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The University of Hull
Race Equality Policy
May 2007
Anyone who for any reason finds this policy difficult to read or to follow
should contact their area HR Adviser or Head of Department who will
provide help with or alternative formats of the policy
PREFACE
Since publication of this policy in 2005, a number of issues identified in the Action Plan have been
addressed. The policy has been reviewed by a number of stakeholders including staff, students
and representatives of the local community.
If you have any comments on this policy please contact Anne Mwangi, Equality and Diversity
Adviser (A.Mwangi@hull.ac.uk).
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THE UNIVERSITY RACE EQUALITY POLICY
This policy addresses race equality in accordance with the Race Relations Act 1976, as amended.
It explains the background, the law and our intentions, together with our commitment to race
equality.
1
BACKGROUND
1.1
The national context
1.1.1 The report on the inquiry into the death of Stephen Lawrence published in 1999 and known
as the Macpherson Report identified institutional racism as a common feature of many
public bodies, including educational establishments. Institutional racism is defined 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 behaviour which amount to discrimination through unwitting
prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority
ethnic people”. The report emphasised the important role to be played by educational
establishments in combating racism and promoting cultural diversity.
1.1.2 The Stephen Lawrence Inquiry led to the amendment, in 2000, of the existing Race
Relations Act.
1.1.3 A racist incident is an incident which is perceived to be racist by the victim or any other
person. This definition is aimed at enabling organisations to take incidents reported
seriously and to record and investigate such incidents for monitoring purposes.
1.2
Race relations legislation
1.2.1 The Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000
(the Act), places a general duty on a wide range of public authorities to promote race
equality. The general duty is to:
 eliminate unlawful racial discrimination
 promote equality of opportunity
 promote good relations between people of different racial groups
1.2.2 Further specific duties are placed on further and higher education institutions, which are
required:
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to prepare a written statement of their policy for promoting race equality
to have in place arrangements for fulfilling their duties
to maintain a copy of the statement
to fulfil their duties in accordance with such arrangements
and also:
 to assess the impact of their policies, including the race equality policy, on students and
staff of different racial groups
 to monitor, by reference to those racial groups, the admission and progress of students
and the recruitment and career progress of staff
 to include an indication of their arrangements for publishing their racial equality policy
statement and the results of their assessment and monitoring in their race equality
policies
Institutions are also required to take such steps as are reasonably practicable to publish
annually the results of their monitoring.
1.3
What is unlawful racial discrimination?
1.3.1 It is unlawful to discriminate – directly or indirectly – against someone on racial grounds.
‘Racial grounds’ means reasons of race, colour, nationality (including citizenship) or
ethnic or national origins.
1.3.2 Direct racial discrimination means treating a person less favourably than another on racial
grounds.
1.3.3 Indirect racial discrimination means that a provision, criterion or practice which is applied
equally to everyone and:
 can only be met by a considerably smaller proportion of people from a particular racial
group
 is to their detriment
 cannot be justified on non-racial grounds
All three parts must apply.
1.3.4 Victimisation. It is unlawful to treat someone less favourably because they are known to
have or are suspected of having:
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
made a complaint of racial discrimination or
planned to make a complaint
supported someone else who has made a complaint of racial discrimination or is
planning to do so
1.3.5 Harassment. Harassment on the grounds of race or ethnic or national origins is unlawful.
Harassment occurs when someone’s actions or words are unwelcome and violate another
person’s dignity or create an environment that is intimidating, hostile, degrading, humiliating
or offensive.
For examples for discrimination, victimisation, and harassment see the
Commission for Racial Equality website at: www.cre.gov.uk
1.4
In what areas is racial discrimination unlawful?
1.4.1 The Act makes it unlawful to discriminate on racial grounds in the following areas:
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employment
education
housing*
the provision of goods, facilities and services
*Housing in the University of Hull context incorporates all forms of university owned or
managed accommodation.
1.5
The University of Hull context
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1.5.1 Vision, values, strategic aims. The following vision, values and strategic aims are set out
in the University’s Corporate Plan for 2004-2009.
1.5.2 Vision. To be an ambitious, distinctive and successful University promoting the exploration,
creation and communication of knowledge, committed to enhancing regional, national and
global communities by:
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developing students to be independent learners
producing world-class research
providing significant benefits for our partners
attracting, retaining and developing committed, high-performing staff
1.5.3 Values. In pursuing our strategy we shall value:
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learning: discovery and the sharing of knowledge
equity: based on merit, potential and equal opportunity
diversity: social and cultural
1.5.4 Strategic aims.
1.
