Policy Statement: Disability
Disability, in the context of this policy, includes those with learning and physical disabilities/difficulties, sensory impairment and difficulties due to mental ill health.
The College is committed to:

• Challenging stereotyping and discrimination on the basis of disability
• Eliminating discrimination against people with disabilities in its procedures and practices
• The provision of access, facilities, support and services to meet the needs of people with disabilities
• Valuing all learners’ achievements and celebrating success

5.5    Policy Statement: Race
Issues of nationality, ethnic origin or cultural background are all components of the perception of Race. For the purposes of this statement, Race is used as a general term to cover all these factors.
The College is committed to:

• Meeting our duties specified in our Race Equality Policy
• Working to eliminate racism in College life
• The use of positive images in all literature
• Consulting with learners and their families to ensure that services and employment practices meet the needs of all minority ethnic groups
• Promoting good relations between people from different racial groups

5.6    Policy Statement: Religious Belief
The College is not a religious organisation and does not promote any creed or belief. It respects the rights of individuals to hold religious or philosophical beliefs.

The College is committed to:

• Supporting the rights of individuals to their religious beliefs and customs and - where practicable - provide for the practices which support these beliefs
• The diversity of a multi-faith society, including those with no religious beliefs
• Combating derogatory stereotyping, myths and abuse

5.7    Policy Statement: Employment Practices
All job applicants are considered on the basis of merit, abilities and potential. No applicant receives less favourable treatment on the grounds of race, colour, nationality, religious belief, sexual orientation, gender, marital status, physical or mental disability or age.

The College is committed to:

• Employing a workforce and appointing a governing board which reflects the community it serves
• The selection, professional development and treatment of staff on the basis of equality of opportunity
• The use of positive action, where appropriate
• The monitoring of selection criteria to ensure that they are not discriminatory
• Treating any form of victimisation carried out by an individual as a matter for disciplinary action
• The expectation that all staff and governors appointed to the College are committed to the principles and implementation of equality of opportunity, including the challenging of discriminatory behaviour

5.8    Policy Statement: Teaching and Learning

The College will aim to make courses accessible to as wide a range of learners as possible.

The College is committed to:

• A learning environment which fosters an atmosphere of openness and acceptance of a variety of views, perceptions and experiences
• Challenging all forms of prejudice, discrimination and stereotypical attitudes and behaviours within the learning environment
• Wherever possible, providing learning materials and resources which reflect the diverse society in which we live
• Wherever possible, ensuring adequate physical access to the learning environment
• Ensuring that individuals who have an identified support need are provided with appropriate learning support
• Provide a curriculum portfolio which includes courses which can be delivered at a range of levels, by a variety of delivery methods (e.g. distance learning, e-learning, flexible learning, etc.) and at a variety of locations.

6 GENERAL

6.1    Publicising the Policy

The Policy will be publicised as widely as possible to include staff, learners, governors, business partners [including work-based learning providers] and the community and will be available in a variety of formats.

6.2    Marketing Strategies
The College will ensure that marketing strategies reflect equal opportunities good practice and that provision is actively and appropriately promoted to all sections of the community.

6.3    Equality and Diversity End of Year Report
An annual End of Year Report will be submitted to the Senior Management Team and Governing Body.

6.4    Complaints
Learners: Learners, including potential learners and visitors, may raise complaints about unfair/unequal treatment using the Complaints Procedure. This is widely available around the College and at community learning centres and on the intranet.
Staff: Complaints from staff can be raised using the Grievance Procedure available on the Intranet or from the Personnel Department.

7 REVIEW

This Policy will be reviewed annually and at other times as necessary to, for example, incorporate legislative changes.

8 RESPONSIBILITY

It is the responsibility of everyone in the College to ensure that they follow our Equality and Diversity Policy. Nobody has to tolerate disrespectful and/or discriminatory behaviour. We are all responsible for challenging such behaviour.

8.1    The Principal and Governors
It is the responsibility of the Principal to set and implement, and the governors to approve annually, the Equality and Diversity Policy and strategy and to ensure that the College is meeting its goals.

8.2    Staff
It is the responsibility of all staff to ensure that the College’s goals are achieved, to ensure that everyone understands what the Policy means and to respect the differences of the people within the College.

8.3    Learners
It is the responsibility of all learners to make sure that they understand what the Policy means and to respect everyone’s differences within the College.

8.4    Business Partners/Visitors
All business partners and visitors are expected to respect and adhere to the principles and practices of this Policy.

8.5    The Equality and Diversity Committee
The Equality and Diversity Committee will ensure that effective systems to monitor and evaluate equality and diversity practices are in place by:

• Setting and monitoring equality and diversity performance indicators
• Monitoring and analysing data on student applications, enrolment, retention and achievement in terms of age, ethnicity, gender and disability with a view to comparing trends and highlighting and improving any imbalances identified.
• Monitoring and analysing student progression in terms of age, ethnicity, gender and disability, including progression within the College, progression into other educational institutions and, where possible, progression to employment.
• Monitoring and analysing staff recruitment and progression in terms of age, ethnicity, gender and disability.
• Monitoring and analysing the take-up of staff training and development opportunities.
• Ensuring College policies in relation to Equality and Diversity are regularly monitored, reviewed and updated, in line with legal requirements and external body recommendations.
• Holding regular meetings of the Equality and Diversity Committee at which the views of staff and learners are represented and at which policies and practices are regularly examined and reviewed.
• Producing an Annual Equality and Diversity Report for submission to the Principal, SMT and Governors.

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