You can download a copy of the GCUSA Equal Opportunties Policy below:
Equal Opportunities Policy (Word Version)
GCUSA values the diversity of all our members and takes pride in the diversity of its membership. We are dedicated to maintaining equal opportunities for all our members regardless of age, disability, gender, race, religion or sexuality. No members is to be harassed or discriminated against on the basis of age, disability, gender, race, religion, or sexuality.
This will be a statement of intention that an equal opportunities policy will be implemented in all areas of GCUSA.
EQUAL OPPORTUNITIES POLICY.
1.0 Introduction
1.1 Glasgow Caledonian University Students Association believes in equal opportunities for all. We seek to encourage a community in which individuals may contribute as fully as possible without fear of discriminatory attitudes or practices.
1.2 GCUSA recognises that people may become disadvantaged as a direct result of the prejudice that exists in society. It is the aim of the Students Association to eradicate all forms of discrimination within its services, activities, trading outlets and operations, by breaking down and removing barriers, and to raise awareness and ensure access to GCUSA.
1.3 GCUSA believes that discrimination, direct or indirect, is unacceptable. Such forms of discrimination potentiality deny opportunities for the individual fulfilment that is to the detriment of the Students Association as a whole and to wider society.
1.4 All members of GCUSA are responsible for implementing and adhering to the Equal Opportunities Policy. Breaches of this policy will be addressed. Training and/or disciplinary action may be taken. In the event of this happening, GCUSA will abide by the universities Equal opportunities policy.
2.O DISCRIMINATORY BEHAVIOUR
1. Discrimination may be overt, covert or a combination of both and may be displayed in many ways e.g. intimidation, innuendo, or hostile remarks. It is not necessarily the intention of the perpetrator, but the impact on the recipient what constitutes harassment.
2. Harassment refers to any action, aimed at individuals or groups, deemed to be unwelcome by the recipients, and which is unreciprocated.
This policy recognises that harassment on a long term basis may constitute bullying. GCUSA will not condone bullying in any form
There are three kinds of discriminatory behaviour:
Direct - treating someone less favourably on the grounds of belonging to any group in society.
Indirect - imposing a requirement which one group will find more difficult to fulfil than another.
Victimisation - refers to the harassment of a person who has, for example, asserted their rights to use this policy.
Examples of unacceptable behaviour are:
Physical Contact
Unwanted touching, patting, pinching
Brushing up against someone in a suggestive manner
Serious assault
Threats of physical violence
Unwelcome sexual advances
Threatened or actual sexual violence
Lewd acts
Verbal Conduct
Unwelcome propositions
Lewd comments
Abusive language
Offensive jokes
Derogatory terms or jokes
Promoting the superiority of one form of relationship over another
Non-Verbal Conduct
Display of pornographic or offensive materials, pictures or posters
Offensive graffiti
Offensive gestures
Offensive emails, memos
Promoting the superiority of one form of relationship over another
Unacceptable Conduct
Blackmail
Bribery
Coercion, pressure for sexual favours, pressure to join a particular political or religious group
The behaviour may include one or several of the above examples from this non-exhaustive list.
GCUSA aims to promote an environment free from intimidation or victimisation. To create an atmosphere of respect for diversity of student membership
3.0 CODE OF CONDUCT.
3.1 Accessibility
i. GCUSA aims to enable all students, staff and visitors to access the facilities on the premises and, wherever possible, to be of practical assistance
ii. Any alterations or new development to GCUSA premises should be made with the requirements of people with special needs in mind to ensure ease of access for all.
iii. Any GCUSA officer should be prepared to make themselves available to all students (including those with disabilities) who may require an alternative venue for meetings or other special arrangements.
iv. GCUSA is committed to maintaining equal access to all its members and to all the services it provides, taking into account the Woman's Group and the LGBT Group, who have autonomy, and on the grounds may refuse access to Men (Women's Group) or self - defined heterosexuals ( LGBT Group) if choose to do so
3.2 Services and Provision
i. Services and goods provided shall be regularly reviewed to ensure that, where possible they reflect the needs of all groups of the student population
ii. The provision of social facilities shall be regularly reviewed so that, as far as possible the needs of all students is met.
iii. No member with student matriculation cards should be refused access to the building, unless disciplinary measures are pending, or taken against them.
3.3 Employment.
i. GCUSA has a separate Equal opportunities policy for employment which can be accessed through the Admin/Personal Officer.
ii. No member will discriminate or harass any member of staff on the grounds of age, disability, gender, race, religion or sexuality whilst on GCUSA premises or disciplinary procedures will be started against them.
3.4 Student Activities.
i. GCUSA requires that all student activities shall endeavour to conduct their activities in keeping with the ethos of this policy and shall attend appropriate Equal Opportunities training.
ii. No member shall be refused access to any student activities on the grounds of age, disability, gender, race, religion, or sexual preference if they are a member of the Students Association.
3.5 External Organisations.
GCUSA seeks to educate our students. However, it will not invite or affiliate to external organisations that may endanger the safety of our students, or whose policies may be interpreted as harassment. Outside organisations must adhere to this equal opportunities policy.
3.6 Elections.
i. GCUSA aims to ensure that all aspects of practice in relation to elections abide by the ethos of this policy as well as the guidelines set out for elections set out in the constitution in schedule 4 and sub - schedule 2.
ii. GCUSA considers that members from all areas of the student body are encouraged to stand for and vote in elections.
