Equality and Diversity
| Single Equality Scheme (Download) |
 | Action Plan (Download) |
This scheme sets out the organisational commitments and responsibilities of Weston College to develop Equality and Diversity Policy within the framework of the three year period 2008 to 2011.
Alternative format copies, such as, Easy to Read, Large Print, Braille, Audio tape and Electronic format are freely available from the Marketing Department, Weston College, Knightstone Road, Weston-super-Mare, North Somerset BS23 2AL - Telephone 01934 411411
Introduction and context
This Single Equality Scheme encompasses equality in all forms, including Disability, Race/ethnicity, Gender, Sexual Orientation, Age, Faith/belief and Re-assignment of Gender. Whilst being consistent with previous schemes and statements, it represents a co-ordinated approach to Equality and Diversity and a commitment to an ongoing process of positive development.
It is the College's vision to provide an environment in which discrimination in all its forms is deemed to be unacceptable and to treat everyone equally, irrespective of their gender, race, ethnicity, belief, age, mental or physical health, or sexual orientation. Tackling discrimination and promoting healthy relation- ships with people is wholly consistent with the College's pursuit of excellence.
Every user and potential user of Weston College is involved in this Single Equality Scheme. Involvement or participation could take many forms, for example, communication, consultation, awareness of the needs of others, impact assessment, decision making, taking positive action, review and so on. There is an expectation of mutual respect throughout the College, together with active support of policy.
A series of integrated strategies, listed below will ensure that Equality is embedded throughout the College:
- Whole Organisation Approach
- Sharing and Celebrating Good Practice
- Information Gathering, Participation and Consultation
- The Equality and Diversity Committee
- A Designated Equality and Diversity Officer
- The Process of Impact Assessment
- Staff Training Initiatives
- Positive Action Programmes e.g. EDIMS
- Partnership and Procurement - Policy Consistency
- Systematic record keeping
- Curriculum development
- Excellence in Additional Learning Support
- Policy Screening and Scrutiny
- Line Management
- Widening Participation
- Action Plan and Ongoing Review
The above strategies will play a vital role in the mainstreaming of Equality and Diversity at Weston College so that it is an inherent part of every aspect of college life. Furthermore, the developmental aspect of this scheme represents the embedding of an ongoing process of evolution rather than a one-off project.
The Single Equality Scheme Action Plan 2008-2011 can be read as an accompanying document which will reflect changing circumstances, both internal and external. To remain current and ‘live' the Action Plan will be subject to amendment and progress reporting over the coming months and years as it is clearly understood that the overarching purpose is improvement.
With regard to the standards imposed by equality legislation, Weston College not only seeks to comply fully with statutory duties of Equality, but recognises a wide and varied responsibility surrounding them. In furtherance of this responsibility, the whole organisation embraces a forward thinking approach to strategic development, leading to a learning environment in which Equality and Diversity considerations are mainstream.
Single Equality Duty
Legislation imposes a duty to offer equality of opportunity for all people and to seek to eliminate discrimination in all its forms. A number of statutes have brought this duty into recent focus including:
Sex Discrimination Acts 1975, 1986, 2001
Gender Recognition Act 2004
Equal Pay Act 1970 and Amendment 2003
Disability Discrimination Act 1995 and Amendment (SENDA) 2001
Civil Partnership Act 2004
Race Relations Act 1976
Rehabilitation of Offenders Act 1974
Human Rights Act 1998
Equality Act 2006
Various Amendment Regulations and European legislation
Weston College not only recognises its duty to comply with legal responsibilities but welcomes the opportunity to build for the future of students, staff and all College users. At the same time, those users share the College's corporate responsibility to provide an environment in which Equality can thrive. In carrying out its strategy on Equality and Diversity, the College seeks, not only to comply with its Single Equality Duty, but also, to energize an ongoing process of improve -ment and review that will become embedded in every aspect and function.
Strategic Development
The College will fulfil its Equality Duty and move forward with its vision of Equality and Diversity through specific strategies, explained in the following pages:
Whole Organisation Approach
Weston College recognises that every procedure, practice, function and activity of the organisation can impact on Equality and that it is, therefore, inevitable that an effective policy requires the involvement of all College users including staff, students, visitors, governors and so on. The involvement of every individual within the organisational community is inherent to the College's approach and this individual participation provides a collective force which is evident at all levels.
The shared commitment strategy infuses all of the strategies mentioned below underpinning the aim of generating a positive and equal environment.
