Equal Opportunities

West Thames College Equal Opportunities Policy

(Incorporating the Race Equality Policy)
Approved by the Corporation 18 October 2006

1. Introduction
2. College mission and core purpose
3. Equal opportunities policy statement
4. Scope of the policy
5. Purpose
6. Key equality principles
7. Responsibilities and structures
8. Positive or affirmative action
9. General
10. Policy review
11. Communication of policy and related outcomes
12. Monitoring
13. Appendix 1 Legislative framework

1) Introduction
West Thames College is committed to providing equal access to its education and training services and will make every reasonable effort to provide an environment in which everyone, regardless of their background, can study and work to the best of their ability. This policy is central to the College mission.
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2) College mission and core purpose
West Thames College provides high quality education and training to organisations and to individuals, meeting local skills and labour market needs. We focus on our recognised and established strengths which lie in high quality:
specialised education and training at all levels from Entry Level to Higher Education [HND, Foundation Degree or BA Hons Degree - i.e. university level qualifications at Level 4 and higher.], with clear progression routes into professional careers and university level studies;
basic skills provision to support all our learners and to assist the progression of speakers of other languages into specialist education;
excellent support facilities – not only for our 14-19 year old learners, but also for the different requirements of our adult students;
provision for young people and for adults with a range of learning difficulties.
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3) Equal opportunities policy statement
3.1 West Thames College is committed to providing high quality education and training that reflects the best practice in equality of opportunity. The College will encourage successful learning for all students and rewarding work for all staff by establishing a supportive and challenging environment.
3.2 The College aims to encourage the active participation of all sections of the community in lifelong learning. It will provide learning opportunities that accommodate diversity, and seek to raise the aspirations and achievements of students and staff.
3.3 The College will actively promote and encourage good relations between people of different religions, nationalities and racial groups.
Section 3.1 above will be the public statement of policy.
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4) Scope of the policy
4.1 The policy reflects current relevant legislation and related guidance. It also includes provisions beyond current legislative requirements by including a commitment to equality for those who may suffer discrimination because they are seeking asylum, for individuals affected by HIV and AIDS and for people leaving care and penal institutions.
4.2 The College has a Disability Statement (in accordance with the Education Regulations 1996) that sets out its commitment to meeting the needs of students with disabilities and learning difficulties.
4.3 This Equal Opportunities Policy incorporates the College’s Race Equality Policy, and all
relevant aspects of this policy therefore apply to race equality.
4.4 This policy will impact on the College’s self assessment, strategic planning and resource allocation processes.
4.5 For students and prospective students this policy will impact directly on:
Student rights Student responsibilities Support services
Admissions arrangements Initial assessment Retention Achievement Progression Assessment arrangements Academic appeals Complaints Behaviour Discipline Learning and teaching Curriculum Facilities Student feedback arrangements
4.6 For employees and prospective employees this policy will ensure there are fair personnel
policies and procedures. Such policies and procedures will include those affecting
employee rights and responsibilities as well as those relating to:
Recruitment and selection Job evaluation Contracts Conditions of service Induction Capability Line management and appraisal All forms of leave Promotion Training and development Grievance Discipline Harassment and bullying Termination Absence Employee feedback arrangements.
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5) Purpose
5.1 The purpose of this policy is to set out clear guidance for the College regarding key principles, structures and monitoring arrangements in relation to equality, the promotion of good relations between people of different religions, nationalities and racial groups and the elimination of prejudice, unfair and unlawful discrimination.
5.2 This policy is implemented through established College structures and procedures, supported by an annual equality action plan (incorporating the race equality scheme) and a disability equality scheme.
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6) Key equality principles
6.1 The College believes that the development of an inclusive environment embracing diversity in all its aspects is essential to the achievement of its mission.
6.2 The College will work to create a community which is tolerant and respectful of others and where acts of disrespect and displays of intolerance are not accepted.
6.3 The College rejects and will seek to challenge all forms of prejudice, racism and unfair or unlawful discrimination, whether intentional or not.
6.4 The College will treat students and staff with respect and dignity and seek to provide an environment free from harassment, prejudice, unfair and unlawful discrimination and victimisation.
6.5 The College will aim to recruit students and employ a workforce that reflects the community in which it is based and which it serves.
6.6 The College will ensure that no job applicant or employee will be disadvantaged, or treated less favourably, because of conditions or requirements not related to the job.
6.7 Reasonable adjustments will be made to policies, arrangements, facilities and premises to ensure equal access for disabled students and staff and prospective students and staff.
6.8 To ensure fair treatment, student related policies and procedures will be regularly reviewed and their impact assessed. They will be amended where necessary. Such policies and procedures will include those set out in paragraph 4.5 of this policy.
6.9 To ensure fair employment practice, personnel policies and procedures will be regularly reviewed and their impact assessed. Where necessary they will be amended. Such policies and procedures will include those set out in paragraph 4.6 of this policy.
6.10 To ensure that this policy is effective, and to maximise staff and student commitment to it, the College undertakes to work in partnership with recognised trades unions, the Students’ Union and with staff and students generally, in its development and implementation.
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7) Responsibilities and structures