3.7 Entertainments.
i. All entertainments provided by the Students Association should endeavour to be in keeping with the ethos of this policy and to recognise the wide-ranging diversity of tastes and interests held by the student body and seek to ensure that entertainment within GCUSA reflects such diversity and to provide a welcoming atmosphere without fear of harassment to all members of the student body for all GCUSA event
ii. Commercial Services are responsible for ensuring that any events or activities that fall within their area of responsibility, adhere to this Policy at all times
iii. GCUSA events which are organised by an GCUSA student group or any event organised by GCUSA members for predominantly non GCUSA members must adhere to this Policy at all times
iv. Events organised by outside bodies, within GCUSA premises, should adhere to this Policy at all times. No bookings should be made in respect of organisations known by reputation to breach this Policy.
3.8 Posters and Publications
i. All posters and publications distributed through the Students Association shall endeavour to be equal opportunity compliant by avoiding discriminatory images or languages.
ii. Where possible, all posters, manuals, and booklets should be available in other format.
iii. The Magazine Editor and the President will take overall responsibility for publicity and written materials published
iv. It is further the responsibility to ensure that all articles or publicity abides by the Equal Opportunities Policy
V. Complaints regarding the Equal Opportunities practices of such student activities should be reported to the Equal Opportunities Officer and the Vice President of Support and Advice. The Equal Opportunities Officer and Vice President of Support and Advice will investigate the matter in accordance with the procedures and sanctions laid out elsewhere in this Policy and should consult will all appropriate officers in doing so.
3.9 Informing people of this policy.
i. All students shall have access to this policy through GCUSA web page and hard copies are available from the Students Association reception and the welfare department.
ii. Copies of the complaints Procedure are also available from the Students Association reception, the welfare department and on the GCUSA web page.
3.10 Breaches of this policy.
i. Members of GCUSA are bound by the policies and regulations of GCUSA. Students, student groups or individuals who are in breach of this policy may be subject to disciplinary action which is set out in schedule 3 of the constitution.
ii. GCUSA will not tolerate harassment/ bullying and complaints that are made will be taken seriously and dealt with in a confidential and sensitive manner.
iii. In the interest of impartiality and fairness, every effort will be made to carefully establish the facts of the case before the appropriate course of action is determined.
iv. It is the responsibility of the Equal Opportunities Officer, liaising with the Welfare Adviser and the Vice President Support and Advice, to investigate any complaints made in regard to this equal opportunities policy.
v. The Equal Opportunities Officer may write a letter of warning to the individuals or individuals involved in more serious cases can be involved in the disciplinary procedure of the Students Association.
vi. If disciplinary action is to take place then the Equal Opportunities Officer and the Vice President of support and Advice would follow the regulations of the Student's Association disciplinary procedure in schedule 3 of the constitution.
vii. If further action was to be taken with the student at the Universities decision then their disciplinary procedures would also have to be followed and adhered to.
4.0 Dealing with Complaints
4.1 Informal Procedure
i. Any person or group who believes that they have been discriminated against on any of the grounds specified in this Policy should keep a record of any instances of discrimination. A detailed record should be kept in respect of what happened, where and when it happened, how that individual or group felt at the time, whether there were any witnesses to the discrimination and if so the identity of the witnesses
ii. Individuals who are the victims of minor incidents of discrimination should, if possible, speak to the offender and make it clear that such behaviour is unacceptable and must stop immediately
4.2 Formal Procedure
i. Where the informal procedure fails, where it is impracticable to follow the informal procedure or where serious discrimination occurs individuals and/or groups should bring the matter to the attention of the Equal Opportunities Officer immediately. Where the Equal Opportunities Officer is the person about whom the individual wishes to complain, the individual should bring the matter to the attention of the Association President by the way of
ii. The formal complaint should be in writing and should contain:-
- the name of the alleged offender
- the nature of the discrimination
- dates and times when the discrimination occurred
- the names of any witnesses to the alleged discrimination
- any action taken to seek to stop the discrimination
iii. Confidential discussions will then take place between the individual and the Equal Opportunities Officer to discuss the complaint and in order that the Equal Opportunities Officer can explain the procedure to be followed
iv. Upon receipt of a formal complaint and after the meeting has taken place, the Equal Opportunities Officer may investigate the matter fully and/or appoint an investigating officer to carry out a full investigation, such investigation may include interviewing the alleged offender and any witnesses
v. All individuals involved in the investigation must respect the need for confidentiality and they will be advised of this during their interview. Failure to respect confidentiality could result in disciplinary action
vi. In cases where the investigating officer and/or the Equal Opportunities Officer concludes that the complaint is well founded, the offender will be subject to the GCUSA disciplinary Policy
vii. In cases where the investigating officer and/or the Equal Opportunities Officer concludes that the complaint is not well founded and has not been made in good faith, the complainant may be subject to the GCUSA disciplinary Policy
4.1 Responsibility and Monitoring of this policy.
i. GCUSA recognises that this Equal Opportunities policy can only succeed with the support of all members and GCUSA seeks to involve all students in the continued development and implementation of this policy and related activities.
ii. The operation and implementation of this policy is primarily guided by the Equal Opportunities officer and the Vice President of Support and Advice.
iii. The Equal Opportunities Officer and the Vice President of Support and Advice will annually review and update this document, and report on its implementation
DISCLAIMER
In defining this equal opportunities policy, GCUSA does not imply that it has not sought to apply fair standards of practice in the past, but that it recognises the need to constantly examine policy and practice in the light of changing standards and expectations.
This policy will be reviewed annually and any changes will require the approval of GCUSA Student Council which will be specifically advertised.
