equality and diversity policy and procedures...the equality and diversity policy and procedures are...

RD/JS/Equality & Diversity Policy and Procedures/Issue 2 – V1/Leg-04/August-2016 of 21

Equality and Diversity Policy and Procedures

Family: Legislation

Reference Code LEG04

Line Manager Responsible: Deputy Principal - Julie Richards

Approval Date: 14 July 2016

Issue Date: 19 August 2016

Review Date: 12 July 2018

RD/JS/Equality & Diversity Policy and Procedures/Issue 2 – V1/Leg04/June-2016 of 21

Contents

Aim ....................................................................................................................................................................... 3

Scope .................................................................................................................................................................... 3

Implementation ................................................................................................................................................... 4

Communication Flow ........................................................................................................................................... 5

Monitoring of Implementation ............................................................................................................................ 6

Associated Information and Guidance ................................................................................................................ 6

Related College Policies and Documents ............................................................................................................. 7

Procedures .......................................................................................................................................................... 8

Procedure 1: Equality & Diversity Concerns ........................................................................................................ 8

Procedure 2: Equality Impact Assessment .......................................................................................................... 8

Appendices .......................................................................................................................................................... 9

A.1 – Key Concepts ............................................................................................................................................. 10

A.2 – Protected Characteristics .......................................................................................................................... 11

A.3 – Mandatory E&D and Safeguarding Training Overview ............................................................................. 14

A.4 – Roles and Responsibilities for Equality and Diversity ............................................................................... 14

A.5 – Equality and Diversity Calendar ................................................................................................................ 17

A.6 – Equality Impact Assessment Proforma ..................................................................................................... 20

Impact Assessment

Status

In preparing the Policy and Procedures, any potential disproportionate impact it might have upon staff/students

with protected characteristics, as defined in the Equality Act 2010, have been carefully considered. It is the

conclusion of the Policy Group that the Policy and Procedures do not adversely impact on individuals with any

of the protected characteristics.

Issue Number 2

Issue Date

Review Date

19.8.16

12.7.18

Originator Deputy Principal

Responsibility Senior Management Team


Aim

The policy and procedures aim to ensure that all individuals and groups:

1. Are treated fairly and with respect in all interactions with them.

2. Have the right to be free from harassment and bullying of any description.

3. Do not suffer unwanted behaviour, whether based on age, disability, transgender status, maritalstatus, civil partnership status, pregnancy, race, religion or belief, sex or sexual orientation.

4. Have an equal chance to contribute to achieve their potential, irrespective of any definingfeature that may give rise to unfair discrimination.

5. Are able to engage with an organisation that complies fully with the Prevent Duty, and whotakes active steps to equip staff and students with an understanding of Radicalisation,Extremism, and Fundamental British Values.

Scope

Chesterfield College recognises that many individuals and protected groups may experience unlawful discrimination and disadvantage on the grounds of their age, disability, trans-gender status, marital status, civil partnership status, pregnancy, race, religion or belief, sex or sexual orientation. We believe that equality for all is a basic human right and actively oppose all forms of unlawful and unfair discrimination. We value and celebrate the diversity in our society and are striving to promote and reflect that diversity within the College, and we work to exemplify Fundamental British Values; democracy, the rule of law, individual liberty, and mutual respect and tolerance for those with different faiths and beliefs. The Equality and Diversity Policy and Procedures set out our aims and how we will meet and, in some areas, exceed the legal requirements identified in the Equality Act 2010.

The Equality and Diversity Policy applies to:

Prospective students and staff (in relation to admissions and recruitment arrangements)

Current students and staff (including those absent, temporarily excluded, students on workplacements, those in work based learning and students studying remotely as relevant)

Former students and staff (if there is a continuing relationship based on them having been astudent or member of staff at the College)

Visitors, contractors, volunteers (while they are on College premises or carrying out Collegebusiness)

Partners and employers where students have work placements, are work based or studyremotely

Pre-16 students

Parents and carers

All of the above have a responsibility to give full and active support for the Equality and Diversity Policy and Procedures and the promotion of British Values by ensuring:

The Equality and Diversity Policy and Procedures are known, understood and implemented

Behaviours take into account the sensitivities of others and everyone is treated with respect anddignity, and stakeholders are able to access all opportunities relevant to their learning anddevelopment, including involvement in democratic processes


Behaviour not in accord with the Equality and Diversity Policy is challenged safely andappropriately

Behaviour outside working time and College premises may also fall into the scope of the policye.g. the College has a duty to act where discriminatory behaviour or harassment by a member ofstaff outside working hours affects a member of staff or a student either directly or indirectly

Engagement in learning opportunities which aim to raise awareness of the Prevent Duty andFundamental British Values

Breaches of the policy may be dealt with via the College’s Staff or Student Disciplinary Policy

Within this general responsibility there are some specific responsibilities (see Appendix 4) for:

Governors, the Principal and managers for the effective implementation and championing ofthe Equality and Diversity Policy, Procedures and actions.

