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Bangor University has a number of responsibilities relating to equality and diversity issues, for example: as an employer; as a provider of services to students; to the local and wider community and as a public authority.
Bangor University has made a commitment to the principles and practices of equal opportunities in its Strategic Plan 2005-2010
“Sustainability through Excellence” and in a number of its key Policies. The following provides an overview of some of the University’s key documents that demonstrate the commitment.
Bangor University aims to provide an environment which respects and values the positive contribution of all its members so enabling them to achieve their full potential and to gain benefit and enjoyment from their involvement in the life of the University .
To achieve this aim, the University acknowledges the following basic rights for all its members and prospective members:
 To be treated with dignity and respect
 To be treated fairly with regard to all procedures, assessments and choices
 To receive encouragement to reach their full potential.
These rights carry with them responsibilities and the University requires all its members to recognise these rights and to act in accordance with them in all their dealings with other members of the University community.
The University will comply with all relevant legislation and good practice and will not tolerate any individual receiving less favourable treatment on grounds of religious or political beliefs, gender, sexual orientation, family circumstance, race or ethnic origin, nationality, age, social or economic class, or disability, nor be disadvantaged by any other condition or requirement which is not relevant to good practice and cannot be shown to be justifiable.
It is expected that all students and staff adhere to the Equality Policy and any breach of it may be dealt with under the Staff or Student Disciplinary Procedures as appropriate.
The University’s full statement on Equality can be found on the Equality and Diversity web page at: http://www.bangor.ac.uk/hr/equalitydiversity/EqualityPolicyStatement.php.en
:
Legal protection from harassment, bullying, discrimination and victimisation can be found in all strands of discrimination law. Bangor University has a Dignity at Work and Study
Policy and this Policy applies to all staff and students (undergraduate, postgraduate, full and part time), visitors, contractors, sub contractors, service providers and any other persons associated with the functions of the University.
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Harassment, bullying, victimisation and discrimination can take many forms and may be directed because of ethnic origin, age, gender, sexual orientation, physical or mental disability, religion or other similar beliefs, marital or family situations or some other personal characteristic. The University has made a commitment that it will not tolerate such behaviour and will take action in the event of it being reported. This action will be timely and will reference the appropriate complaints, grievance and disciplinary reporting procedures for staff and students. The University has a number of Dignity Advisers who can listen and provide information on what to do if you feel you have been subjected to inappropriate treatment.
The full Dignity at Work and Study Policy can be found on the Human Resources Web page at: http://www.bangor.ac.uk/humanresources/policies.php.en
Please see Appendix 1 for definitions of direct and indirect discrimination, harassment, bullying and victimisation.
The Race Relations Act 1976 makes it unlawful to treat a person less favourably than another on racial grounds. This covers race, colour, nationality and national or ethnic origin. It places a general duty on public authorities to promote race equality and good race relations between different ethnic groups. There are also specific duties for
Universities that require them to produce a Race Equality Policy.
Bangor University recognises that diversity and equality enriches and benefits all aspects of employment, service delivery, research, studying and learning experiences at Bangor.
The University aims to maintain and enhance a culture in which diversity and equality of opportunity are actively welcomed and promoted, and in which unlawful discrimination is dealt with, and is seen to be dealt with, under the appropriate procedures.
The University will ensure that any potential staff and students, external bodies such as contractors, traders, institutions, or any other individuals or organisations external to the
University and who interact with the University for any purpose, are made aware of this
Policy and of the seriousness of the University’s commitment to the Policy. The full Policy can be found on the University’s Equality and Diversity web page at: http://www.bangor.ac.uk/hr/equalitydiversity/FullRacePolicy.php.en
The Disability Discrimination Act 2005 places a general duty on Universities to promote disability equality and eliminate unlawful discrimination. A specific duty includes the requirement to produce a Disability Equality Scheme.
At the Heart of the Disability Discrimination Act is a duty on all Higher Education
Institutions to promote equality of opportunity for disabled people. Bangor University has published its Disability Equality Scheme which sets out the overall objectives for improving and addressing disability inequalities for the key stakeholders of the University. The full
Disability Equality Scheme is available on the University’s Equality and Diversity web page at: http://www.bangor.ac.uk/hr/equalitydiversity/disability.php.en
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The Equality Act 2006 created, amongst other things, a duty on public authorities to promote equality of opportunity between women and men. The Gender Duty required public authorities to produce a Gender Equality Scheme stating how they eliminate sex discrimination and harassment and promote equality between women and men. Bangor
University has published its Gender Equality Scheme which sets out the overall objectives for improving and addressing gender inequalities. The full Scheme is available on the
University’s Equality and Diversity web page at: http://www.bangor.ac.uk/hr/equalitydiversity/gender.php.en
This Policy provides a way for members of the University to speak freely, and to raise at a high level any serious concerns which they might have about apparent malpractice within the University without fear of adverse repercussions or reprisals provided that they act lawfully, without malice, and in the public interest. The full Policy can be obtained at the following web page: http://www.bangor.ac.uk/ar/ro/policies/whistle.php
Bangor University has adopted the principle that in the conduct of public business in
Wales, it will treat the English and Welsh languages on the basis of equality. To this end, and in accordance with the Welsh Language Act (1993), the institution has adopted a comprehensive Language Scheme which can be obtained from the following web page: http://www.bangor.ac.uk/ar/cb/cynllun_iaith.php.en
The University’s commitment to other areas of equality is confirmed in the Equal
Opportunities Policy. Other key pieces of legislation relate to:

Employment Equality (Age) Regulations 2006

Civil Partnership Act 2004

Employment Equality (Religion or Belief) Regulations 2003

Employment Equality (Sexual Orientation) Regulations 2003

Equal Pay Act (as amended 1970)

Equality Act 2006 – This act created the Commission for Equality and Human
Rights

Gender Recognition Act 2004

Human Rights Act 1998

Sex Discrimination Act (as amended ) 1975
This is not an exhaustive list and the University remains committed to keeping abreast of developments with regard to equality legislation and to a programme of review, monitoring and improving its response to relevant legislation.
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The University has a Task Group, the Equality and Diversity Task Group, that advises the senior management group, the Executive, on the equality agenda. The Task Group is supported by a number of specific advisory Groups, for example relating to race and disability. Further details of Action Plans supporting the equality agenda can be found on http://www.bangor.ac.uk/hr/equalitydiversity .
Details and information regarding meeting individual training needs on equality issues can be found on the http://www.bangor.ac.uk/hr/staffdevelopment .
If you are interested in taking an active part in any aspect of the equality agenda within the
University, please contact the Equal Opportunities Officer on Ext 8321.
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Direct Discrimination
– a person directly discriminates against another person when factors that are not related to merit, ability, and potential are used as a reason for treating them differently and discriminating against them.
Indirect Discrimination
– This occurs when there are provisions, criteria or practices in place that have a discriminatory effect on certain groups of people. For example, a dress code that requires women to wear a knee length skirt could be indirectly discriminatory against women from certain cultural or religious groups.
Harassment
– Harassment is unwanted and persistent behaviour which causes a person distress. The conduct can violate a person’s dignity or create an intimidating hostile, degrading, humiliating or offensive environment
Bullying
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Bullying is the unjust exercise of power of one individual over another by the use of means intended to humiliate, frighten, denigrate or injure the victim. It can be: o An act of commission which is revealed as a hostile verbal or non-verbal o communication and interfering action.
An act of omission, such as withholding of resources, time, information, training, support and equipment.
Victimisation
– A person is victimised if they are punished or treated unfairly because they have made a complaint, or are believed to have made a complaint, or supported someone who has made a complaint (it is a form of harassment).
If you are subjected to any forms of discrimination or harassment you can seek help and advice from specially trained harassment advisors. However , simply telling the other person or persons that you find their behaviour unacceptable can often resolve matters.
If you don’t feel able to do this or it has not resolved the situation:-
If you are a member of Staff If you are a Student
First consider speaking to your line manager, who will be able to provide you with advice and talk you though, your options. If this is not appropriate or fails to resolve the matter, you can contact a
Human Resources Officer, Harassment
Advisor, or a Trade Union representative.
First consider speaking to your tutor, Course
Leader or Head of Department. If this does not resolve the matter satisfactorily then you should seek advice from Student Services or the Student’s Union.
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