Equality and Diversity Policy

1. Introduction

The primary focus of this Policy is the promotion of equality at Glasgow Caledonian University Students’ Association. The Association is also committed to valuing the existing diversity of staff and our members, and any increased diversity that may result from successful implementation of this Policy and the Association’s Equality and Diversity approach to its membership. However, diversity will not be viewed as substitute for equality, nor be delivered at the expense of equality.

2. Scope of Policy

This Policy applies to all:

Staff
Members
Job Applicants & Potential Applicants

And when on Association premises:

University Staff
External Contractors
Visitors

“Individuals” referred to within this Policy are as defined above unless otherwise stated.

3. Policy Statement

Glasgow Caledonian University Students’ Association values the diversity of all our staff and members and takes pride in the diversity of its staff and membership. We are dedicated to ensuring that all our staff and members are treating fairly, and are not discriminated on the grounds of sex, marital status, gender reassignment, racial group, disability, sexual orientation, religion or belief, age, socio-economic background, trade union membership, family circumstances, or any other irrelevant distinction.

The Association is committed to the principles of promoting equality of opportunity through eliminating discrimination and disadvantage, and recognising the benefits of diversity. The Association aims to ensure that:

All individuals are treated fairly, and are not discriminated against on the grounds of sex, marital status, gender reassignment, racial group, disability, sexual orientation, religion or belief, age, socio-economic background, trade union membership, family circumstances, or any other irrelevant distinction.

· An inclusive and supportive environment is created for all individuals associated with its work, that truly recognises and values diversity, and promotes good relations between different groups

· A shared awareness, understanding and commitment to equality and diversity is developed to enable all individuals to act in accordance with this Policy, so that equality and diversity can effectively be mainstreamed into the core of all Association functions

4. Association commitment to mainstreaming equality and diversity

The Association is committed to taking active and reasonable steps to ensure that all functions, policies, processes, planning procedures, provision, mechanisms and initiatives do not discriminate against staff, members, and other stakeholders on the grounds of sex, marital status, gender reassignment, racial group, disability, sexual orientation, religion or belief, age, socio-economic background, trade union membership, family circumstances, or any other irrelevant distinction.

Furthermore, the Association will ensure that equality and diversity are ‘mainstreamed’ into everyday functions of the Association, so that they are an integral part of all its functions and activities. The responsibilities for, and implementation of, this commitment are discussed in Sections 5 and 6.

5. Responsibilities

All individuals associated with the Association have a responsibility to adhere to the Policy and apply it in their day to day work and in all dealings with, or on behalf of, the Association. The specific responsibilities in relation to this Policy are as follows:

5.1 The Executive Committee, as the employer, is responsible for ensuring that the Association fulfils its legal responsibilities for promoting equality and diversity and eliminating discrimination, and for making sure that the Policy and its procedures are fulfilled. In order to fulfil this responsibility the Executive Committee will ensure the Policy is being implemented, monitored, enhanced and continuously reviewed.

5.2 The General Manager is responsible for ensuring

that the Policy is effectively implemented (with the Executive Committee), staff are aware of their responsibilities, accountabilities, and training needs to fulfil these, and appropriate action is taken against staff who are found to have undertaken or supported any acts of unlawful discrimination, or in any other way breached this policy.

5.3 Line Managers are responsible for:

5.3.1 Putting the Policy, its strategies and procedures into practice in their Department, including mainstreaming equality;

5.3.2 Ensuring that all staff know their responsibilities and receive support and training in carrying these out;

5.3.3 Following the relevant procedures and taking action against staff or members who may be discriminating on the grounds listed in Section 4 of the Policy;

5.4 The Association requires all individuals to observe both the requirements of current legislation and this Policy. The Association reserves the right to refuse access to its buildings, facilities and/or services to any individual or organisation that has breached current legislation, and/or the requirements of this Policy, and/or has been convicted of inciting racial or religious hatred or engages in, or proposes to engage in, activity that is deemed reasonably likely to incite such racial or religious hatred.

5.5 The General Manager is responsible for deciding on a case by case basis the response, which may include an outright ban, to requests to use Association buildings, facilities and/or services from individuals or organisations that have breached current legislation, and/or the requirements of this Policy, and/or have been convicted of inciting racial or religious hatred or engages in, or proposes to engage in, activity that is deemed reasonably likely to incite such racial or religious hatred.

5.6 All staff and members have a responsibility to promote equality and diversity, to eliminate discrimination on the grounds listed in Section 4, and to abide by this Policy. Any act of discrimination (including harassment) by an employee or student is viewed very seriously and could result in disciplinary action being taken through the appropriate procedures.

