Birmingham City University Equality & Diversity Policy: Roles & Implementation, Study notes of Religion

Download Birmingham City University Equality & Diversity Policy: Roles & Implementation and more Study notes Religion in PDF only on Docsity! Equality Diversity and Inclusion Policy – HR Committee June 2019 Page 1 Equality, Diversity and Inclusion in Employment Policy 1. Introduction The University is committed to eliminating discrimination and creating an inclusive culture based on merit where everyone has an equal chance to succeed, and where collectively we can advance equality and fairness. We recognise that by attracting, recruiting and developing staff with different life experiences and perspectives we can generate greater creativity in anticipating and meeting the needs of all our staff, students and other customers. We want all our employees to bring their ‘whole self’ to work and be free to perform at their very best. To make that a reality we aim to eliminate bullying, harassment, victimisation and discrimination in our workplace. The purpose of this policy is to demonstrate a commitment to and provide a framework for the provision of equality and fairness for all of our staff and prospective staff and to ensure we will not discriminate in any area of our employment practices because of a protected characteristic such as age, disability, gender identity and / or trans identity, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, sex and sexual orientation. The University’s employment practices (and which include pay, promotion, access to training opportunities, recruitment, disciplinary and grievance procedures) aim to be fair, objective and allow all staff to feel valued, respected, supported and engaged in their work. This policy incorporates all relevant employment legislation and is underpinned by the University’s Core Values. Whilst it does not form part of your contract of employment and may be amended from time to time, all employees need to comply with the requirements of relevant equality legislation. Any breaches of this Policy, will be managed in accordance with the University’s Disciplinary Policy. Equality Diversity and Inclusion Policy – HR Committee June 2019 Page 2 2. Scope This policy applies to all current and prospective employees of Birmingham City University, including casual workers, volunteers, agency staff and contractors. The principles of the Policy also extend to the conduct and behaviour of University employees outside the workplace. The principles of this policy also underpin all other HR policies including Dignity at Work, Recruitment, Flexible Working, Grievance, Disciplinary, Performance Management and Development, Staff Development and the staff Code of Conduct. 3. Principles • Every member of staff is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment including direct or indirect discrimination or victimisation or any other form of unacceptable behaviour will be tolerated. This includes maintaining a zero tolerance approach to homophobic, bi phobic and transphobic bullying and harassment. • The University aims to have a workforce that reflects the local community and/or students population • Access to processes that may result in promotion, and development and learning opportunities are available to all members of staff • All employees are required to complete their EDI learning prior to joining the University • Decisions on recruitment, selection, pay and reward, promotion, training and development, and terms and conditions are based solely on job related ability and merit • Reasonable adjustments will be made to the working environment to support disabled employees in the workplace and in order to fulfil our statutory obligations under the Equality Act Breaches of this policy will be managed in accordance with the Disciplinary Policy could lead to disciplinary proceedings • The policy will be monitored and reviewed regularly to ensure that it remains effective in delivering the University’s commitment to equality, diversity and inclusion. 4. Roles and Responsibilities The roles and responsibilities set out below include the following Vice Chancellor and Members of the University Executive Group: Equality Diversity and Inclusion Policy – HR Committee June 2019 Page 5 Discrimination by perception This is direct discrimination against someone because they think they possess a particular protected characteristic Victimisation Occurs when someone is treated less favourably because of making or supporting a complaint about discrimination Diversity Relates to the discretionary activities of the University in promoting, respecting and valuing a diverse staff community, reflective of the local community, the City and the students, and recognising that each person is unique. Inclusion Refers to the commitment by the University to embrace all people irrespective of race, gender, disability or any other protected characteristic. The University’s stated aim is to give equal access and opportunity to all and to eliminate discrimination and intolerance and to foster an inclusive workplace Homophobic, bi phobic, and transphobic bullying Is defined as the targeted abuse of an individual who identifies as lesbian, gay, bisexual, transgender or someone who is questioning their sexual orientation or gender identity (LGBTQ). It can take many forms including negative attitudes and beliefs about, aversion to, or prejudice against bisexual, lesbian, gay, trans and gender non-binary people. 6. Equality Monitoring The University will encourage all staff and prospective staff to provide personal information in accordance with its compliance with the General Data Protection Regulations and the Data Protection Act 2018, so that the University is able to monitor the composition of its employees and the impact our policies have on those staff with protected characteristics. To assist in monitoring the use of this policy, Human Resources will regularly produce statistical information and analysis. This will include recruitment and selection, training and development, performance reviews and ratings, attendance management, grievance and disciplinary, promotion, probation and flexible working requests, and will publish specific information on the University website in order to meet its obligations under the public sector equality duty (PSED). HR will lead a review of University processes for the Recruitment and promotion of staff to ensure these support objective, fair and equitable decision making and minimise unintended bias. Equality Diversity and Inclusion Policy – HR Committee June 2019 Page 6 7. Age The University will aim to promote age diversity by • Challenging age stereotyping • Recognising the benefits of a mixed age workforce • Using age neutral language • Developing an age profile for the University and considering the impact of this on the University’s future business strategy • Considering how staff can work more flexibly (in a way which supports service delivery) as they approach an age when they are considering retiring or taking a break from work or when they are returning to work after a period of absence. 8. Disability The University recognises the social model of disability, which defines disability as created by barriers in society such as inaccessible buildings, stereotyping and prejudice, and inflexible policies and practices. The abilities of disabled staff are recognised and valued at all levels of the organisation through • Challenging stereotypes about disabled staff • Focusing on what staff can do rather than on what they cannot do • Producing information in a range of formats to enable all staff to access information • Taking account of possible needs of staff with disabilities when planning events, presentations and training. • Making reasonable adjustments to help disabled staff achieve their full career potential. • Ensuring University buildings are wheelchair accessible 9. Gender The University will promote gender equality, inclusive of Trans, gender fluid and non-binary employees. The following are examples (not exclusive or exhaustive) of ways in which the University will achieve this: • Ensuring that women and men are properly represented and rewarded for their contribution at all levels of the organisation including through publishing equal pay and gender pay gap information and developing an action plan to address this • Challenging gender stereotypes Equality Diversity and Inclusion Policy – HR Committee June 2019 Page 7 • Supporting staff in achieving an effective balance between their work and personal lives and being sensitive to the need for workplace health, mindfulness, and well ness • Supporting employees who become pregnant and taking steps to facilitate their return to work after maternity leave in accordance with the provisions of the Family Related Leave Policy and the Flexible Working Policy • Supporting trans and gender non-binary employees through social and/or medical transition and well-being • Utilising the support available to us as members of the Stonewall Workplace Equality Index , and our leadership role as a Stonewall Diversity champion 10. Marital Status The University will not treat someone less favourably because they are or are assumed to be single, married, in a civil partnership, divorced, widowed, separated or in a different relationship. The following are examples (not exclusive or exhaustive) of ways in which the University will achieve this. • Ensuring that employment benefits are available to all staff irrespective of their marital status • Work activities are not aimed specifically at a particular group on the assumption that their marital status would make such activities unsuitable 11. Race Race includes colour, nationality, ethnic or national origins. The University will promote race equality. The following are examples (not exclusive or exhaustive) of ways in which the University will achieve this • Ensuring the equality and cultural diversity of the communities served by the University is reflected at all levels throughout the University including senior academic and management posts • Challenging racial stereotypes • Understanding, respecting and valuing different racial and cultural backgrounds and perspectives • Providing equality and diversity awareness training for staff 12. Religious belief The University recognises an individual’s freedom of belief and right to protection from intolerance and persecution. All staff will therefore be treated fairly irrespective of their religious beliefs. The following are examples (not exclusive or exhaustive) of ways in which the University will exercise cultural sensitivity