GENERAL NOTICE 01/04
EQUALITY AND DIVERSITY IN THE PARTICLE PHYSICS & ASTRONOMY
RESEARCH COUNCIL
Introduction
1.
This Notice, which supersedes GN 1/96, provides a revised and updated statement on
Equality and Diversity policy and procedures in PPARC.
2.
PPARC is committed to the case for equality and diversity in the workplace and is aware of
the benefits to be gained both for staff and for the organisation in adopting such an approach.
PPARC’s policy is therefore that everyone has equal opportunity for employment and
advancement within the organisation on the basis of their abilities, qualifications and fitness
for work. PPARC is committed to employment practices and procedures which do not
discriminate on the grounds of disability, gender or gender re-assignment, marital status,
sexual orientation, race, colour, nationality, ethnicity or national origins, religion and
religious / philosophical belief. PPARC also follows good employer practice to ensure that
all staff work in an environment free from both illegal and unfair discrimination and
harassment.
Equality and Diversity Statement
3.
The Research Councils’ joint Equality and Diversity Statement is at Annex A and will be set
out in CEM 3 on Conduct (previously CEM 8A). The statement is supported by separate subpolicies covering disability, age and harassment. These will shortly be revised and published
as part of CEM 3.
4.
The success of PPARC’s policy on Equality and Diversity is dependent on PPARC and its
employees working together to avoid or remove all forms of discrimination in the workplace.
The Benefits of Equality and Diversity to PPARC and its employees
5.
PPARC recognises the real operational benefits to be obtained from pursuing equality and
diversity in the workplace which impact on PPARC as an organisation and its employees as
individuals.
6.
PPARC will benefit from:-

Recruiting from a labour market which is representative of the community;

Getting the best person for the job, based solely on ability, by means of fair and open competition;

Getting the best from employees who can be confident in the knowledge they will be treated fairly
at work;

Increased efficiency and effectiveness resulting from an environment free from discrimination
and harassment (and the negative effects of these on morale);
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
7.
Retaining employees and getting the best return on its investment in recruitment and training.
Employees will benefit from:-

A working environment in which equality and diversity are reflected in policies, procedures and
culture;

The opportunity to develop their potential in an atmosphere free from discrimination and
harassment;

The knowledge that they will be treated fairly at work in line with stated policies and procedures
(and that, if these fail, procedures exist to hear their complaint);

Flexible working arrangements better suited to their domestic circumstances within the limits of
their working environment.
Responsibilities of Individuals
8.
For the Policy to succeed it is vital that all employees recognise their individual
responsibilities for promoting equality and diversity and carry them out in their day-to-day
interactions with their colleagues and in dealings with people outside PPARC. In addition,
senior and line managers have a direct responsibility for observing the Policy in the
management of their staff.
9.
Employees should be aware that failure to comply with the Policy may lead to disciplinary
proceedings. In addition, in certain circumstances an employee may be liable at law for a
discriminatory action. Employees will receive guidance and training as appropriate in equality
and diversity matters, to enable them to recognise their rights and responsibilities.
10.
In view of the special responsibilities placed upon staff involved in recruitment and other
personnel management activities, training in equality and diversity awareness is provided, as
appropriate, for those working in the personnel area. All PPARC staff who are asked to
participate in recruitment or promotion processes, including interviews, will receive training
in equality and diversity awareness as part of specialist training before they are allowed to
become involved in shortlisting and interviewing. External experts participating in PPARC’s
recruitment or promotion processes will be made aware of PPARC’s Equality and Diversity
Policy and will receive guidance on avoiding discrimination.
Implementing and Monitoring the Policy
11.

In recognition of the importance PPARC attaches to the implementation of the Policy, it has
assigned responsibilities for monitoring and reviewing the Policy to its Equality and Diversity
Officer (the EDO). This position is currently held by Jill Baines, Personnel Group, Swindon
Office. The duties of the post are to:Develop, promote, co-ordinate and monitor the implementation of equality / diversity policies
and practices within PPARC;
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
Disseminate information and advice to management, employees and the Trade Union Side;

Liaise with appropriate contacts on equality / diversity within the Office of Science and
Technology and other government departments.
12.
The EDO does not deal directly with individual complaints of discrimination and harassment
or represent individual employees. These functions are dealt with by line managers, local
personnel representatives, Harassment Contact Officers and Trade Union Side
representatives, as appropriate, with reference to the policy statement and the guidelines on
dealing with harassment in the workplace.
13.
PPARC’s EDO is supported by designated local EDO’s, as set out below:UKATC
ING
JAC
14.
Linda Fisher
Lucy Lawler
Ian Midson
(l.fisher@roe.ac.uk)
(lal@ing.iac.es)
(i.midson@jach.hawaii.edu)
PPARC will monitor the success of its Policy by:-

Collecting and analysing statistics as appropriate;

Regularly reviewing procedures (e.g. recruitment, appraisal, promotion, pay) to ensure that they
are free of unfair discrimination;

Reporting the results of equality / diversity monitoring to the PPARC Whitley Council at its
Annual General Meeting;

Liaising closely with local EDO’s to ensure that they are keeping abreast of all changes in
legislation and other developments.
15.
The terms of this Notice have been agreed with the Trade Union Side of the PPARC Whitley
Council.
16.
Enquiries about this Notice should be directed to Jill Baines, Personnel Group, Swindon
Office (jill.baines@pparc.ac.uk)
J F C Love
Director, Administration
Swindon Office
20 January 2004
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