The Equality and Diversity Committee for the co-ordination across the College of the Equalityand Diversity Policy and Procedures: implementation, development and monitoring.

The Deputy Principal for provision of reports, meeting statutory equality duties, links withregional and national equality bodies, achievement of recognised equality standards, arrangingagreed training.

The College to take positive action to identify and address equality issues and prevent actionstaking place that contravene legislation, in particular the Equality Act 2010 provisions.

Assistant Principal Classroom Based Provision to close achievement gaps based on protectedcharacteristics.

Equality and Diversity Champions to actively support and promote equality and diversity incross college teams.

Student representatives to promote and encourage respect for equality and diversity among thewhole student community, both in everyday practice and through active student bodies such asthe Student Union and Student Parliament.

The Safeguarding Team and the Designated Safeguarding Lead in relation to acting on concernsof Radicalisation and Extremism reported via the Safeguarding referral route.

THE POLICY AND PROCEDURES APPLY TO ALL SUBSIDIARIES AND TRADING ENTITIES OF CHESTERFIELD COLLEGE AND THE CHESTERFIELD COLLEGE GROUP.

Implementation

The College will ensure that:

1. Meetings are held which introduce staff to the concept, policy and procedures e.g. CollegeManagement Team, Directorate Monthly Management and Curriculum Team meetings wherethe concept, specific instructions and any special responsibilities are discussed.

2. The Principal, Corporation and all staff working with or on behalf of the College, whetheremployed directly or indirectly, and including volunteers and external contractors, will receivea level of training appropriate to their role and level which will familiarise them with equalityand diversity issues, clarify roles and responsibilities and the College policies and procedures,with refresher training at least every 3 years.

3. Work based students and students on work placement are placed where the employer is fullyaware of their duties in terms of equality and diversity and all students are given guidanceprior to their employment or placement on equality and diversity and the support availablefrom the College.


4. There are procedures in place to identify and support all College users. All teaching, learning and assessment observations, quality assurance processes and student journey quality audits include the opportunity to report on equality and diversity and will be included in the lesson observation and quality briefings/training.

5. Chesterfield College materials are monitored and evaluated on a regular basis to ensure that they promote equality and diversity and do not disadvantage particular groups of students. There are clear and designated procedures for all students, including remote students and staff to report breaches of the Equality and Diversity Policy and to report any concerns in relation to Radicalisation and Extremism.

6. All information relating to Equality and Diversity will be processed in accordance with the Data Protection Act 1998, as set out in the College’s Data Protection Policy.

Communication Flow

1. The Equality and Diversity Policy and Procedures are approved by the College Corporation or the Standards Committee. The Corporation has nominated a senior member with special responsibility for Equality and Diversity matters.

2. The College has a nominated member of staff with strategic lead responsibility for Equality and Diversity; Deputy Principal, and Operational lead; Assistant Principal Strategic Growth, Enterprise and Innovation.

3. The Equality and Diversity Policy and Procedures are communicated to all staff through staff induction, staff intranet, email and training.

4. The Principal convenes the Equality and Diversity Committee meetings on a termly basis.

5. Curriculum and cross-college team meetings are held regularly and Equality and Diversity is a set agenda item.

6. Regular updates are provided via the staff intranet.

7. Staff and students’ views are regularly sought regarding Equality and Diversity at College/in the workplace.

8. College prospectuses and job adverts have a clear statement reflecting the importance the College places on Equality and Diversity.

9. Equality and Diversity literature for staff and students promotes Equality and Diversity across the College, partners, stakeholders and in the wider community.

10. Employer handbooks are provided for employers, which include the Equality and Diversity Policy and Procedures. Note: Subcontractors should have their own policy, however, the College also provides partners with its own Equality and Diversity Policy and Procedures for use as required.

