Equal Opportunities Statement

St Ives Adult Learning and Skills recognises that groups and individuals have been, and continue to be, discriminated against on the basis of gender, marital status, class, colour, race, nationality or ethnic origin. We are committed to counteracting this by the promotion of Equal Opportunities in its activities, procedures and employment practice.

1. The primary purpose in producing this policy is to seek to ensure that no user, member, employee or job applicant receives less favourable treatment on the grounds of gender, marital status, class, colour, race, nationality or ethnic origin. We are further committed to ensuring that no person should suffer disadvantage by reason of their different physical or mental abilities, age, religion, political belief or sexual orientation. In the particular case of job applicants that undertaking is subject to the proviso that the person has the necessary attributes to do the job. In some circumstances it is wasteful of resources and time to recruit for short term posts or insubstantial jobs (less than six hours work per week). Whilst we will, therefore, from time to time appoint people by invitation it will comply with the spirit of this document and any aggrieved party will have the right to appeal to the Student Welfare and Community Committee.

2. We will keep criteria and procedures under review to ensure that individuals are treated on the basis of their relevant merits and abilities. The Student Welfare and Community Committee will monitor the implementation of this policy.

3. We are committed to a programme of positive action to make this policy fully effective.

4. It is the duty of all employees to accept their personal responsibility for the practical application of the policy but at the same time we acknowledge that specific responsibilities fall upon management, supervisory staff and individuals professionally involved in running and organising Adult Learning and Skills activities, recruitment and employee administration.

5. If an employee or a user of the Adult Learning and Skills facilities is either discriminated against or is discriminating against others then the matter should be reported to the Adult Learning and Skills Co-ordinator or to the Student Welfare and Community Committee. That Committee will initiate any necessary action within its power to stop that discrimination from continuing. Action may include outright dismissal of staff, recommendations for dismissal of staff and refusal to allow groups or individuals to use buildings or facilities.
Definitions

This list is not definitive or exclusive. The intention is to highlight possible areas of discrimination and to enable the Committee within its monitoring function, to make consistent decisions where other forms of discrimination occur.

1. Direct Discrimination occurs when a person is treated less favourably than others in similar circumstances on the grounds of race, colour, national or ethnic origin, sex, sexual status, marital status, sexuality, ‘disability’, class, age, political or religious belief.

2. Indirect Discrimination occurs when a condition or requirement is imposed which adversely affects one particular group considerably more than another and which cannot be justified in the terms of the activity or job.

3. Racial Discrimination occurs when a person receives less favourable treatment than others in similar circumstances on the grounds of colour, race, nationality (including citizenship), ethnic or national origin.

4. Sex Discrimination occurs when a woman receives less favourable treatment than a man in similar circumstances, or vice versa. Sex discrimination may also occur when a trans-gendered individual receives less favourable treatment than he or she did formerly or in relation to a man or woman in similar circumstances. This includes the recognition that employment practices for both men and women must have regard to the demands of child care and the care of other dependants.

5. Sexuality Discrimination occurs when a person receives less favourable treatment than others in similar circumstances on the grounds of being bisexual, lesbian or a gay man.

6. Disability Discrimination occurs when a person receives less favourable treatment than others in similar circumstances on account of physical or mental differences or illness. A disabled applicant should not be disbarred on the grounds of restricted access or inadequate equipment where, with reasonable efforts and expenditure, the problems could be resolved.

7. Harassment is defined as repeated, unreciprocated and/or unwelcome comments, looks, (e.g. leers and sneers), actions, suggestions or physical contact that could be found objectionable or offensive and that might threaten an employee’s job security or create an intimidating environment. Harassment is particularly liable to occur as part of sexual or racial discrimination.

8. Victimisation occurs when a person is treated less favourably than others are treated or would be treated in similar circumstances, because that person has brought or intends to bring proceedings in relation to equal opportunities legislation, or has given evidence or intends to give evidence in proceedings related to equal opportunities legislation.