Code of Practice on Equal Opportunities
Policy Statement
Loughborough University is committed to achieving equality for all those who learn and work here and wishes to develop a demonstrably fair and supportive environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, colour, nationality, ethnic origin, gender, gender identity (transsexual), marital or civil partnership status, disability, including mental health difficulties, sexual orientation, religion or belief, age, social class or offending background. We are proud of our diverse community and wish to encourage and celebrate its full contribution to a University life where all colleagues are treated equally and with respect.
The ideal of equality of opportunity is built into the framework of Loughborough University. Its Charter declares:
"No religious, racial or political test shall be imposed by the University on any person in order to entitle him or her to be admitted as a Member of the University or to hold office therein or to graduate thereat or to hold advantage or privilege thereof.
Men and women shall be equally eligible for any office or appointment in the University and for membership of any of its constituent bodies and all Degrees and courses of study in the University shall be open to all men and women alike." Loughborough University Charter, paragraphs 21 and 22.
This means that the University is committed to actively opposing all forms of discrimination faced by Black and minority ethnic groups, women, lesbians, gay men, bisexuals, transgendered people, members of religious groups, younger and older people, people with disabilities and those with an offending background. Opposition to many forms of discrimination is informed by legislation. However, the University also seeks to assist and offer opportunities to groups and individuals who experience disadvantage and discrimination on grounds which are not currently covered by the law. In this way, the University acknowledges the role of higher education in furthering widespread equality of opportunity and breaking down social exclusion.
The University has agreed this Code and other codes of practice which examine in more detail, areas where equality of opportunity is vital (see list of codes at the end of this leaflet). Discrete equal opportunity codes are helpful in developing an understanding of particular issues, but the University recognises that equality of opportunity can only be achieved if these codes inform all aspects of University life. This Code, therefore, must be adopted by the University and by all University staff, students, visitors and contractors who are jointly responsible for helping to ensure that individuals do not suffer discrimination and that equality of opportunity is promoted. It applies to the activities pursued in all University working, studying and living environments. If, however, discrimination does occur individuals are encouraged to report it to the Equality and Diversity Adviser and are supported in doing so by the University.
Reasons for this Policy
The University celebrates and values diversity but also recognises that various forms of discrimination exist which equal opportunities initiatives help to overcome. The University also recognises that equal opportunities initiatives positively affect both educational and employment experiences. A working, studying and living environment which is free from discrimination encourages effective performance and creativity, whereas discrimination can instead cause underachievement. By encouraging effectiveness in work and study, equality of opportunity is strongly linked with high quality performance which is essential for individual success and the development of the University. Additionally, there are a number of pieces of legislation which prohibit discrimination in employment and study, including the Sex Discrimination Act 1975, the Race Relations Act 1976, and the Disability Discrimination Act 1995 and the Equal Pay Act 1970.
Definitions
Equality of opportunity is understood to offer fair, equal and respectful treatment to all individuals. On the other hand, the University understands discrimination to be unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, colour, nationality, ethnic origin, gender, marital status, disability, religious or political beliefs, age, sexual orientation or offending background. Discrimination may be direct or indirect. Direct discrimination is deliberate. Discrimination is indirect when an unnecessary requirement, condition or practice is imposed, preferred or desired, intentionally or otherwise, which excludes a disproportionately high number of people from a particular group. The University will not tolerate any form of discrimination, such as that which may be faced by Black and minority ethnic groups, women, lesbians, gay men, members of religious groups, older people, people with disabilities and those with an offending background. The University recognises that some people belong to more than one of these groups.
Complaints Procedure
Complaints about discrimination against either staff or students are taken very seriously and could provide grounds for disciplinary action that may lead to dismissal or expulsion from the University. Furthermore, individuals may be subject to prosecution.
Complaints about discrimination in employment including staff should be made, if possible, to your line manager, Head of Department or to the Equality and Diversity Adviser. The complaint will be dealt with through the grievance procedures set out in the appropriate Conditions of Service. If appropriate, the complaint may be made to the University’s Harassment Panel. The Panel consists of academic and non-academic staff from across the University who are available to talk to staff, or students, in confidence. They offer support, advice and assistance in seeking a satisfactory solution to the issues raised. The Panel are willing to discuss any incidents or problems, no matter how serious or trivial they may seem. (Contact details are listed under Sources of Help at the end of this leaflet).
Complaints about discrimination involving students should be made to the relevant Head of Department, Warden or the Equality and Diversity Adviser. The complaint will be dealt with by the Head of Department or Warden who will also ensure that the Chief Operating Officer is informed. The Head of Department or Chief Operating Officer will initiate disciplinary action against students in accordance with the procedures set out in Ordinance XV11. These procedures include referral to a Student Disciplinary Panel, which may impose a range of penalties, including termination of studies at the University.
Complaints about discrimination involving contractors and visitors should be made to the relevant Head of Department or the Equality and Diversity Adviser.
You may also wish to contact the relevant national body mandated to investigate discrimination, such as the Commission for Racial Equality, the Disability Rights Commission or the Equal Opportunities Commission. Contacts for these organisations and other sources of help are listed at the end of this leaflet.