11. Remote students are provided with access to the Equality and Diversity Policy and Procedures.

12. Chesterfield College will ensure that information about its programmes of study and services are made available to the widest possible audience. Publicity materials will be provided in a range of formats and will avoid prejudice and stereotyping.

13. Portfolio of programmes that enable us to meet a wide range of student need, goals and aspirations.

14. Chesterfield College will develop links and partnerships with external community organisations to support the development of equality and diversity in our locality.


Monitoring of Implementation

1. The College will monitor the effectiveness of the Equality and Diversity Policy through theEquality and Diversity Committee.

2. The College will seek to ensure that College policies and procedures, via Equality ImpactAssessments are assessed on a regular basis to ensure they do not have a negative impact onany particular groups of people.

3. The Principal chairs the Equality and Diversity Committee which reports to the Corporation.

4. The following information is reviewed to monitor the effectiveness of the policy across thecollege community:

Enrolment trends and statistics

Staff data

Student surveys and general feedback

Self-assessment reports

Equality and Diversity Impact Measures (EDIM)

Equality impact assessments

Lesson observations

Examples of good practice

Complaints, compliments and any subsequent actions

Any other relevant data, such as demographic changes

Enrichment Opportunities

Attendance/Punctuality

Progression

Complaints records and annual Corporation reports

Closing achievement gaps

Disciplinary records

Quality audits

Assessments

5. The policy will be reviewed annually or as a result of legislative changes with any amendmentsapproved by the Corporation.

6. The College will publish annually a College Equality and Diversity Report that summarises theoutcomes from the above activities and highlights our progress.

Associated Information and Guidance

The Equality and Diversity Policy is informed by:

• Children and Families Act 2014

• Criminal Justice and Public Order Act 1994

Data Protection Act 1998

• Disability Discrimination Acts (1995 and 2001)

• Employment Equality (Age) Regulations 2006

• Employment Equality (Religion and Belief) Regulations 2003


• Employment Equality (Sexual Orientation) Regulations 2003 and 2007

• Employment Rights Act (1996)

• Equality Act 2010

• Gender Recognition Act 2004

• Human Rights Act (1998)

• Protection from Harassment Act 1997

• Providing services for transgender customers (2015)

• Race Relations Acts (1976 and Amendment Act 2000)

• Revised Prevent Duty Guidance (2015)

• Sex Discrimination Acts (1975 and 1986)

• Special Educational Needs and Disability Act 2001

• Work and Families Act (2006)

Related College Policies and Documents

• Admissions Service Standards

• Bullying and Harassment Policy

• Change of Student Details Procedure

• Code of Practice and Procedures for dealing with personal harassment of students

• Complaints Procedure

• E-Learning Strategy

• Employer Handbook

• Equality Action Plan

• Grievance Policy and Procedure

• Induction Checklist for students

• Information Security including Data Protection

• Quality Assurance and Improvement Strategy

• Quality Assurance and Improvement Strategy

• Quality Policy

• Recruitment Policy and Procedures

• Redundancy and Restructures Policy and Procedure

• Staff Disciplinary Procedures

• Student Disciplinary Policy and Procedures

• Tackling Extremism and Radicalisation Policy and Procedures

• Teaching, Learning and Assessment Strategy

• Tutorial Policy and Procedures

• Whistleblowing Policy

• Work Placement Procedures

• Work-based Learning Operational Procedures

• Workforce Development Strategy

THIS LIST IS INDICATIVE AND NOT EXHAUSTIVE


Equality & Diversity Procedures

Family Procedure Reference – Legislation (L)

Procedure 1: Equality & Diversity Concerns

Any disclosure of discrimination and/or equality and diversity concerns are to be reported and investigated in line with the College Complaints/Grievance/Misconduct procedures. All information provided must be treated as sensitive data under the Data Protection Act 1998.

Incidences are to be reported termly at the Equality and Diversity Steering Board and included within the College Annual Equality and Diversity Report.

Procedure 2: Equality Impact Assessment

Purpose: Impact Assessments are a practical way of examining new and existing policies and procedures to determine the effect they may have on all individuals and in particular those who have protection under equality legislation. The purpose of this procedure is to equip managers to be able to carry out Impact Assessment of new and existing policies and procedures effectively. Responsibility:

Managers and Policy Originators (M/PO) Deputy Principal (DP)

No Procedure Timeframe Responsibility Doc Ref

2. Stage 1 – Impact Assessment Audit

Impact Assessment Audit is completed and risk assessed for overall impact of policy and/or procedures by the Manager using the Equality Impact Assessment Audit Proforma.

