ࡱ> NPGHO @ \bjbj)) KzKzT---8-.\j.(/@\/\/\/167h$'Ryp>9<:0"1<:<:>\/\/w<<<<:\/\/<<:<<&ξ\/. P=Ӟ-:B~d$0$<P8h{8J<8<9;888>>$< Policy on Equal Opportunities in Employment 1. POLICY STATEMENT It is the policy of EMIN to maintain the highest standards in equality of opportunity in employment and to ensure a working environment that values diversity. Therefore, EMIN will strive to promote equal opportunities for all staff, promote diversity and good relations between people of different groups. EMIN aims to ensure that: no person is discriminated against by reason of their race, colour, ethnic or natural origin, nationality, religion or belief, gender, marital status, sexual orientation, age, hours of work, disability or trade union membership/non membership all decisions taken in respect of recruitment, selection, promotion and training are taken having regard only to the criteria or the training proposed. All members of staff who are responsible for employment related matters, such as: - recruitment - selection - appraisal - promotion - pay determination - training and development - discipline - grievance handling - communications -allocation of work will be made aware of and receive training about this Policy and will be expected to act accordingly in the course of their duties. EMIN is committed to identifying and implementing the developments of policy and practice which will achieve equality of opportunity throughout EMIN to the benefit of the institution, its employees and the communities of which it is a part. 2. SCOPE OF POLICY This Policy applies to all staff including all employees and those with a contract to provide services to EMIN. A separate section  HYPERLINK "http://intranet.dmu.ac.uk/policy_development_information_team/dmu/How_do_we_do_it/policy_on_equality_of_opportunit.htm" \l "14. DISABILITY POLICY AND CODE OF PRACTICE#14. DISABILITY POLICY AND CODE OF PRACTICE" (see section14) has been included in this Policy to emphasise EMINs commitment to its responsibility under the Disability Discrimination Act 1995. 3. OBJECTIVES OF THE POLICY This Policy indicates EMINs commitment to equal opportunities and its aims are: To ensure that all existing and potential employees are fairly treated and appropriately supported by EMIN To promote equality of opportunity for all staff and eliminate discrimination To encourage diversity To promote good race relations between people from different racial groups To provide encouragement and guidance to managers and those who are responsible for implementing the Policy. To provide a framework against which to monitor and assess EMINs performancein meeting the objectives. 4. THE LEGISLATIVE OBLIGATIONS The Policy on Equality of Opportunity in Employment has been developed within the framework of existing legislation, codes of practice and pending legislation in respect of sexual orientation, religion, belief and age. The codes of practice provide practical guidance on how to promote equality of opportunity in the workplace. The relevant Acts are: Sex Discrimination Act 1975 (as amended by the SDA 1986) Equal Pay Act 1970 (as amended by the EPA 1983). Race Relations Act 1976 (as amended by the RRAA 2000). Disability Discrimination Act 1995. Employment Act 1990. Rehabilitation of Offenders Act 1974. The Protection from Harassment Act 1997 Human Rights Act 1998 Employment Rights Act 1996 Employment Relations Act 1999 The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000. The Codes of Practice are: Code of Practice for Elimination of Racial Discrimination and Promotion of Equality of Opportunity in Employment - Commission for Racial Equality. Code of Practice - Equal Opportunities Commission. