Equal Opportunities Policy

Legal Status:

• Prepared with regard to the Equality Act 2010, Race Relations Act 1976, Race Relations Amendment Act 2000, Sex Discrimination Act 1986, Children’s Act 1989 and Special Educational Needs and Disability Act 2001

   

Applies to:

• Whole college

To be read with:

• Employment Manual

• Equality and Diversity Policy and Procedures

• Safeguarding Children - Child protection

• E-Safety

• First Aid

• Health, Safety and Welfare Policy and Procedures

• Risk Assessment

• Prudence Policy

• Staff Manual

• Safer Recruitment.

Available from:

• • The college office

Monitoring and Review:

• • To be continuously monitored and reviewed by no later than two years from the date shown below.

 

 

Signed: Date: Oct 20th 2011

Proprietor and Principal

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This policy does not form part of your contract of employment.

College’s position

Albion College has set out its commitment to equal opportunities in this policy statement, and it will continue to do all it can to ensure that all members of the college community are treated fairly and with equality.

We welcome all applicants to join the college, whatever the background or physical disability of a child. We also seek to ensure that people with disabilities are not discriminated against when applying for jobs at our college. We take all reasonable steps to ensure that the college environment gives access to people with disabilities. We ensure that no child is discriminated against whilst in our college on account of their sex, disability, religion or race.

The College supports the principles of equal opportunities, fairness and justice, and opposes discrimination on the basis of sex, marital status, race, disability, nationality, colour, ethnic or national origins, sexual orientation, age and religious belief. We celebrate the cultural diversity of our community and show respect for all minority groups. We are aware that prejudice and stereotyping is caused by low self-image and ignorance. Through positive educational experiences and support for each individual’s point of view, we aim to promote positive social attitudes and respect for all.

Being a committed equal opportunities employer, the College takes every possible step to ensure that employees are treated equally and fairly in respect of these matters, be they staff or pupil, and the College challenges stereotyping and prejudice whenever it occurs. All pupils have equal access to the full range of educational opportunities provided by the school, and we are always striving to remove all forms of indirect discrimination that may form barriers to learning. All policies and practices will conform to the principle of equal opportunities in terms of recruitment, selection, training, promotion, career development, discipline and dismissal, and redundancy.

Anti-Racism

It is the right of all pupils to receive the best education the college can provide, with access to all educational activities organised by the school. We do not tolerate any forms of racism or racist behaviour. Should a racist incident occur, we act immediately to prevent any repetition of the incident.

We endeavour to make our college welcoming to all minority groups. We promote an understanding of different cultures through the topics studied by the children, and we reflect this in the displays of work shown around the college.

Our curriculum reflects the attitudes, values and respect that we have for minority ethnic groups. Should anyone at our college be a victim of racism, we will do all we can to support that person in overcoming any difficulties they may have.

Special leave for religious reasons is not unreasonably refused by the College. Applications for such leave should be made in writing to the Principal, giving at least a month’s notice. Any special leave granted is treated as unpaid leave; part-time employees may be given the option of making up lost time if this would benefit the College.

Unwanted behaviour

If you feel that you have been discriminated against, harassed or victimised in breach of the principle of equal opportunities set out above, you are entitled to complain using the procedures set out below.

Definitions

Discrimination: treating one person less favourably than another on the grounds of their sex, marital status, race, disability, sexual orientation, age and religious belief.

Harassment: any unwanted conduct which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. It can be persistent or isolated and includes behaviour which induces anger, stress, anxiety, fear or sickness on the part of the person being harassed. It can be physical, verbal, direct or indirect and can include gestures, intimidation, unwelcome remarks, suggestions, propositions, malicious gossip, jokes and banter. In addition, non‐verbal harassment can include offensive literature, pictures, graffiti, isolation or non‐co‐operation and unwelcome physical conduct. The school will not tolerate any form of harassment or bullying; such behaviour is totally unacceptable and the College looks to support any employee who is suffering from harassment. The College strives to provide a neutral working environment in which no-one feels threatened or intimidated.

Victimisation: treating one person less favourably than another on the grounds that that he or she has brought discrimination proceedings, given evidence or information regarding discrimination proceedings or alleged discrimination or because he or she intends to do any of these acts.

Informal resolution

Stage 1: You should speak or write to the individual concerned informing him or her that their behaviour is unwelcome.

Stage 2: If the unwanted behaviour continues, you should ask the Principal to speak to the person concerned. If the person concerned is the Principal, you should ask the Director of Studies to speak to the Principal.

Stage 3: If the unwanted behaviour continues, you should keep a record of any relevant incidents and consider taking formal action as set out below.

Formal procedure

Formal Notification: If you feel that the informal procedure has not stopped the unwanted behaviour or that the behaviour is too serious to be resolved by using that procedure, you should follow the formal parts of the College’s Grievance Procedure. You are entitled to an appeal against any decision in accordance with the Grievance Procedure. Under the Grievance Procedure, any grievance is investigated thoroughly by an impartial member of management. Where possible, the member of staff complaining of harassment or discrimination is kept anonymous. Any mischievous, vexatious or malicious claims of harassment of any nature are regarded as gross misconduct.

The Role of the Principal

It is the Principal’s role to implement the college’s equal opportunities and anti-racist policy.

It is the College’s role to ensure that all staff are aware of the school policy on equal opportunities, and that teachers apply these guidelines fairly in all situations.

The Principal ensures that all recruitment and selection processes give due regard to this policy, so that no-one is discriminated against when it comes to employment or training opportunities.

The Principal promotes the principle of equal opportunity when developing the curriculum, and promotes respect for other people in all aspects of college life, for example, in the assembly, where respect for other people is a regular theme, and in displays shown around the school.

The Principal treats all incidents of unfair treatment and any racist incidents with due seriousness.

The Role of the Class Teacher

The class teacher ensures that all pupils are treated fairly, equally and with respect. We do not discriminate against any child.

When selecting classroom material, teachers pay due regard to the sensitivities of all members of the class and do not provide material that is racist or sexist in nature. Teachers strive to provide material that gives positive images of ethnic minorities and that challenges stereotypical images of minority groups.

When designing schemes of work, we use this policy to guide us, both in our choice of topics to study, and in how to approach sensitive issues. So, for example, history topics in our college include examples of the significant contributions women have made to developments in this country’s history. In geography topics the teacher attempts to counter stereotypical images of Africa and Asia and to show the true diversity of development in different parts of the world.

All our teachers challenge any incidents of prejudice or racism. We record any serious incidents in the College Behaviour Books, and draw them to the attention of the Principal.

Grievances following termination of your employment

Procedure: If you wish to raise a grievance in writing following the termination of your employment, you should follow the relevant provisions of the College’s Grievance Procedure

Monitoring and Review

It is the responsibility of the Principal to monitor the effectiveness of this Equal Opportunities Policy. The Principal monitors the progress of pupils of minority groups and compares it to the progress made by other pupils at the College, monitors the staff appointment process, so that no-one applying for a post at this College is discriminated against and takes any complaints regarding equal opportunity issues from parents, staff or pupils into serious consideration.

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