If the risk assessed is low the Manager will present the policy and/or procedures to the Policy Group together with the completed proforma. If the risk is assessed as medium or high the Manager will proceed to Stage 2.

Stage 2 - Full Impact Assessment

The Manager will conduct a full impact assessment, identifying which characteristics will be adversely affected and the reasons for this.

Where there is a clear action that can be taken to eliminate the adverse effect, that action will be taken and the policy and/or procedure will be amended to reflect the change.

Following successful outcome of the full impact assessment the Manager will present the policy and/or procedures to the Policy Group together with the completed proforma.

Stage 3 - Monitoring and Review

The Policy Group will report all amendments identified following equality impact assessment audit to the APSG who will monitor and report to the Risk Management Group and include in the Equality and Diversity annual report to Corporation.

Prior to submission of Policy to Policy Group and SMT

M/PO

M/PO

APSG

A.6

Issued by: Richard Deane Issue date: 19 August 2016

Version No: 2 Review date: 12 July 2018

Monitoring Method:

Risk Management Group Report

Equality and Diversity Annual Report


Appendices

Documentation

A.1 Key Concepts Page 10

A.2 Protected Characteristics Pages 11-12

A.3 Equality and Diversity Training and Development for Staff Page 13

A.4 Roles and Responsibilities for Equality and Diversity Pages 14-16

A.5 Equality and Diversity Calendar Pages 17-19

A.6 Equality Impact Assessment Audit Proforma Pages 20-21


A.1 – Key Concepts

Discrimination

Direct DiscriminationThe College will not accept behaviour towards people which results in them being treated worse or lessfavourably than others are being treated because of a protected characteristic.

Indirect DiscriminationThe College will not make a decision or apply rules or a way of doing things to someone in a way that has aworse impact on them and other people who share a particular protected characteristic than it has onpeople who do not share that characteristic.

Discrimination arising from disabilityThe College will not treat people with disabilities unfavourably because of something connected to theirdisability where they cannot show that what they are doing is objectively justified.

Reasonable Adjustment The College will avoid as far as possible, by reasonable means, the disadvantage which a student with a disability experiences and will take positive steps to ensure that disabled students can fully participate in the education and other benefits, facilities and services provided for all students.

Harassment There are three types of harassment which are unlawful under the Equality Act 2010:

Harassment related to a relevant protected characteristic

Sexual harassment

Less favourable treatment of a student because they submit to or reject sexual harassment or harassmentrelated to sex

Note: Pregnancy and maternity is not protected directly under the harassment provisions, however, unwanted behaviour (as described below) will amount to harassment related to sex. The College will not accept behaviour towards people which is offensive, might threaten their security or create an intimidating or hostile environment which could hinder their performance and/or affect their personal well-being.

Victimisation The College will not treat someone badly or victimise them because they have complained about discrimination or helped someone else complain, or done anything to uphold their own or someone else’s equality law rights.


A.2 – Protected Characteristics

The Equality Act 2010 identifies a number of protected characteristics. The protected characteristics for further and higher education institution provisions are:

Age

Disability

Gender reassignment

Pregnancy and maternity

Race

Religion or belief

Sex

Sexual orientation

Note: Being married or in a civil partnership is NOT a protected characteristic for further and higher education students although a descriptor is included below for your information.

Age The Act protects employees of all ages but remains the only protected characteristic that allows employers to justify direct discrimination i.e. if an employer can demonstrate that to apply different treatment because of someone's age constitutes a proportionate means of meeting a legitimate aim, then no discrimination will have taken place.

The Act continues to allow employers to have a default retirement age of 65, as long as the default retirement age remains. However the Employment Equality (Repeal of Retirement Age Provisions) Regulations 2011 (SI2011/1069) came into force in April 2011 and abolished the Default Retirement Age (DRA) from 1 October 2011. Employers can no longer use the DRA to retire employees compulsorily.

Disability The Act includes a new protection arising from disability and now states that it is unfair to treat a disabled person unfavourably because of something connected with a disability. An example provided is the tendency to make spelling mistakes arising from dyslexia.

In addition, indirect discrimination now covers disabled people, which means that a job applicant could claim that a particular rule or requirement disadvantages people with that disability.

The Act includes a new provision which makes it unlawful, with limited exceptions, for employers to ask about a candidate's health before offering them work.

