Equality and Diversity Policy
Human Resources
February 2008
LM/HR/Equality and Diversity Policy
1.0
INTRODUCTION BY THE VICE CHANCELLOR
1.1
I am delighted to present the Equality and Diversity Policy for the University of
Warwick. The University 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.
1.2
The promotion of Equality and Diversity concerns all of us. Please take time to read
this policy and think how we, as individuals and as a community, can ensure that the
University of Warwick continues to be a safe, welcoming and productive environment.
2.0
OUR COMMITMENT
2.1
The University’s written Commitment to Equality and Diversity, distributed to all staff
and students, states:
“The University of Warwick, recognizing 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.”
2.2
The achievement of equality of opportunity is central to our mission as a Higher
Education Institution and as an employer. Our commitment is not simply limited to
meeting legislative requirements but we endeavour to be a leader in the field of
equality and diversity.
3.0
AIMS OF THE POLICY
3.1
There are four broad reasons for ensuring the implementation of the Equality and
Diversity Policy:
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3.2
the belief in Equality and Diversity principles;
the fit with other aspects of University strategy, such as the over-riding need to
recruit and retain the best staff; and increasing evidence that good practice in
Equality and Diversity will play an active part in supporting the University’s
teaching and research mission by improving staff commitment,
retention and business effectiveness; and
the increasing statutory obligations on the University stemming from recent and
forthcoming Equality and Diversity legislation.
Everyone who seeks to be an employee, is an existing employee, or a student of the
University is entitled to be treated in a fair an appropriate manner irrespective of:
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race/ethnicity/nationality
colour
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disability
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gender
religion
age
sexual orientation
marital status
caring responsibilities
socio-economic status
This list is intended to be illustrative and is not exhaustive.
3.3
We embrace and celebrate the richness brought to the University by the diverse
population of staff and students and will not tolerate discrimination, harassment or
victimisation in any form. We recognise that despite our best intentions and efforts,
circumstances may arise which are not consistent with the aims of the policy and we
are committed in the event of such circumstances arising to take action.
4.0
RESPONSIBILITIES
4.1
All members of University staff are expected to comply with the Equality and Diversity
Policy.
4.2
Line managers, supervisors and heads of departments are responsible for monitoring
that their staff are complying with the Equality and Diversity policy and carrying out
actions arising from the associated Action Plan.
4.3
Human Resources will maintain an equal opportunities database covering
applications, staff in post, promotion, training opportunities, grievances and
disciplinary procedures, resignations, dismissals and redundancies, and incidents of
harassment.
4.4
Human Resources will ensure the implementation of the Equality and Diversity Action
Plan, Equality Schemes and associated Action Plans (with the exception of some of
the duties regarding student data and academic matters) and will report progress on
a regular basis to the Equality and Diversity Committee.
4.5
The Equality and Diversity Committee will formulate policy and report progress on the
Equality and Diversity Action Plan, Equality Schemes and associated Action Plans to
the Senate and the Council. Membership of the Equality and Diversity Committee is
approved by the Senate and the Council to ensure a representation from each
faculty, category of staff and students. The Council and Vice-Chancellor have overall
responsibility for Equality and Diversity within the University.
5.0
SCOPE OF THE POLICY
5.1
The Equality and Diversity Policy covers prospective staff, current staff and students.
The University also endeavours to ensure that anybody else that using the
University’s facilities and services is aware of the University’s Equality and Diversity
Policy.
5.2
As a Higher Education Institution we will seek to offer equality of opportunity in our
admission policies, access to courses and the range of services and facilities. The
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University believes that a diverse student population contributes to a challenging and
stimulating environment, and therefore we welcome applications from all candidates
with the potential to succeed at Warwick, whatever their background. We are
committed to finding innovative ways of enabling applicants to demonstrate their
potential during the admissions process.
5.3
Selection and progression criteria are monitored and reviewed annually by the
Equality and Diversity Committee to ensure that students are recruited and progress
on merit and ability.
5.4
As an employer we will seek to ensure equality of opportunity and fair transparent
treatment in the recruitment, selection, retention, training and promotion of staff at all
levels of the organisation. The University monitors recruitment and selection data on
an annual basis to ensure that staff are recruited on the basis of their merit, ability
and the best fit for the post available. The University's policy is to advertise all posts
with a detailed job description and person specification, to ensure full and fair
competition for vacancies. It is unlawful to use recruitment methods which exclude,
or disproportionately reduce, the number of applicants from a particular group
outlined in equality legislation, and which cannot be shown to be justifiable.