5.7 All external agencies that are contracted by the Association to carry out works, or provide goods or services will be required to comply with this Policy.

6. Implementation

The Association will endeavour to meet the needs of staff, members and other stakeholders where reasonable and practicable, (for example with regard to working arrangements, specific religious requirements, or adjustments for students and staff with disabilities).

To ensure that this Policy is successfully implemented the following activities will be carried out:

6.1 Carrying out a range of promotional activities and events to raise awareness about the importance of equality and diversity for all staff and members, including the publication of this policy in the Induction Handbook.

6.2 Undertaking stakeholder consultation (both internally and externally) so that needs can be identified and met.

6.3 Delivering equality and diversity training programmes and providing development opportunities to inform individuals, and raise awareness, of legislation and good practice, as well as meeting the specific needs of Departments, and functions of the Association.

6.4 Ensuring the accessibility of the Association, both in a physical and virtual sense.

6.6 Recruitment and employment decisions will be made on the basis of fair and objective criteria. Selection procedures are reviewed from time to time to ensure that they are appropriate for achieving our objectives and for avoiding unlawful discrimination. Job Specifications are to be limited to those requirements which are necessary for the effective performance of the jobs. Interviews will be conducted on an objective basis and personal or home commitments will not form the basis of employment decisions except where necessary.

7. Relevant Legislation

Further to the commitments outlined above, the Association will comply with legislation. There are several pieces of legislation that combat discrimination and promote equal opportunities and diversity. These are:

Equal Pay Act 1970
Sex Discrimination Act 1975
Race Relations Act 1976
Disability Discrimination Act 1995
Employment Rights Act 1996
Race Relations (Amendment) Act 2000
Employment Act 2002
Race Relations Act 1976 (Amendment) Regulations 2003
Religion or Belief Regulations 2003
Sexual Orientation Regulations 2003
Age Discrimination Regulations 2006
Work and families Act 2006

8. Complaints

Individuals who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures.

8.1 Staff members should raise Grievances through the Grievance Procedure.

8.2 Student Complaints should be raised through the Complaints Procedure.

8.3 Staff and members in breach of this Policy will be subject to the relevant Association Disciplinary Procedure.

A copy of these procedures may be obtained, upon request, from the General Manager.

Prior, during or after making a complaint any employee or member may speak to the Welfare Adviser confidentially about any issue. All complaints will be dealt with seriously, promptly and confidentially. Every effort will be made to ensure that individuals making complaints will not be victimised.

APPENDIX 1: DEFINITIONS

To assist the development of a consistent approach to knowledge and understanding of language and terminology in equality and diversity, the following should be used as guidelines for understanding and practical application in the course of the Association’s work.

Equality (equal opportunities) is defined by The Scotland Act 1998 as: “The prevention, elimination or regulation of discrimination between persons on grounds of sex or marital status, on racial grounds, or on grounds of disability, age, sexual orientation, language or social origin, or of other personal attributes including beliefs or opinions such as religious belief or political opinions”. It ensures that disadvantaged groups have access to opportunities. However, it is not a minority issue; it is everyone’s responsibility and right.

Diversity focuses on maximising the potential of all staff and students through valuing the different ethnic, religious and social backgrounds, genders, sexual orientations, ages, skills, and experiences of individuals, and seeks to utilise these differences for the benefit of the organisation. It recognises that ‘one size does not always fit all’. Diversity should not be used interchangeably with equality; they both have distinct meanings. At the Association, equality is the primary focus, and diversity may be one of the outcomes of successful equality work.

Mainstreaming describes the process where equality and diversity are brought into the core of the Association’s work and integrated into day to day activities. Equality and diversity are considered for all functions and activities, including policy, training development, implementation and review. It is a departure from the traditional view of equality as an optional ‘added extra’. It requires collective responsibility and implementation.

Discrimination, in general terms, is recognised in four ways under law:

Direct discrimination is less favourable treatment on the grounds of membership of a particular equality group in circumstances which are the same or not materially different, e.g. Refusing to offer a woman a job because she is pregnant.

Indirect discrimination is when an apparently neutral requirement or condition impacts adversely or has a disproportionate effect on a particular equality group, e.g. a company which has a strict dress requirement could be indirectly discriminating against people from particular religious groups.

Victimisation is where a person receives less favourable treatment because he or she has complained about discrimination or supported someone who has.

Harassment is conduct which is unreasonable, unwelcome and offensive, and which creates an intimidating, hostile or humiliating environment.

Institutional racism is defined by the McPherson report into the death of Stephen Lawrence as, “the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviours which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people”.