2.
3.
4.
5.
6.
Quality academic provision: prioritising development of distinctive academic areas
Quality learning: providing our students with high-quality learning opportunities
Quality experience: equipping our students with knowledge, understanding and skills which
enable them to achieve their full potential
Quality service: being innovative in responding to society’s needs
Quality research and scholarship: fostering internationally competitive research, promoting
interdisciplinarity and maintaining a culture of scholarship throughout our institution
Quality of life: expanding our contribution to social and economic development, particularly
of our localities
1.5.5 The University recognises its responsibilities under the general and specific duties of the
Race Relations (Amendment) Act and this Race Equality Policy sets out how we will
address these.
1.6
Key functions
1.6.1 The University recognises that its Race Equality Policy will apply to all areas of its activity
and in particular to the following key functions which are priority areas for action based on
their relevance to race equality:
General
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governance and management
strategic and operational planning
corporate communications (internal and external)
partnership and community links
procurement and outsourcing
Students
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recruitment and admission
induction and orientation
assessment of achievement and progression
appeals, discipline and complaint procedures
student support and guidance and services
development and provision of curriculum, learning and teaching methods, and quality
management
 alumni relations
 housing and accommodation policy
 relationships within and between the student body and the wider community
Staff
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1.7
recruitment and selection
induction and orientation
appraisal, career development and training
remuneration and reward
discipline, grievance and dismissal
resignation and retirement
relations between staff and the wider community
Local population, staff and student ethnicity profiles
1.7.1 The University has significant premises in Hull, Cottingham and Scarborough. At the time of
the last census in 2001 the percentage of the population of the City of Hull from black and
minority ethnic groups was 2.32%, of the East Riding of Yorkshire was 1.2% and of North
Lincolnshire was 2.5%. The percentage of the population of Scarborough from black
and minority ethnic groups was 1% and of the North Riding of Yorkshire was 1.1%. Recent
estimates by Hull City Council suggest that the black and minority ethnic population of the
city has increased to around 4 – 4.5% and that 6.8% of school children in the city are from
black and minority ethnic communities. These figures include people from white minority
backgrounds.
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1.7.2 In April 2007, the University had approximately 2,300 staff. Of the University’s total
employees 7% were from black and minority ethnic groups, with 10.1% of academic and
related staff and 3.3% of non-academic staff being from these groups.
1.7.3 Based on the headcount of students studying on-campus at the University, the proportion of
students of black or minority ethnic origin (all categories) has risen from 10.2% in 2000/01
to 14.1% in 2005/06. The percentage of black and minority ethnic origin applicants to the
University, based on 2005 UCAS figures, is 10% (11.1% for those from the Hull area),
compared to 19.2% nationally. These figures exceed the proportion of the UK and local
populations that are of black or minority ethnic origin (7.9% and 2.3%, respectively, 2001
UK Census)."1
1.7.4 The University currently recruits students from over 120 countries.
2
THE UNIVERSITY’S APPROACH
2.1
The University of Hull embraces diversity and welcomes individuals from all backgrounds.
Through applying this policy, race equality has become central to the way the University
carries out all its public functions so that it is an integral part of its policy-making, service
delivery and employment practices. We believe that this helps us to:
 create a positive and inclusive atmosphere where there is a shared commitment to
respect diversity and difference. In this way we can prevent or challenge racism and
discrimination
 attract a motivated workforce where individuals from all backgrounds are valued and
feel that they can reach their potential
 continue to attract students from a wide range of backgrounds
 engage students from all backgrounds and broaden their outlook
 target areas for action to remove any inequalities
2.2
The University of Hull is committed to:
 actively tackling discrimination, promoting equality of opportunity and promoting good
relations between people of different ethnic groups
 encouraging, supporting and helping all students and staff to reach their potential
 working with other institutions, local communities and others to tackle racial
discrimination and to encourage and promote good practice in achieving race equality
 making sure the race equality policy is followed
2.3
The University will not tolerate any form of unlawful discrimination and already has
established policies and procedures for dealing with all forms of harassment and
discrimination and for the promotion of diversity and equal opportunities.
3
LEADERSHIP AND MANAGEMENT
3.1
Responsibilities – policy
1
We believe that the population of BME people living in the local areas has increased, but there is no census data to
support this.