Monitoring
Complaints about discrimination will be monitored on an annual basis. The monitoring process will report to the Equality and Diversity Sub-Committee and statistical information about complaints of discrimination within the University will be produced by the Equality and Diversity Adviser. Names of individuals concerned with incidents will not be published.
Equal opportunity initiatives will also be monitored and this information will be reported to the Equal Opportunities Sub-Committee.
Responsibilities
The co-operation of all University staff, students, contractors and visitors is essential to ensure the success of this Code. The implementation of this Code takes place at various levels. At an institutional level, the University and the Equality and Diversity Sub-Committee are responsible. All University staff, students, visitors and contractors are also responsible for helping to ensure that individuals do not suffer discrimination and to promote equality of opportunity. Staff with responsibility for teaching, support and welfare of students and those who manage others have additional responsibilities to ensure that this Code is actively pursued.
The University is committed to opposing discrimination and promoting equality of opportunity and is involved in training programmes to heighten awareness and encourage good practice. Further information about equal opportunities, their impact, strategies for preventing discrimination, including training or publications available, is available from the Equal Opportunities Adviser or Officer.
Equal Opportunity Codes of Practice
The University has agreed the following Codes of Practice and equal opportunities guides which are available from Human Resources.
- Code of Practice on Harassment and Bullying
- Code of Practice on Inclusive Language
- Code of Practice on ICT Pornography
- Good Recruitment Guide
- Code of Practice for the Employment of Research Staff
- Policy Statement on the Employment of Ex-Offenders
- Equal Pay Policy
- Code of Practice on Disability and Employment
SOURCES OF HELP
HARASSMENT PANEL
Name |
Department |
Internal Telephone |
|
|---|---|---|---|
Anne Lamb |
Human Resources |
222168 |
|
Justine Sanders |
Widening Participation |
222481 |
|
Marina Pickles |
Intellectual Property |
223858 |
|
Marilyn Johnson |
External Relations |
228488 |
|
Karen Setchell |
Facilities Management (formally Estates Services) |
222128 |
|
Shirley Horner |
Information Science |
223075 |
|
Heather Rees |
Information Science |
223077 |
|
Jayshree Lakha |
Civil & Building Engineering |
222601 |
|
Anne Goulding |
Information Science |
223056 |
|
Xujin Bao |
IPTME |
223150 |
|
James Dearnley |
Information Science |
223060 |
The following people are also available to discuss cases with:
David Berry |
Politics, International Relations and European Studies |
222988 |
|
Rob Kirkwood |
Computing Services |
222311 |
|
Jo Arno |
Human Resources |
228022 |
Security (www.lboro.ac.uk/security)
24 hours
Telephone: 01509 222141
| Chaplaincy (*The Chaplaincy can provide a means of contact to representatives of all faiths) | ||
|---|---|---|
| Chaplaincy Office (www.lboro.ac.uk/service/chaplaincy) | 232790 | |
| Trade Union / Professional Association | ||
| David Edwards (D.W.Edwards@lboro.ac.uk) | (UCU) | 222515 |
| Dave Gibbs (D.Gibbs@lboro.ac.uk) | (UNITE) | |
| Rob Pearson (R.Pearson@lboro.ac.uk) | (UNISON) | 228298 |
| Students’ Union | ||
| Student Advice Centre (confidential) | (www.lufbra.net) | 635072 |
| Sabbatical Office | ext. 5000 | |
| Counselling Service (confidential – For Staff and Students) | 222148 | |
| (www.lboro.ac.uk/service/counselling) | ||
| Other Internal Sources | ||
| Disability and Additional Needs Section (www.lboro.ac.uk/disabilities/) | 222770 | |
| Loughborough Lesbian, Gay, Bisexual Association (www.llgba.org.uk) | ||
| Pilkington Library – have a number of texts relating to harassment and bullying | ||
| External Sources | ||
| Samaritans (24 Hour Service) | 0116 2700007 | |
| UK National Workplace Bullying Advice Line | 01235 212286 | |
Equality and Human Rights Commission |
0161 833 9244 | |
| Leicestershire Constabulary | 0116 222 2222 | |
| Rape Crisis | 0116 270 6990/ 0116 270 2977 |
|
| Juniper Lodge (Sexual Assault Response Centre) | 0116 273 3330 | |
| Survivors (Male Victims of Rape) | 0207 613 0808 | |
| Stonewall (Working for Lesbian and Gay Equality) |
0207 881 9440 | |
| Beaumont Society (Self-help group for transgendered people) | 01582 412220/ 01582 732936 |
|
| Charnwood Racial Equality Council | 01509 261651 | |
| Commission for Racial Equality |
0207 828 7022 | |
| Disability Rights Commission |
08457 622 633 | |
| SKILL (National Bureau for Students with Disabilities) |
0207 450 0620 | |
| DISinHe (Disability in Higher Education) |
||
| The Centre for Policy on Ageing | 0207 253 1787 | |
Remember that Heads of Department, Section Heads, Hall Wardens and Personal Tutors are also there to help you.
Copies of this information and other equal opportunities codes can be obtained from Human Resources.
Author: Human Resources (LM) Last amended February 2010