Gender reassignment It is discriminatory to treat people who propose to start to or have completed a process to change their gender less favourably, for example, because they are absent from work for this reason.

Individuals’ should be able to access facilities appropriate to the gender in which they present and should be fully supported to do so.

College documentation should reflect the presenting identity of an individual, with any personal records identifying their assigned gender (for example for the purposes of DBS checks, enrolment identification, or auditable funding documents) being stored sensitively and confidentially.

Pregnancy and maternity The Act continues to protect women against discrimination because they are pregnant or have given birth.

Race The Act continues to protect people against discrimination on the grounds of their race, which includes colour, nationality, ethnic or national origin.


Religion or belief The Act continues to protect people against discrimination on the grounds of their religion or their belief, including a lack of any belief.

Sex The Act continues to protect both men and women against discrimination on the grounds of their sex.

Sexual orientation The Act continues to protect bisexual, gay, heterosexual and lesbian people from discrimination on the grounds of their sexual orientation.

All alleged incidents of discrimination, harassment and/or victimisation will be dealt with according to the College’s Policy and Procedure for dealing with Harassment and Bullying and Disciplinary Policy and Procedures.

Marriage and civil partnership The Act continues to protect employees who are married or in a civil partnership. Single people are however not protected by the legislation against discrimination.


A.3 Mandatory Equality & Diversity and Safeguarding Training Overview

All Staff Mandatory Training Events By When Duration (approx.)

Refresher Duration (approx.)

Safeguarding self-study guide (during induction) in house click here Day 1 30 mins - -

Keeping Children Safe in Education self-study guide (during induction) in house

click here

Week 1 30 mins - -

College Safeguarding Training (in house) - details will be emailed to staff within the first 3 months of employment.

2 months 2.5 & 1 hr 1 yr 1.5 hour

Chanel Awareness (Prevent agenda) (online) to be completed after mandatory Safeguarding Training within first 3 months click here

Day 1 30 mins - -

Prevent for FE training click here 3 months 1 hr - -

Unit 1 of Equal Prevent: Principles of Internet Safety (an introduction to risks associated with internet use, avoiding scams, cyber bullying, and recognising unreliable information (also introduces a core student resource platform and offers the option to explore further material covering Prevent)

click here

3 months Approx. 4 hrs - -

Online Equality & Diversity & Disability Equality Training click here 1 month 6 hours - -

Equality & Diversity Self-Study click here Week 1 30 mins - -

http://vle.chesterfield.ac.uk/course/view.php?id=4811

https://intranet.chesterfield.ac.uk/Cross%20College%20Services/Performance%20&%20Standards/Staff%20Development/Frequently%20Asked%20Questions/Mandatory%20Training/keeping_children_safe_in_education_information_for_staff.pdf

http://course.ncalt.com/Channel_General_Awareness/01/index.html

https://www.foundationonline.org.uk/course/index.php?categoryid=14

https://chesterfield.equal-online.com/

http://training.disabledgo.com/auth/register/chesterfield-college

https://intranet.chesterfield.ac.uk/Cross%20College%20Services/Performance%20&%20Standards/Staff%20Development/Frequently%20Asked%20Questions/Mandatory%20Training/equalityanddiversity%20staff%20development%20self-study%20guide.pdf


A.4 – Roles and Responsibilities for Equality and Diversity

Governors will be responsible for:

Ensuring the College meets all its duties under the legislation

Ensuring that The Equality Act 2010 is followed

Receiving and approving monitoring reports on the policy through the Equality and Diversity

Annual Report

There is a designated member of the Corporation with lead responsibility for Equality and Diversity.

The Principal is responsible for:

Giving a consistent and high profile lead on all equality issues

Promoting the Equality and Diversity Policy and Procedures both internally and externally

Making sure the Equality and Diversity Policy and its procedures are followed

The Senior Management Team is responsible for:

Implementing the Equality and Diversity Policy, Procedures and Action Plan

Making sure all the staff know their responsibilities and receive support and training to carry these out

Taking action against staff or students who discriminate, harass or victimise others for reasons of race, disability, gender, sexual orientation, religion or belief, age, gender reassignment, maternity and paternity, marriage or civil partnership

Building equality into their own area of work and consider setting equality targets where appropriate

The Senior Manager with strategic responsibility for Equality and Diversity is the Deputy Principal.

