Equal Opportunities Policy

Purpose

  1. To confirm the commitment of The Executive Centre to the principle of equal opportunities for all. The policy covers all people who have contact with The Executive Centre, students (current and prospective), staff and visitors.
  2. To ensure that The Executive Centre complies with all laws and directives relevant to equal opportunities and those procedures are in place to clarify and support this intention.
  3. To ensure that The Executive Centre has a sound system of monitoring and review of progress so that good practice is identified, issues addressed and a culture of equal opportunities is embedded in all aspects of the work of The Executive Centre.

Scope

All current and/or prospective students, staff and visitors are included in the policy.

Statement

  1. The Executive Centre provides education and training across a broad curriculum which includes full-time, part-time, and short courses. As such our student base is diverse, bringing on to sites people from a wide range of backgrounds, education experience, age, culture, physical/emotional ability and ambition. For some the college environment is initially threatening and unfamiliar. Likewise staff and visitors are diverse and bring their own perspectives and expectations. The procedures enshrined within this policy will ensure that all persons involved with The Executive Centre are treated with respect, courtesy, integrity and equality of opportunity in all aspects of their contact with The Executive Centre.
  2. Our policy is to ensure that no person associated with The Executive Centre receives less favourable treatment on the grounds of: – gender, racial or ethnic origin, nationality, religion, marital status, age, disability, ability in numeracy or literacy, behavioural or learning difficulties, sexual orientation or preference, unemployment, language, culture or social background, or for any other identifiable discriminatory cause.
  3. This policy and associated procedures also provide guidance to all people involved with The Executive Centre on the role for every individual in contributing to equality of opportunity.
  4. In order to ensure commitment to the principles outlined in the policy and associated procedures, senior managers will liaise regularly with students and staff.

Responsibilities

  1. The ultimate responsibility for the operation of this policy lies with the Chief Executive Officer. All managers have direct responsibility for the implementation of procedures relevant to their area of work.
  2. Every member of the college community has a responsibility for ensuring they behave in a manner consistent with equal opportunity principles.
  3. Each formal procedure associated with this policy will clearly state the relevant manager(s) responsible for implementation.
  4. Statistical information may be gathered and analysed regularly as part of monitoring and reviewing progress. Information will be forwarded to relevant managers for action.

Implementation

  1. The Equal Opportunity Policy will be available to all staff and students both online and in print form where requested.
  2. Procedures will be available to staff and students upon request.
  3. Tutors, lecturers, trainers, training advisers and support staff will ensure that individuals are guided and supported by relevant information regarding equal opportunity procedures & principles.
  4. Staff training programmes will incorporate general and specific matters relating to Equal Opportunities with particular reference to new and developing guidance on legislation e.g. Human Rights Act, Disability Discrimination Act.
  5. Any member of the college community who believes himself or herself to have been subjected to unfair treatment as described in this policy & associated procedures should report their concern to either their tutor, or another member of staff.
  6. College staff are required to report any case of alleged discrimination or harassment to the Chief Executive Officer.

Grievances

  1. The College’s grievance procedures are available to any student, member of staff or visitor who believes he or she may have been unfairly discriminated against.
  2. The students, members of staff and visitors will not be victimised in any way for making such a complaint in good faith.
  3. Complaints of this nature will be dealt with seriously, in confidence and as soon as possible.


In the unlikely event that The Executive Centre is in-able to accommodate any specific needs of an individual we will endeavor to put you in contact with one of our partner organizations that might be able to assist you better.


Laws and directives which inform the development of this policy and associated procedures and practice:


  • Human Rights Act 1948 and 1998
  • Equal Pay Act 1970
  • Health & Safety at Work Act 1974
  • Rehabilitation of Offenders Act 1974
  • Sex Discrimination Act 1975
  • Race Relations Act 1976
  • European Equal Treatment Directive 1976
  • Disability Discrimination Act 1995
  • Employment Rights Act 1996
  • Protection from Harassment Act 1997
  • Treaty of Amsterdam 1997
  • Data Protection Act 1998
  • Working Time Regulations 1998
  • Sex Discrimination (Gender Reassignment) Regulations 1999
  • Part Time Workers Regulations 2000