3.1.1 The University Council. The University Council, as the governing body, has ultimate
responsibility for ensuring that the University complies with equality and diversity policies
and HR policies and practices aimed at promoting race equality as well as the relevant
legislation and codes of practice. The University Council will be responsible for ensuring
that the University’s Race Equality Policy is followed and it will achieve this through
consideration of an annual report.
3.1.2 The Equality and Diversity Committee. This committee is responsible for the coordination of diversity policy, strategy, procedures and activities within the University
covering students, staff and members of the public. It is consulted on matters of policies
and procedures by other equality committees. It is also responsible for the promotion of
equal opportunity and diversity and for ensuring that unlawful discrimination does not take
place. This committee reports to the Senior Management Team and it is chaired by the
Quality Director, University Registrar and Secretary, who has the overall responsibility in
SMT for equality and diversity issues. The membership and remit of the Race Equality
Committee are set out in Appendix II.
The remit of the Equality and Diversity Committee includes students, staff and members of
the public.
3.1.3 The Race Equality Committee. The Race Equality Committee is responsible for
monitoring the continuing application and development of the Race Equality Policy, for
preparing and reviewing a Race Equality Action Plan, for reporting annually to Council on
Race Equality issues, and for advising the Quality Director, University Registrar and
Secretary on the formulation of policies, procedures and resourcing. The membership and
remit of the Race Equality Committee are set out in Appendix I.
The remit of the Race Equality Committee includes students, staff and members of the
public.
3.2
Responsibilities – operational
3.2.1 The Vice-Chancellor. The Vice-Chancellor is responsible for giving a consistent and highprofile lead on equality and diversity issues including race equality and for promoting the
Race Equality Policy both inside and outside the institution. The Vice-Chancellor is
responsible for working with the Council and Senior Officers of the University to ensure that
the University’s Race Equality Policy and related Action Plan are implemented effectively,
and that appropriate action is taken against individuals on university premises or working on
behalf of the University who do not act in accordance with the policy.
3.2.2 The Quality Director, University Registrar and Secretary. The Quality Director,
University Registrar and Secretary is responsible for the formulation of policies, procedures
and guidelines on the advice of the Race Equality Committee.
3.2.3 The Pro-Vice-Chancellor (Learning and Teaching). The Pro-Vice-Chancellor (Learning
and Teaching) is responsible for ensuring that all policies relating to the student experience
are in place in accordance with the Race Equality Policy.
3.2.4 The Human Resources Director. The Human Resources Director is responsible for the
development of appropriate policies and procedures relating to staff recruitment, selection,
career development, harassment, discipline, pay and reward and flexible working and for
ensuring these are in accordance with the equality and diversity policy and legislation. In
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addition, the Human Resources Directorate is also responsible for producing monitoring
data with regards to staff.
3.2.5 Deans/Directors, Heads of Departments and Heads of Services. All staff in the above
roles are responsible for ensuring compliance with the Race Equality Policy and for the
implementation of associated policies within the areas reporting to them.
3.2.6 All Officers and Managers of the University. All Officers and Managers of the University
are required to promote equality of opportunity, value and embrace diversity and to lead
and manage by personal example. Training on equality and diversity issues is provided
through the Staff Development Service working in conjunction with officers with an equality
remit.
3.2.7 The Equality and Diversity Adviser. The Equality and Diversity Adviser has a strategic
role on equality and diversity issues relating to staff and students; maintaining an overview
of all equalities legislation and the relationship between the different strands of equalities
legislation; for producing or advising on equality and diversity policies and for the
implementation of impact assessments. Additionally, the Diversity Adviser has a role in
analysing equality data in liaison with relevant departments i.e. SDU and HR.
3.2.8 Strategic Development Unit (SDU). The Strategic Development Unit is responsible for
producing annual data on race, gender and disability regarding students.
3.2.9 All Students. All students have a role to play in creating and maintaining an environment
where harassment and discrimination are considered to be unacceptable. All students
have a responsibility to support the aims of the Race Equality Policy and associated
policies and must comply with the University's policies and procedures as well as with any
specific legal requirements. Behaviour constituting unlawful discrimination will be dealt with
under the relevant disciplinary or other procedures. Disciplinary action could include
expulsion.