5.5
Through its membership of Business in the Community and related equality
campaigns (Coventry Partnership, Opportunity Now and Employers’ Network on
Disability) the University is part of a network of public and private sector organisations
that have implemented effective equal opportunities policies and enjoyed significant
business benefit as a result.
6.0
ACTION PLAN
6.1
The Equality and Diversity Committee, in consultation with staff and students, has
produced an Equality and Diversity Action Plan for implementing this policy. The
Action Plan is reviewed annually and the current Action Plan can be found in
Appendix B of this document.
6.2
Our Action Plan provides an illustration of how we aim to meet the defined objectives
and what our priorities are for the coming year. The Action Plan covers both staff and
students and is divided into key subject headings indicating our commitments, lead
names and timescale.
6.3
The Plan will be kept under review to ensure it continues to meet the aims of the
Policy and will necessarily adapt and develop as we move forward with diversity and
equality initiatives.
7.0
IMPLEMENTATION
7.1
The University has a range of policies that link with this overarching Equality and
Diversity Policy to support the University’s strategy and aims with regard to equality.
These include:
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Race Equality Policy and Action Plan (staff and students)
Disability Equality Scheme and Action Plan (staff and students)
Disability Policy for Staff and Students
Gender Equality Scheme and Action Plan (staff and students)
Sexual, Racial and Personal Harassment guidelines (students)
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Harassment and Bullying Policy (staff)
Sexual Orientation Guidelines (staff and students)
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Religion and Belief Guidelines (staff and students)
Age Guidelines (staff and students)
7.2
The University will take action to communicate this policy to staff, students and others
involved in University activities e.g. visitors, customers, contractors and suppliers of
goods and services. The policy is available via the University website and a hard
copy in alternative formats can be requested from Human Resources. The policy is
also regularly highlighted in the University newsletter and on the University Intranet
pages. A summary version of this policy in leaflet form is distributed to all staff and
the student handbook signposts students to equality and diversity resources.
7.3
The University will continue to develop and implement programmes to ensure that all
staff have received appropriate training or briefing to enable them to fulfil their
responsibilities under this policy.
7.4
Consultation is a key element in making the Policy and Action Plan effective. There
are a number of feedback mechanisms that we would encourage staff and students
to use including the Equality and Diversity Forum on the University’s Intranet and the
Equality and Diversity Network. We also have a number of Equality and Diversity
Representatives in departments across the University who facilitate communication
on Equality and Diversity issues. Individuals are also able to submit papers or issues
to the Equality and Diversity Committee.
8.0
RESPONDING TO FEEDBACK
8.1
The University is committed to respond quickly and constructively in relation to
Equality and Diversity complaints.
8.2
It is recognised that making complaints or expressing a concern regarding equality of
opportunity or discrimination can be challenging or uncomfortable. The University is
committed to ensuring that any individual should feel able to come forward with a
complaint. As a result the University provides a range of procedures and support
mechanisms to support individuals who have a concern.
8.3
The University will take appropriate action to protect staff and students from
discriminatory behaviour by any individual or groups in the course of their
employment or study. Allegations of discriminatory behaviour will be dealt with under
the appropriate procedure:
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Staff Grievance Procedure
Staff Disciplinary Procedure
Sexual, Racial and Personal Harassment Guidelines (students)
Harassment and Bullying Policy (staff)
Student Complaints Procedure
9.0
EQUALITY IMPACT ASSESSMENT
9.1
The University of Warwick recognises its responsibility to ensure that no-one is
discriminated against or disadvantaged, through membership of any particular group,
or on the grounds of age, disability, gender, race, religion, or sexual orientation. For
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additional information please refer to the University’s Equality and Diversity website
http://www2.warwick.ac.uk/services/equalops/
9.2
The Equality and Diversity Policy has been assessed as being of high relevance to
our duties under equality legislation and the University will review its impact on
equality and diversity, will identify any inequalities by annual monitoring, and will take
action where necessary.
10.0
CONTACTS AND FURTHER INFORMATION
10.1
Further information is available from http://www2.warwick.ac.uk/services/equalops/ or
from your link HR Adviser.
10.2
If you require this publication in hard copy or in an alternative format please contact
HR.
11.0
REVIEW
11.1
The Equality and Diversity Committee will review the Equality and Diversity Policy
and Action Plan on an annual basis.
Equality and Diversity Policy
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