The operational lead for Equality and Diversity is Assistant Principal Strategic Growth, Enterprise and Innovation.

The Equality and Diversity Committee will be responsible for:

The monitoring of the Equality and Diversity Policy, Procedures and Action Plan

Ensuring that other organisations working within or for us work according to the requirements of The Equality Act 2010

All staff are responsible for:

Advancing equality of opportunity

Operating within this policy at all times

Challenging inappropriate language and behaviours

Completing mandatory Equality and Diversity training

Ensuring their service to students is accessible

Contractors and Service Providers are responsible for:

Following the Equality Act 2010 and any equality conditions in contracts or agreements


Students are responsible for:

Following the Equality Policy at all times

Behaving in a manner that advances equality of opportunity and fosters good relations between people who share a protected characteristic and those who do not

Marketing, Publicity and School Liaison are responsible for:

Researching the needs of prospective students in our partner schools and wider community and attempt to respond to those needs in terms of course provision and support

Making publicity and marketing information available in a range of accessible formats for current and prospective students. Note: All publicity and information will take into account equal opportunities for staff and students. Publicity materials will offer guidance on how to apply for financial assistance

Liaising with partner schools, other colleges and local agencies to promote its Equality and Diversity Policy and generate interest in its courses from people not currently attending College

Publicity which will aim to reflect our Equality and Diversity Policy and advance equality of opportunity between those people who share a protected characteristic and those who do not

Student Support Services, Information Advice and Guidance are responsible for:

Ensuring advice is available to prospective and existing students, without bias, on transport, courses, grants, benefits and careers

Advising prospective students of their eligibility for additional learning support. Note: This support will be provided to students and “reasonable adjustments” will be made where appropriate to enable them to be successful in their studies

Ensuring all signs, regulations, communications and instructions are as clear and simple as possible and free from discriminatory language

Taking into account the diverse needs of the community and seeking to provide a range of levels of courses and resources and varied modes of delivery to meet the needs of the community

Allocating resources to reflect the College’s commitment to managing equality and diversity

Making available guidance, assessment, support and counselling to all students to promote their opportunity to follow courses of their choice

Teachers and Work Based Tutors, together with all staff supporting learning and engagement activity are responsible for:

Offering opportunities to all students to study at a level appropriate to them

Embedding Equality and Diversity in the curriculum from curriculum planning through to course design and planning and delivery of teaching, learning and assessment

Ensuring all teaching and curriculum materials will advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not

Maximising progression opportunities including the recognition of prior learning and experience

Embracing widening participation. This includes those seeking to return to study, after a long period of unemployment, or who having been made redundant and/or with caring responsibilities or whose personal circumstances have made it difficult for them to benefit from education.

Ensuring College curriculum enables students to understand and embrace College values and the College’s commitment to advancing equality of opportunity and valuing diversity


Human Resources are responsible for:

Ensuring that fair and adequate arrangements exist for both effectively managing and recording all aspects of the employment relationship, including recruitment and selection

Ensuring actions will be taken to ensure that individuals are treated fairly and that decisions on recruitment, selection, pay, training, development, promotion, career management and termination of employment are based solely on objective and job related criteria

The Excellence Manager is responsible for:

Ensuring Managers involved in the recruitment and selection process will all be trained in legislative requirements

Ensuring all staff are required to take part in mandatory equality and diversity training to ensure everyone that works at the College is aware of the role and responsibilities so far as Equality and Diversity is concerned

All teachers, learning support workers, Work Based Tutors and technicians are offered training to support the implementation of Equality and Diversity in the classroom

Monitoring the take up of professional development and training according to different groups, including those who share protected characteristics

Employers are responsible for:

Acts of discrimination, harassment and victimisation carried out by employees in the course of employment

Taking all reasonable steps to prevent employees from acting unlawfully

Taking steps to make sure their employees understand that they must not discriminate against students, or harass them or victimise them, and that they understand their duties in relation to making reasonable adjustments for disabled students

RD/JS/Equality & Diversity Policy and Procedures/Issue 2 – V1/Leg-04/August-2016 of 21

A.5 – Equality and Diversity Calendar It is very important to the whole College community that all individuals get on well together, feel safe and that they belong, respect and celebrate each other’s differences. There are many College wide activities which support this to happen:

September

Student Induction, including aspects of Equality and Diversity All month

Observation of ‘Student Induction’ sessions to include E&D All month

E-safety activities Entry 1-3: E-Safety VLE

Level 1: E-Safety VLE Level 2: EQUAL Prevent Unit 1

Level 3 Year 1: EQUAL Prevent Unit 1

By half term (Oct) By half term (Oct) By end of term (Dec) By end of term (Dec)

Support Services Market Place 15th

Freshers’ fair 20th- 21st

Curriculum Council elections All month

Checkpoint 1: Right Choice Review starts 26th- 30th

October

Black History Month All month

Student Parliament elections w/c 3rd

Checkpoint 1: Right Choice Review ends 14th

Dyslexia Awareness Week 3rd- 7th

Health and Wellbeing week 3rd- 7th

World Mental Health Day 10th

Girls Football Week 10th- 16th

Wear it Pink! Breast Cancer Awareness Day 21st

Stoptober All month

November

Armistice Day 11th

Diwali 30th Oct - 3rd Nov

Road Safety Week 21st- 27th

Alcohol Awareness Week 16th- 22nd

Anti-Bullying Week 14th- 18th

Distribution of First Impressions Survey (includes E and D) By end of term (Dec)

`

JR/JD/JF/ Safeguarding Policies and Procedures Version 4/ Nov-14 of 21

December

World Aids Day 1st

International Day of People with Disabilities 3rd

Hanukkah 24th Dec - 1st Jan

January

Support Week w/c 2nd

Dry January All month

National Obesity Awareness Week TBC

Martin Luther King Junior Day (American holiday) 16th

World Religion Day 19th

Holocaust Memorial 27th

Chinese New Year 28th

Stay Safe – Safeguarding promotion All month (until Feb half term)

February

LGBT History Month All month

World Cancer Day 4th

March

Prostate Cancer Awareness Month All month

IDAHO Day 4th

International Women’s Day 8th

College Equality and Diversity Week w/c 27th

Student Conference TBC

April

Stress Awareness Month All month

World Autism Awareness Day 2nd

Distribution of First Impressions Survey (includes E and D) All month

`


May

Childhood Depression Awareness Day 6th

National Epilepsy Week 15th- 21st

Mental Health Awareness Week 16th- 22nd

June

Men’s Health Week 12th- 18th

World Blood Donor Day 14th

Distribution of First Impressions Survey (includes E and D) All month

July

Staff training (with E&D focus) 3rd- 7th (Admin Week)

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A.6 – Equality Impact Assessment Audit Proforma

Audit Prompt Response

Name of policy:

Author of document:

Responsible Senior Manager:

Who does the policy apply to:

Staff

Students (please indicate which groups)

Members of the general public (please specify who)

Will the policy affect members of the target audience equally? If no, please indicate the specific groups targeted by the policy In targeting the policy at a specific group of people will members of other groups be disadvantaged? If yes, how will this be addressed? What information has been gathered about the diversity of the target audience? Attach details of information considered. How has this diversity been taken into account in writing the policy?

Does this policy contain visual images? If yes, are these technical or cultural in nature? If cultural, do they reflect diversity? If yes, please indicate how.

Please indicate how this policy supports the College in its General Equality Duty to:

Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act

Advance equality of opportunity between people who share a protected characteristic and those who do not Foster good relations between people who share a protected characteristic and those who do not

Please indicate any negative impacts identified in relation to the protected characteristics listed below, or how you have arrived at the view that there are not negative impacts in relation to these characteristics:

Age

Disability

Gender reassignment

Marriage and civil partnership

Race

Religion or belief

Sex

Sexual orientation

Pregnancy

`


Is the policy free from discrimination on the grounds of:

Additional Learning Needs

Economic Needs

Social Needs

Please indicate who the policy has been considered by and/or who has been consulted about the policy. Where applicable include:

Staff consultative groups

Trade unions

Student consultative groups

Health & Safety Committee

Equality & Diversity Committee

Other College committees/working groups (specify name)

Senior Management Team

Governors

External groups ( specify names)

Advisory groups (specify names) Has the policy been posted on the staff/student intranet sites for consultation/review purposes? Did any equality issues arise from this?

Can you identify any further consultations that might be necessary to ensure no adverse impact? If yes please specify.

Can you identify any differential or adverse impact the policy might have that is not already recorded? If yes please specify.

Is this policy fit for purpose and in accordance with specific equality legislation?

Please tick Yes No

Please record who this audit has been completed by (if by committee/work group lead person to sign):

Name

Job Title

Date