7.1 The Corporation recognises its responsibility for equality issues and designates the Principal as having overall responsibility for ensuring the implementation of this policy.
7.2 The Principal may designate a named senior post-holder to lead on equality issues, including the promotion of good relations between people of different religions and racial groups, the elimination of prejudice and unfair and unlawful discrimination.
7.3 All managers are responsible for implementing this policy in their area of service delivery and in their day to day work.
7.4 All members of staff are responsible for implementing this policy in the delivery of their day-to-day work.
7.5 The processes of staff recruitment, induction, line management, training and development will support the practical application of this policy.
7.6 Management action, including formal staff disciplinary procedures, will be used where there are serious or repeated breaches of this policy and/or where this constitutes direct or indirect discrimination, harassment or victimisation.
7.7 Students are responsible for supporting the College’s equality policy in their relationships with fellow students, staff and visitors. The College will take action, including disciplinary action, where there are serious breaches of the policy, including harassment or victimisation. The processes of student induction, the content of learning programmes and the design of the student activities’ programmes, will support the practical application of this policy.
7.8 The College recognises that the implementation of this policy requires time and expertise. A range of measures will be used to support equality work. These will include the use of staff development, the buying in of external expertise, the funding of specific developments, staff abatement to work on special projects and working with external partners.
7.9 There will be a formal equality committee chaired by a senior post-holder in keeping with section 7.2 above. The Executive Team will approve the committee’s role and membership, drawn from across the College.
7.10 The equality committee, called the Equality of Opportunity Executive Group, will
advise the Executive Team, and college committees, on equality priorities
advise the Executive Team, and college committees, on monitoring procedures
recommend the Annual Equality Report for approval by the Executive Team.
7.11 The College Corporation will be responsible for monitoring the implementation of this
policy through its Quality and Equality Committee.
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8) Positive or affirmative action
8.1 Where permitted, the College will take positive or affirmative action to comply with its obligations under the Department for Work and Pensions two ticks symbol scheme.
8.2 Where allowed by law, the College will take positive and affirmative action to address issues of under-representation as part its commitment to increasing the number of black and ethnic minority teachers and managers.
8.3 The College will, where appropriate target training at groups that are under-represented in particular areas or levels of work
8.4 The College will actively support the national Black Leadership Initiative, encourage membership of the Black Managers Network and help to facilitate a Black Staff Group.
8.5 The College will put in place a range of initiatives to give voice to the concerns and aspirations of its black students with a view to increasing their success rates and improving their experiences.
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9) General
9.1 If students believe they have been treated unfairly, due to prejudice, racism, or unfair or unlawful discrimination, they should, in the first instance, try to resolve the matter using the College’s Complaints Procedure. Advice and guidance for students is available through personal tutors, Student Services staff and external agencies
9.2 If employees believe they have been treated unfairly, due to prejudice, racism or unfair or unlawful discrimination, they should, in the first instance, try to resolve the matter using the College’s grievance process. Advice and guidance for staff is available through the line management process, the Personnel Department, recognised trades union officers and external agencies.
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10) Policy review
There will be an annual review of this policy to ensure it continues to reflect legislative requirements, best practice and the needs of the College.
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11) Communication of this policy and related outcomes
11.1 This policy, and any associated information, will be communicated through the induction process for new students and staff, through line management, management training programmes, other staff development activities and student tutorial and activity programmes.
11.2 The College’s commitment to equality will be demonstrated through staff and student interaction, the quality of services provided by the College, performance indicators relating to students and staff and internal and external publicity.
11.3 The development and use of curriculum materials, the programme of student activities and the focus of displays and exhibitions provided by the College will highlight its commitment to equality and promotion and encouragement of good relations between people of different religions, nationalities and racial groups.
11.4 Outcomes of monitoring exercises relating to this policy will be disseminated to students, staff, Corporation members and relevant external organisations.
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12) Monitoring
12.1 Progress will be monitored by assessing what has been achieved against key indicators such as the annual equality action plan (incorporating the race equality scheme) and the disability equality scheme.
12.2 The student profile will be monitored in terms of age, ethnicity, and gender along with their college experience, success and progression.
12.3 The College will monitor workforce information on the basis of ethnicity, gender and
age and an annual Personnel Report will be published with this and other relevant information. All monitoring details will be processed confidentially by Personnel.
12.4 Reviews of policy and reports on progress will be the responsibility of relevant senior managers.
12.5 Monitoring will be carried out in accordance with recommendations from the Commission for Racial Equality, the Hounslow Race Equality Council, the Equal Opportunities Commission, the Disability Rights Commission, the Learning and Skills Council and other relevant bodies.
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Appendix 1 Legislative framework
Sex Discrimination Act Race Relations and Amendment Act
Equal Pay Act Disability Discrimination Act
Human Rights Act Legislation relating to part time employees
Rehabilitation of Offenders Act Legislation relating to fixed term employees
Employment Equality (Age and Religion & Belief) Regulations 2003
EC Employment Equality (Sexual Orientation) Regulations 2003
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