Sharing and celebrating good practice
Good practice with reference to Equality and Diversity is shared or celebrated in numerous ways across the College and within specialized areas, some of which are systematic and some are less formal but nonetheless valuable:
- Informal staff discussion
- Formal discussion in planning stages of a project
- Staff and Management Meetings
- Informal and formal discussions of the Governing Body
Integral to the Impact Assessment process discussed later - Dissemination from Equality and Diversity Committee
- Discussion following Teacher Observation and Staff Appraisal
- Self Assessment Reporting
- Team seminars and information exchanges
- Staff Training
- Newsletter
- Discussion and reporting between Partners
- Public Relations communications
- Presentation and award events for Staff and Students
- Learning from models of good practice external to the College
- Dissemination of models by the E and D Officer
Information Gathering, Participation and Consultation
An essential part of Weston College's strategy is the active involvement of representative staff, students and others in the formation of policy and strategy, and in the planning, monitoring and review of projects and procedures. Equality and Diversity feedback is encouraged from a broad spectrum of sources to inform planning, decision making and review. Information gathering can take a variety of forms:
- Complaints and compliments
- Informal comment
- Formal questionnaires
- Student Forums
- Staff Forum for Equality
- Advisory Boards
- Staff meetings
- Classroom feedback via teacher
- Oral feedback from other frontline staff e.g. Reception
- ‘Secret shopper' approach
- Consultation paper on specific issues
- Observation and Appraisal process
- Reports and discussion with partners e.g. Trades Union, Community venues, Local Authority, local employers, etc.
- Web comments and incoming email
- Statistical feedback, e.g. attendance, retention, diversity figures, etc.
- Community and Workplace feedback
Not only is unsolicited feedback welcomed, but there are consultative stages built in to screening, planning and review processes. Involvement and participation from a broad range of groups and individuals is encouraged. Owing to the importance of participation, the College seeks to reinforce the role of Student and Staff Forums within the College and Advisory Boards such as the LDD Advisory Board and the BME Forum.
Close advisory links and collaboration is maintained with a large number of external agencies and professionals that support and inform on E and D issues and the following list is not exclusive:
Education psychologists
Specialist Counsellors
Primary Care Trust
BME Forum
North Somerset Local Authority (Social Services and Education)
Connexions
MENCAP
DIAL
Workers Education Association
North Somerset Education and Training Consortium
Healthy Living Centre
National Authistic Society
RNIB
Woodspring Association for the Blind
Brandon Trust
North Somerset Partnership Board
North Somerset Employment Initiative Network
People First
Additional Learning Support Forum
LDD Advisory Board
Weston Hospital
South Ward Residents Association
Various local churches and religious centres
The Sanctuary Drug and Alcohol Abuse Centre
Equality South West
Learning and Skills Council
Somerset Racial Equality Council (SREC)
The Equality and Diversity Committee (E & D Committee)
An effective Equality and Diversity Committee is at the heart of a progressive system. Members are drawn from a wide range of college users which is diversely representative and includes staff, students, management and Governors with a particular interest in Equality issues. The responsibilities of the E & D Committee includes:
a) Holding a meeting not less than 3 times a year
b) Consulting with representative groups on relevant issues
c) Receiving and managing solicited and unsolicited feedback
d) Referring matters to Corporate and Senior Management teams as appropriate
e) Reporting to the Governing Body
f) Maintaining oversight of delegated tasks
g) Monitoring the progress of positive action programmes
h) Dealing with Impact Assessment judgments that have been referred
i) Ensuring appropriate communication of E & D matters across the college including sharing good practice
j) Keeping clear records
k) Liaising with the College's designated Equality and Diversity Officer
l) General oversight of policy, strategy and Action Plan progress
m) Delegating specific tasks to committee members as needed
It is consistent with good practice that some of the above responsibilities may be delegated to the Equality and Diversity Officer. It should also be noted that a representative of the Governors provides direct communication with the College's Governing body as does the College Principal with Corporate and Senior Management Teams.
Designated Equality and Diversity Officer
Weston College recognises the importance of designating a dedicated Equality and Diversity Officer with a co-ordinating role, reporting directly to Senior Management. Important functions will include liaison with the E & D Committee who may delegate tasks such as overseeing positive action programmes, sharing good practice, keeping consistent records and co-ordinating progress on the on Equality and Diversity Action Plan. The Officer will have a cross college role in pursuit of positive outcomes with regard to Strategic Development.
Impact Assessment
A series of documents detail the ongoing process of Impact Assessment which is embedded across the organisation into every aspect of College life.
The process assesses the impact of existing and proposed policies in relation to their consequences for equality. The term ‘policies' refers not to the formal sense, but to the broad sense, including the full range of policies, procedures, functions, activities and decisions at Weston College.
Key points on Equality Impact Assessment include:
- Any users of the college may be involved in impact assessment.
- It includes looking for opportunities for positive impact that may have been missed or could have been better exploited
- It includes detecting examples of negative impact or potential adverse impact that could be addressed
- As a matter of course, these assessments will give rise to positive changes in service delivery, employment and the College environment
- Accurate recording is essential for analysis and evidential purposes.
- A mainstreaming of the process is highly desirable as a medium term objective and is part of the whole organisation approach
- Impact Assessment relates to day to day decision making as well as significant policy decisions and includes the full range of functions.
Needless to say, the process of impact assessment should not be viewed as an end in itself but a means of achieving improvements and therefore, in many cases action taken will be monitored and reviewed as part of the process.
The following stages of the process should not be seen as rigid but as a systematic way of achieving positive outcomes for staff, students, visitors and anyone potentially linked to Weston College:
Stage 1 - Feedback and Information Gathering
Stage 2 - Assessing the Impact and making a judgment
Stage 3 - Taking Action
Stage 4 - Follow up and Review
Appropriate Staff Training, will assist where necessary in raising awareness of the issues and ensuring that the process is systematic and effective.
Staff Training Initiatives
Underpinning a whole range of diverse strategies promoting Equality and Diversity at Weston College, is a staff training programme to provide information, motivation, inspiration and awareness.
Positive Action Programmes e.g. EDIMs
Equality and Diversity Impact Measures (EDIMS) are a key example of how specific initiatives can address issues of disadvantage and under-representation. Weston College undertakes to initiate at least 3 Positive Action Programmes during 2008 which seek to focus on situations where there is an imbalance in gender, age, race or ethnicity, faith or belief or for people with disabilities.
Partnership and Procurement - Policy Consistency
The college seeks consistency of policy with its partners including suppliers, venue and service providers, partnership organisations and so on. Initiatives in the workplace and school links should be based on a mutual understanding of shared interest in promoting Equality and Diversity.
Equality and Diversity Impact Measures designed in partnership are an example of how positive action can move the agenda forward for Equality and Diversity.
Systematic record keeping
Keeping records of Equality and Diversity matters in a systematic and co-ordinated way is facilitated by a designated officer with responsibility not only for consistency in keeping evidence, but also for ensuring a process which allows analysis and review. Training and efficient administration support this strategy.
Curriculum development
Weston College has a clear policy to offer a curriculum which is inclusive and to create a learning environment which promotes equality. In course design and class planning, for instance, staff should avoid giving undue precedence to material of an unrepresentative nature.
The College will continue to offer specialized courses to a high standard for students with Learning Difficulties and Disabilities as well as appropriate access to courses across the College. An appreciation of the importance of Learning support systems and a clear understanding of what support is available is a continual process.
Excellence in Additional Learning Support
An effective learning support system is particularly important to students with disabilities and the College recognises the importance of maintaining excellence in managing and delivering this service which will continue to have a positive effect across the College.
Policy Screening and Scrutiny
Within the framework of Impact Assessment, an initial screening of existing policy has been taking place as part of the whole organisation approach. As an ongoing process towards the mainstreaming of Equality and Diversity, scrutiny of future plans and policy by senior managers will ensure that full consideration is given to Equality and Diversity implications. Weston College supports the view that screening for E & D should become an inherent part of the decision making process at all levels.
Line Management Role
Weston College's strategy requires active participation of staff at all levels. Line managers, therefore, play an important part. Assessing the impact and making a subsequent judgment with regard to planning and implementation involves staff at all levels and in many instances, line managers will be a vehicle for decision making and consultation.
Sharing good practice with regard to E & D within a department or faculty is the responsibility of Line Managers but it is also vital that cross departmental communication is effective so that the whole organisation can benefit from individual experience and success.
Staff Appraisal and Teacher Observation will assist in communication and feedback. In addition to one to one communications, both formal and informal, meetings will also play an important part in raising relevant issues.
Widening Participation
Widening participation has always been and will continue to be important to the College. This principle applies to staff recruitment as well as the offer of learning at the college's main sites and extensively, in the community and workplace. The focus of Positive Action Programmes will target specific inequities and promote diversity generally.
Action Plan and Ongoing Review
Weston College considers Review and Follow up at all levels to be essential for an evolving Policy and improving systems. Review of individual Impact Assessment judgments and action taken, screening and review of policy and continual feedback processes are a few examples of how an embedded system underpinning Equality and Diversity within the College maintains ‘Review and Follow up' on the Agenda at all levels. In addition, Middle and Senior management reports provide the basis of the Self Assessment Report which specifically includes comment and Action Planning on Equality and Diversity matters.
Importantly, the Single Equality Action Plan 2008-2011 is a separate accompanying document that provides a tool for the monitor and review of Strategic Development. The following characteristics of the Action plan ensure that systematic development will take place with staged goals and measurable achievements:
Endorsement by Senior and Corporate Management Teams
Time frames for progress
Clearly defined outcomes
Nominated management responsibilities
Annual Progress Report
Mainstreaming Equality and Diversity
It is important to Weston College's vision that Equality and Diversity are mainstream to college life and are not seen as a separate addition to specific functions and procedures or as a one-off project. The above collective strategy will put Equality at the heart of every aspect of policy, procedure, function and activity and effectively ensure that the whole organisation is moving forward to the benefit of all its users.
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