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SINGLE EQUALITY SCHEME
Human Resources
October 2008, revised November 2011
SB/HR/Single Equality Scheme
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1.0
INTRODUCTION
1.1
The words “equality” and “diversity” are widely used but not as widely understood. It
is worth, therefore, taking the time to explain what we mean when we use these
words throughout this Scheme. “Equality” means ensuring everyone is able to
participate in all our activities on an equal footing. “Diversity” acknowledges there are
differences between people which should be recognised, respected and celebrated.
1.2
The University of Warwick is proud of its diverse community of staff, students and
visitors, and is committed to maintaining its excellent record in teaching and research
by ensuring there is equality of opportunity for all, fostered in an environment of
mutual respect and dignity.
1.3
The promotion of Equality and Diversity concerns all of us and is the responsibility of
all members of the University’s community. As members of this community, it is
expected that we will contribute to ensuring that the University of Warwick continues
to be a safe, welcoming and productive environment.
2.0
BACKGROUND TO SCHEME
2.1
The Scheme was originally developed to articulate the University’s strategy and vision
and to respond to legislation.
2.2
Continuous development of the Scheme affords further momentum to the equality
and diversity agenda by reporting on actions to date, and identifying an overarching
action plan which addresses all equality strands.
2.3
The University has already made significant progress in driving forward the equality
agenda through the existing single equality scheme and it is anticipated this further
revision will build on these achievements with the subsequently up-dated Equality
Objectives (Appendix A) identifying what further actions the University will need to
take to progress equality across a much wider range of characteristics.
2.4
The University continues to consult and involve, staff, students and community
groups on the contents of this Scheme and the Equality Objectives.
2.5
The revised Scheme’s development has been informed by a number of factors which
are discussed in the following sections.
3.0
LEGISLATION
3.1
THE EQUALITY ACT 2010
Underpinning the Scheme is The Equality Act 2010 which came into force on 1
October 2010 and the public sector Equality Duty from 5 April 2011. The Equality Act
consolidates and brings together previous anti-discrimination law into one piece of
legislation. The Equality Act establishes 9 ‘protected characteristics’, on the grounds
of which it is unlawful to discriminate against a person. These are:
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Age (all ages and age groups)
Disability (physical and mental impairments)
Gender reassignment (people who are proposing to undergo, are undergoing
or have undergone gender reassignment)
Marriage and civil partnership
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Pregnancy and maternity
Race (including ethnic or national origin, colour and nationality)
Religion or belief (including religion or a lack or religion, a religious or
philosophical belief or a lack of belief)
Sex (women and men)
Sexual orientation (gay, lesbian, bisexual and heterosexual orientation)
As a public body, the University has additional duties to promote equality – The
Equality Duty. The Equality Duty requires the University to have ‘due regard’ to the
need to:
a) Eliminate unlawful discrimination, harassment and victimisation on the
grounds of a protected characteristic;
b) Advance equality of opportunity between people who share a protected
characteristic and those who do not; and
c)
Foster good relations between people who share a protected characteristic
and people who do not.1
This requires the University to consciously consider and embed the three duties into
its activities.
3.2
ELIMINATE UNLAWFUL DISCRIMINATION
3.3
DISCRIMINATION
Direct Discrimination
Direct discrimination occurs when you treat someone less favourably than you treat
another person because of a protected characteristic, for example, refusing to employ
an individual because of their race or sexual orientation.
The law also protects people from being discriminated against:
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By someone who wrongly perceives them to have one of the protected
characteristics:
o
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Discrimination based on perception. Direct discrimination can
occur when you treat a staff member less favourably because you
mistakenly think that they have a protected characteristic (other than
marriage and civil partnership and pregnancy and maternity).
Because they are associated with someone who has a protected
characteristic:
o Discrimination based on association. Direct discrimination might
occur when you treat a member of staff, student or visitor less
favourably because of their association with another person who has a
protected characteristic (other than marriage and civil partnership and
pregnancy and maternity). For example this might occur when you
treat a student less favourably because their sibling, parent, carer or
1. The Equality Duty does not apply in relation to the protected characteristic of marriage and civil partnership, although it
remains unlawful to discriminate against a person on these grounds.
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friend has a protected characteristic, such as disability. This would
therefore include the parent of a disabled child or adult or someone
else who is caring for a disabled person.
Discrimination because of pregnancy and maternity. It is discrimination to treat a
woman (including a female student of any age) unfavourably because, of a
pregnancy of hers, at any point during her pregnancy or within 26 weeks of her
having given birth. This includes unfavourable treatment because of breastfeeding
during this period.
It may not be direct discrimination against a male student to offer a female student
more favourable treatment as a result of her pregnancy. If in doubt, please refer to
your HR Adviser.
Indirect Discrimination
Indirect discrimination is also covered by the Equality Act. Indirect discrimination
would occur if the University were to apply a provision, criteria or practice to all staff
or students which had the effect of putting a person with a protected characteristic at
a disadvantage. For example, if the University were to refuse all requests for flexible
working, this may have the effect of putting women at a disadvantage because
women often take on greater child care responsibilities. A provision, criteria or
practice will not be unlawful where it is a proportionate means of achieving a
legitimate aim.
3.4
VICTIMISATION AND HARASSMENT
Victimisation occurs when an individual is treated detrimentally because they have
made a complaint or intend to make a complaint about discrimination or harassment
or have given evidence or intend to give evidence relating to a complaint about
discrimination or harassment.
Staff must not penalise any individuals who make a complaint of discrimination. This
applies to all staff and students, including those who are the subject of a complaint,
mentioned as a witness, asked to give relevant evidence, or are supportive of the
alleged discrimination.
Harassment occurs where a person engages in unwanted conduct in relation to one
of the protected characteristics (other than marriage and civil partnership and
pregnancy and maternity) which has the purpose or effect of violating another
person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive
environment for that person. This includes conduct of a sexual nature. Examples of
harassment include name-calling and making innuendos. Treating a person less
favourably because they have either rejected or submitted to harassment related to
sex or gender reassignment will also be harassment.
Staff must not engage in any conduct which could potentially offend another member
of staff or a student or make that person feel intimidated, humiliated or degraded.
3.5
ADVANCE EQUALITY OF OPPORTUNITY
Having due regard of the need to advance equality of opportunity means actively
considering how we can:
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 Remove or minimise disadvantages faced by staff and students due to a
protected characteristic;
 Take steps to meet the needs of staff and students with each protected
characteristic including where those needs are different from the needs of staff
and students who do not share the relevant protected characteristic; and
 Encourage people with each protected characteristic to participate in the
public life of the University and in other activities where their participation is
low.
3.6
FOSTER GOOD RELATIONS
Having due regard of the need to foster good relations means identifying
opportunities in our activities to tackle prejudice and promote understanding between
people who share a protected characteristic and those who do not.
The Equality Duty can mean treating some people differently to others in order to
meet their needs or address under-representation, provided this does not amount to
discrimination against others. The Equality Duty also explicitly recognises that
disabled people’s needs may be different from others, and that public bodies have a
duty to consider and take reasonable action to accommodate the needs of disabled
people, even if this means treating disabled people differently or more favourably.
The above requirements apply to the University when exercising its functions
generally and hence will apply in the context of other users of the University’s
services.
3.7
THE PUBLIC SECTOR EQUALITY DUTY: SPECIFIC DUTIES
The specific duties regulations are intended to support HEIs to meet the requirements
of the public sector equality duty. The specific duties regulations require HEIs to
publish:
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One or more quality objectives by 6 April 2012, and thereafter updated at least
every four years. Equality objectives must be specific and measurable and
relate to the achievement of the equality duty.
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Information to demonstrate their compliance with the equality duty by 31
January 2012 and thereafter, at least annually.
The information that HEs are required to publish must relate to employees and others
affected by their policies and practices such as students and other service users who
share a relevant protected characteristic.
The information must be published in a manner that is accessible to the public and
can be published within another published document.
4.0
THE UNIVERSITY’S VALUES AND STRATEGY
4.1
The Single Equality Scheme has also been developed within the context of the
University’s strategic framework, which re-establishes the University’s vision, values,
ambitions and its strategic objectives to 2015.
4.2
These core values are laid out in its Strategy document (revised March 2011):
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4.3
Excellence – excellence in research and teaching and learning is paramount.
Everything else must be subsidiary to this value.
Accessibility – Warwick was the first research-led University in the UK to
give priority to widening participation and life-long learning and believes that
accessibility remains critical to its developing mission.
Ambition and drive – Warwick’s future success is totally dependent on the
ambition and drive of its staff and students.
Entrepreneurial flair – an entrepreneurial attitude is an integral part of the
University’s make-up.
Cosmopolitanism – the University is an international and cosmopolitan body,
which is committed to solving major global problems.
Service – service to the people within the surrounding area, and more widely
within the UK, and internationally, is an important element of Warwick’s makeup.
Community – there is a tight-knit Warwick community which staff and
students can expect to be lively and welcoming but also challenging. All
members of our community will be treated with dignity and respect; the health,
well-being and safety of our staff and students are paramount.
Independence – the University is an independent entity which remains
autonomous in its governance and subscribes to the principles of unfettered
rational inquiry.
The University Strategy identifies the main ambitions as:
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markedly increasing Warwick’s international reputation by carrying out only
the very best research and teaching.
continuing to attract only the highest quality staff and students
positioning Warwick as a pioneer in knowledge transfer, able to attract support
for the University’s policies and activities by building positive and mutually
advantageous relationships with external stakeholders, including business
and industry, national and local government, alumni and donors
generating a substantial increase in income, sufficient to realise our ambitions
making the Warwick campus into a representation of the strength of our
ambitions and the quality of our imagination, distinguished by environmental
quality, the highest standards of design, and a supportive, cosmopolitan
collegial atmosphere.
4.4
These ambitions can only be achieved through people, that is the staff and students
who make up our community. These are the people who will reflect the culture,
values and ambitions that the University will aim to achieve towards 2015. This
Scheme will show how equality and diversity will be promoted in every area of the
University’s life, such that all staff and students are fully able to realise their potential
and contribute to the achievement of our ambitions.
4.5
The University’s community is already diverse – it is made up of circa 22,650
students. There are approximately 12,830 undergraduate students, and 9,830
postgraduate students. Warwick attracts one of the largest international student
groups (over 6,088) in the UK from a diverse number of countries. There are
approximately 5,000 staff, including 980 academic staff and nearly 700 researchers.
4.6
In addition, the University is situated in a diverse community within Coventry.
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Quick facts about Coventry2 include:
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Coventry’s population is around 315,000, and is expected to increase by a
further 16,000 by 2020
The city has a younger population than average, with one in ten people in the
city being aged between 20-24 years old
74.1% of the population are white; 25.9% are from black, Asian, mixed white
and Chinese and other ethnic groups
the ethnic diversity of the city is expected to increase
the majority of residence are Christian, but there are sizeable Sikh, Muslim
and Hindu populations
there are more than 100 languages spoken in Coventry
1 in 12 households includes someone with a physical disability and 1 in 44
includes someone with a learning disability
there is almost an equal balance of males and females
Coventry has around 5,000 asylum seekers and refugees
Estimates put the city’s Gay, Lesbian and Bisexual population at about 5%.
5.0
VISION FOR EQUALITY AND DIVERSITY AT THE UNIVERSITY
5.1
As noted in the Introduction at 1.0 above, the University is proud of its diverse
community.
The University’s written Commitment to Equality and Diversity,
distributed to all staff and students, states:
“The University of Warwick, recognising the value of sustaining and advancing
a safe and welcoming learning environment, strives to treat both employees
and students with respect and dignity, treat them fairly with regards to all
assessments, choices and procedures, and to give them encouragement to
reach their full potential. Therefore the University strives to treat all its
members, and visitors, fairly and aims to eliminate unjustifiable discrimination
on the grounds of gender, race, nationality, ethnic or national origin, political
beliefs, religious beliefs or practices, disability, marital status, family
circumstances, sexual orientation, spent criminal convictions, age or any other
inappropriate ground.”
5.2
This Scheme is designed to further articulate the University’s commitment to equality
and diversity in a coherent and structured manner, accompanied as it is by a set of
objectives and priorities detailed in the Equality Objectives (see Appendix A).
6.0
ONGOING CONSULTATION, INVOLVEMENT, TRAINING
6.1
The University will seek to continue consulting and involving staff, students and any
other interested parties on this Scheme, and the associated Equality Objectives and
any other equality and diversity initiatives as appropriate. In addition it will continue
general awareness training on equality and diversity; specific training initiatives will be
included in the Equality Objectives.
6.2
The University has a number of methods for consulting with, and involving, staff:
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Equality and Diversity Committee (EDC), which reports to Senate and Council
taken from State of the City Statistics 2010 – published by the Coventry Partnership (November 2010)
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6.3
The University also has a number of methods for consulting with, and involving
students, including:
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6.4
Equality and Diversity departmental representatives
Equality and Diversity Network (EDN) – a meeting for E&D reps but also open
to all staff
Disability Interest Group
Senior Women’s Network
Dignity Contacts group
LGBT interest group
BME interest group
E&D website
Staff surveys
Insite
CommUnicate
Trade Unions
student liaison representatives in departments
Boards of UG and PG study
student surveys
sabbatical officers at the Students Union
membership of committees
membership of E&D interest groups
The University is an active member of a number of groups which offer assistance with
E&D issues:
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Business in the Community – a national organisation committed to corporate
social responsibility
Employers Network on Disability – national campaign providing training,
advice and auditing for organisations employing disabled staff
Higher Education Equal Opportunities Network (HEEON) – a group which
shares good practice across the Higher Education sector.
ACAS Diversity Group
In addition it draws on support from the Equality Challenge Unit – this body
brings together equal opportunities initiatives and good practice from across
the Higher Education sector.
7.0
LEADERSHIP, MANAGEMENT AND RESPONSIBILITIES
7.1
The Council and Vice Chancellor have overall responsibility for Equality and Diversity
within the University. The Equality and Diversity Committee will formulate policy and
report progress on this Scheme and associated Equality Objectives to the Senate and
Council. Membership of the Equality and Diversity Committee is approved by the
Senate and the Council to ensure representation across staff and students.
7.2
Line managers, supervisors and Heads of Department are responsible for monitoring
that their staff comply with the Scheme, for carrying out actions arising from the
associated Equality Objectives and for promoting equality and diversity to their staff
and students.
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7.3
All members of the University community are expected to comply with this Scheme,
and with the Equality Objectives and with any of the University’s equality and diversity
initiatives.
8.0
EQUALITY IMPACT ASSESSMENTS (Equality Analysis)
8.1
An Equality Impact Assessment (EIA) is a detailed and systematic analysis of the
potential or actual effects of a policy, practice, provision or criterion. An EIA assists
us to review our service or practice to ensure that we are not discriminating unlawfully
– and that we are making a positive contribution to equality.
Equality Impact Assessments have been incorporated into the day to day operating of
the University. Carrying out a thorough review of the University’s policies and
practices is one way we can ensure there is no discrimination, or disadvantage to a
particular group, from any of the University’s procedures. It also enables the
University to review processes and policies to see if they are working in the most
efficient manner. Since 2004 all major policies, practices and procedures of the
University have been assessed for their impact on equality either centrally or locally in
departments. The results of the assessments are reported to the Equality and
Diversity Committee.
Currently there are no requirements in the specific duties regulations of The Equality
Act 2010 to conduct impact assessments. However the Government has made clear
in its policy review paper that
‘… under the requirements of the general duty to have ‘due regard’ to the matters
set out in the Act, public bodies will need to understand the effect of their policies
and practices on equality – this will involve looking at evidence, engaging with
people, staff, service users and others and considering the effect of what they do
on the whole community’.
8.2
In light of the revised EIA requirements and in order to comply with the general duty,
the University will need to provide evidence of equality analysis undertaken in respect
of how our policies, practices and procedures will affect equality for different groups.
8.3
In addition, all new major policies which are formally approved by University
committees will be accompanied with an EIA for consideration by the committee.
8.4
Finally, Student Staff Liaison Committees have been requested to include E&D on at
least one committee meeting per academic year and all SSLC representatives will
receive E&D training.
8.5
The Equality and Diversity Committee will continue to receive an annual report on
progress and will taken account of requirements in legislation to amend practice in
this area as appropriate.
9.0
MONITORING AND ONGOING MAINTENANCE
9.1
A number of activities will continue to be undertaken, as a matter of good practice,
and are outlined here rather than separately in the Equality Objectives:
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monitoring (staff) – applications for vacancies, the staff profile, promotions,
training and development activities, grievances and disciplinary procedures,
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resignations, dismissals and redundancies, incidents of harassment, and
participation in training and development
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monitoring (student) – applications for admissions, the student profile (to
include socio-economic factors and destination data), retention, graduations,
complaints and disciplinary procedures, and incidents of harassment
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consultation will take place regularly with staff and students and through the
variety of methods outlined above. As and when required, consultations on
specific topics will be undertaken
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Equality Impact Assessments – see above under 8.0
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Data Cleansing Exercise - will take place annually to ensure that staff data is
as up to date as possible
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benchmarking against other institutions - Human Resources will continue to
benchmark the University’s activities in terms of equality and diversity issues
to ensure we identify and, where appropriate, utilise best practice
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closer links will be forged with the Students Union as a methodology for
involving students in the implementation and development of the Scheme
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the Learning and Development Centre - will continue to ensure that equality
and diversity is incorporated throughout its programme and will continue to
develop specific programmes either to embed the University’s vision for
equality and diversity or for specific groups. It will maintain membership of
appropriate networks to inform its work.
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Widening Participation – the University will continue to engage schools,
colleges and learners locally, regionally and nationally through a range of
publicly- and privately-funded programmes and activities aimed at making the
benefit of a Warwick education available regardless of background.
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Warwick Volunteers – to continue to be involved in a range of initiatives
across the community including projects aimed at supporting minority or
disadvantaged groups
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Local community links - maintaining links with local community organisations
to publicise Warwick and opportunities available. We shall continue to utilise
CommUnicate to publicise equality and diversity initiatives to the local
community
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Maintain membership of local, regional and national partnerships/networks as
outlined above to share best practice and engage in project work.
10.0
REPORTING ON PROGRESS
10.1
Each year the Equality and Diversity Committee will forward reports with appropriate
recommendations to the Senate and the Council.
10.2
These reports will contain the following:
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a review of this Scheme, including any feedback and proposed revisions
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a review of progress on the Action Plan
a report on the equality activities of the Interest Groups/Students Union
a review of any relevant equality and diversity policies, and proposals for any
new policies
staff profile
student profile
a report of learning and development activities
any other relevant activities which have taken place during the year
11.0
CONTACTS AND FURTHER INFORMATION
11.1
Further information is available from http://www2.warwick.ac.uk/services/equalops/
or from the HR Adviser - Equality and Diversity or link Human Resources Advisers,
or from the Director of Student Support Services.
If you require this publication in hard copy or in an alternative format please contact
Sandra Beaufoy, Human Resources on 024 7657 4479 (s.beaufoy@warwick.ac.uk) .
12.0
FEEDBACK
12.1
Any member of staff, student or visitor who wishes to offer feedback on this Scheme
and/or the Equality Objectives, or who believes that the University is not fulfilling its
obligations
should
contact
Sandra
Beaufoy
on
024
7657
4479
(s.beaufoy@warwick.ac.uk) .
13.0
REVIEW
13.1
The Equality and Diversity Committee will review this Scheme on an annual basis.
APPENDICES
Appendix A EQUALITY OBJECTIVES incorporating all 9 strands
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