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Equal Opportunities Policy for Employees

1) Policy Statement

The College seeks to employ a workforce, which reflects the diverse community at large, because we value the individual contributions of all people. We will treat all employees with respect and dignity and provide a working environment free from unlawful discrimination, harassment or victimisation. To this end, within the framework of the law and best personnel practice, we are committed, wherever practicable, to achieving and maintaining a workforce, which broadly reflects the local community.

The College will not tolerate any form of behaviour or activity that discriminates on the grounds of gender, marital status, family responsibilities, sexual orientation, colour, race, nationality, religious belief, ethnicity, disability, age and unrelated criminal convictions.

No employee or job applicant should be disadvantaged or treated less favourably because of conditions or requirements which cannot be justified and the college will seek to make reasonable adjustments to its arrangements and premises with a view to avoiding any disadvantages for disabled people. Action will be taken to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, pay, training, promotion, and career management and on the termination of employment are based solely on objective and job related criteria.

2) Action to Implement Policy

It is the aim of the College to set an action plan containing explicit, measurable and achievable objectives and targets.

The College will establish a committee comprising representatives of all internal stakeholders to oversee the operation of the equal opportunities policy against the set targets and objectives.

3) Responsibilities

All employees have personal responsibility for the practical application of the policy, which extends to the treatment of employees, and through our contractual agreements with contractors.

The Chief Executive has overall responsibility for the operation of this policy.

The Head of Human Resources will be responsible for ensuring that fair and adequate arrangements exist for both effectively handling and recording all aspects of the employment relationship, including recruitment and selection.

All managers have a responsibility to ensure the policy is carried through effectively, by giving active support to the policy and ensuring employees under their control understand and implement the policy. They should encourage employees to inform them of any instances of discrimination, and ensure that all allegations are investigated with the assistance of [the personnel department]. Managers will be responsible to the [Chief Executive] for these activities.

Disciplinary action will be taken against any employee who does not comply with these requirements.

4) Training

The responsibilities in relation to equal opportunities will be positively incorporated into training at all levels.

The policy will be made available to all employees including new employees.

All job applicants shall receive an equal opportunities statement with the job information package.

The College will examine and review existing procedures for recruitment, selection, promotion and training.

5) Monitoring

The effectiveness of the employment policies and practices of the College will be monitored by quantitative and qualitative analysis. In particular, records of the sex, age; nationality, ethnic origin and disablement of employees and job applicants should be kept. Any monitoring will be in compliance with the Data Protection Act 1984.

A summary of the quantitative analysis will be presented to the most appropriate committee of the Board on an annual basis.

If the monitoring process indicates possible areas where discrimination, harassment, victimisation may be occurring, appropriate action will be taken.

If under representation of certain groups occurs then in the first instance an investigation will be taken to identify the causes. Where necessary, positive action such as training employees and managers, encouraging applications, or introducing more flexible working practices may be considered.

The operation of this policy will be reviewed annually with the staff representatives, to ensure that it is working properly.

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