3.2.10 All Staff. All staff have a role to play in creating and maintaining an environment where
harassment and discrimination are considered to be unacceptable. All staff have a
responsibility to support the aims of the Race Equality Policy and associated policies and
must comply with the University's policies and procedures as well as with any specific legal
requirements. Behaviour constituting unlawful discrimination will be dealt with under the
relevant disciplinary or other procedures. Disciplinary action could include dismissal. In
addition, all staff will be aware of the law on race discrimination and encouraged to attend
and take up opportunities for training.
3.2.11 Partners, Contractors and Service Providers. All partners, contractors or providers of
services will be responsible for adhering to any equality conditions in agreements or
contracts. The University is committed to taking such action as is reasonable and practical
to ensure that those with whom it works and those it hires to perform tasks on its behalf
demonstrate their commitment to gender equality and will ensure that it has policies and
procedures in place to achieve this goal.
In addition, many of the University’s partner organisations are required to take action under
the Race Relations Act and the University will look to work with them as appropriate on
initiatives under the Act.
]
4
BREACHES OF THIS POLICY AND COMPLAINTS
4.1
Within the framework of the University’s policies and procedures, everyone is expected to
treat others fairly and with respect. The University will take action against acts that breach
this policy. Disciplinary action could include dismissal in the case of staff or expulsion in the
case of students. The University encourages informal resolution of complaints if this is
possible. All complaints will be investigated and the complainant informed of any action
taken.
4.2
Students: In accordance with the complaints procedure outlined in the student handbook, a
student who feels this policy has been breached or who has any concerns about its
implementation may raise this in the first instance with their Head of Department, or Dean if
the concern relates to the Head of Department. This will be reviewed once the new
complaints procedure has been implemented.
4.3
If a student does not consider the response of their Head of Department or Dean to be
acceptable, then he or she will be guided to the options within the complaints procedure in
the student handbook, which is underpinned by Regulations Governing the Investigation
and Determination of Complaints. This procedure allows independent investigation by the
University’s Complaints Investigation Officer, and further appeal to a Complaints
Adjudication Panel. Again, this will be reviewed once the new complaints procedure has
been implemented. Throughout the process, students may be supported and guided by the
Student Union Advice Centre and may be accompanied to interviews by a person of their
choice.
4.4
Prospective students who consider they have been unfairly treated with respect to their
application, or who are dissatisfied with some aspect of the University’s recruitment and
selection procedure, should write with details to the University Admissions Officer. All
complaints will be investigated and the prospective student informed of any action taken.
4.5
Staff who feel this policy has been breached or who have any concerns about the
implementation of this policy may raise this in the first instance with their Head of
Department and/or with their area HR Adviser. If staff feel that they have been harassed on
racial grounds they may follow the guidance detailed in the harassment policy, which gives
options for both formal and informal action. If staff feel they have been discriminated
against they may use the University’s grievance procedures.
4.6
Applicants for employment who consider they have been unfairly treated with respect to
their application, or who are dissatisfied with some aspect of the University’s recruitment
and selection procedure, should write with details to the Human Resources Director. All
complaints will be investigated and the applicant informed of any action taken.
4.7
All members of staff and students have obligations as well as rights under this policy and
have a responsibility for ensuring that the principles set out in the policy are adhered to.
This includes reporting any racial incidents to either the Pro-Vice-Chancellor (Learning and
Teaching) or the Human Resources Director as appropriate (see above) and being
prepared to act as a witness. Racial incidents involving the Pro-Vice-Chancellor (Learning
and Teaching) or the Human Resources Director should be reported to the Vice-Chancellor
and any involving the Vice-Chancellor should be reported to the Chair of Council, who may
be contacted via the Quality Director, University Registrar and Secretary’s office.
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5
COVERING THE SPECIFIC DUTIES
5.1
Developing the Race Equality Policy
The University recognises it has a range of duties, including the development and review of
this policy. This policy is supported by a Race Equality Action Plan which is designed to
deliver race equality across the University. The Action Plan sets out the work to be
overseen by the Race Equality Committee for the identified period and will be reviewed and
approved by Council every year.
5.2
Consultation and communication
The University is committed to the continued implementation and development of its Race
Equality Policy and recognises the importance of effective communication and consultation
regarding the policy, its objectives and outcomes.
5.2.1 Consultation
The University is committed to ensuring that all members of staff, students and external
partners of the University have the opportunity to feed back their views and opinions on the
Race Equality Policy and its Action Plan.
The University recognises that the policy and its action plan will only become embedded in
the ethos of the institution if staff and students are encouraged and given the opportunity to
exchange ideas on best practice and ways of ensuring positive race relations.
The University also recognises the importance of engaging the views of staff and students
from minority ethnic backgrounds to ensure the policy and its action plan address specific
issues and needs.
To this end, the University is committed to providing dedicated consultation opportunities for
staff and students in general, and minority ethnic groups in particular, to feed back their
comments on the policy and action plan and to exchange best practice ideas.
Through this process the Race Equality Committee will continue to monitor, evaluate and
adjust the policy and its action plan in response to feedback.
5.2.2 Communication
The University is committed to ensuring that staff, students and external partners are given
the information and resources they require to enable them to promote positive race
relations.
To this end, the University will provide up-to-date and timely information on race relations
developments. It will also provide regular updates for staff and students (through
collaboration with the Students’ Union and other appropriate services) on developments
regarding the University’s Race Equality Policy and associated resources which they might
find helpful, including the development of networks and appropriate publicity.
5.2.3 General Commitment
The University will ensure that its commitment to the Race Relations Act, its amendment,
and its own Race Equality Policy is clearly demonstrated to external and internal audiences.
5.3
Impact Assessments
The University, through its Equality and Diversity Committee, has agreed the framework
and priorities for carrying out impact assessments.
5.3.1 The changes to the Race Relations (Amendment) Act 2000, the Disability Discrimination
Act 2005 and the Equality Act 2006 (Gender Duty) introduced in April 2007, all place a
requirement on public authorities (including HEIs) to carry out impact assessments on the
grounds of race, disability and gender. As the new Equality Act 2006 requires public bodies
to promote good relations between all groups, the University has taken a consistent
approach to carry out impact assessments on all equality strands simultaneously.
5.3.2 Impact Assessment is the thorough and systematic review of a policy or practice to
determine whether it has a differential impact on a particular group. It can be seen as a
quality control mechanism by which HEIs can evaluate their activities and how best to meet
the needs of their stakeholders. This can lead to better value for money, increased
productivity and maximisation of resources leading to a more efficient and effective working
and learning environment. Impact assessments are not one-off exercises but should be
incorporated into a three-year cycle of institutional review in line with the General Duties.
5.3.3 The Diversity Adviser will be responsible for overseeing the implementation of the impact
assessment procedure. It is proposed that she will work with nominated Diversity
Champions from different functions who will lead on the process in their respective areas.
5.3.4 Impact assessments will be conducted in two stages. The first stage will involve identifying
relevant policies/procedures in specific functions and screening them to establish whether
there is a high, medium or low risk.
5.3.5 We will use this information to assist our race equality aims, targets and strategies, where
appropriate, and to influence and guide our planning and decision-making process.
5.4
Monitoring
5.4.1 As an integral part of our commitment to race equality, the University will monitor annually
its staff and student population by ethnic group (based on the 2001 census categories). We
carry out a continuous programme which involves collecting, analysing and assessing data
relating to admissions, recruitment and progress. This helps us to measure the
performance and effectiveness of these functions and to identify ways in which the
University can improve. We use the baseline information collected to set targets and plan
future action.
One of the shortcomings in the data collection is that staff and students do not have to
complete the diversity monitoring forms.
In relation to staff we monitor:
 activities relating to recruitment and selection
 career development and progress
In relation to students and prospective students we monitor:
 all stages of the admissions process from application to outcome
 students’ progress through the University’s courses and first destinations
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5.4.2 The Race Equality Committee assesses this information at least once a year to evaluate the
progress we are making towards meeting our race equality aims and targets. The results
will be published and if they highlight any differences between different ethnic groups of
staff and students, we will ask why these differences exist and decide how we can improve
the situation. In so far as actions are required, these will also be published.
The results of monitoring and assessments are be reported to Council and published on the
University’s website www.hull.ac.uk/equality .
6
PUTTING THE RACE EQUALITY POLICY INTO PRACTICE
6.1
Policy monitoring and review
6.1.1 The effectiveness of this policy will be ensured by monitoring, annual review and
consultation with staff, student, and other relevant groups. The nature and frequency of
complaints and/or cases raised under the policy will be monitored to identify any patterns
which need to be addressed.
6.1.2 The policy will be reviewed and amended as necessary on a regular basis in order to check
for compliance with discrimination law and changes in race equality best practice.
6.1.3 It will be the responsibility of the Race Equality Committee to monitor the effectiveness of
this policy.
6.2
Training and Development
6.2.1 The University provides relevant information, support and training to its staff and, working
with the Students’ Union, its students, to enable them to act in accordance with the policy.
This includes providing:
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information on race legislation and university policies
guidance on how to deal with racist incidents
guidance on how to identify and challenge racial bias and stereotyping
specific training for those responsible for carrying out particular functions, for example
student admissions, staff recruitment and selection, etc
6.2.2 An annual programme of training on diversity issues is provided through the Staff
Development Team. Cultural awareness training for staff and students is provided through
the International Office.
6.3
Data protection
6.3.1 The data collected in the course of following this policy will be used for the purposes of
operating, monitoring and developing the University’s Race Equality and Diversity policies.
Data will be held on the University’s record-keeping systems and will be subject to the
University’s data protection policy and guidelines.
6.3.2 The University will only pass personal information directly to any representatives who may
be assisting individuals if a written instruction to do so is received from the individual
concerned.
6.4
Arrangements for publishing the Race Equality Policy
6.4.1 The Race Equality Policy is an open statement of the University’s plans, both current and
future, for tackling race discrimination and promoting race equality. It is available in hard
copy from departmental offices, Human Resources, and from the offices of the Pro-ViceChancellor (Learning and Teaching) and the Quality Director, University Registrar and
Secretary. It is also available in electronic format on the University’s website. It will be
reviewed annually by the Race Equality Committee then recommended to Council by the
Equality and Diversity Committee.
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APPENDIX 1
Race Equality Committee
Chair: Revd Dr Peter Draper, Head of Department, Health Professional Studies
Reports to: Equality and Diversity Committee
Direct reports: None
Terms of Reference
Accountable for:

Oversight of the development of the University’s response to the RRAA.
Responsible for:
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The continuing application and adoption of the Race Equality Policy.
The preparation and review of a detailed Annual Race Equality Action Plan.
Reporting at least annually to the Council on Race Equality Issues.
To advise the Quality Director, University Registrar and Secretary on the formulation of
polices and procedures.
Consulted on:
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The development and maintenance of a Race Equality website.
Informed of:
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Race Equality matters discussed by the University’s Learning, Teaching and Assessment
Committee and Widening Participation Committee.
Mode of Operation
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The Committee will take account of equality of opportunity in its work, prevent unlawful
discrimination and promote equality of opportunity and good relations between people of
different groups.
The Committee should meet at least 3 times per academic year
The Committee should meet at least 14 days before the Equality and Diversity Committee.
The Committee will invite expert and other advice as appropriate.
APPENDIX 2
Equality and Diversity Committee
Chair:
Mrs FJ Owen, Quality Director, University Registrar and Secretary
Secretary:
Ms A Mwangi, Diversity Adviser
Reports to: Senior Management Team
Direct Reports*:
Race Equality Committee
Disabilities Committee
Gender Working Group
Terms of Reference
Accountable for:

The co-ordination of Diversity strategy, policy, procedures and activities across all business
of the University.
Responsible for:
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
The promotion of equal opportunity and diversity.
Ensuring that form and function minimise the likelihood of unlawful discrimination.
Consulted on:
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The formulation of policies and procedures in respect of disability, race, gender, age,
religion and belief and sexual orientation.
Annual reports to the Council by its Sub-Committees.
Informed on:
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Compliance with legislative requirements by its Sub-Committees.
Relevant legislation and best practice particularly in the promotion of diversity and
prevention of discrimination.
Mode of Operation

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The Equality and Diversity Committee will take account of equality of opportunity in its work,
prevent unlawful discrimination and promote equality of opportunity and good relations
between people of different groups.
The Committee should meet at least 3 times per academic year.
* Committees restricted to those areas where there is an additional duty on public authorities "to
promote". This applies to race (currently) and disability (from 2006 subject to legislation) and the
government has signified its intent to extend that duty to gender at a future time.
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Related documents:
Equality and Diversity Policy
Policy statement regarding disabled staff
Code of practice for making reasonable adjustments relating to employment
Policy statement and code of practice: students with disabilities
Disability Equality Scheme
Gender Equality Scheme
Policy on Religion and Belief
For a list of useful contacts please see the website.
www.hull.ac.uk/equality
Anyone who for any reason finds this policy difficult to read or to follow
should contact their area HR Adviser or Head of Department who will
provide help with or alternative formats of the policy
www.hull.ac.uk/equality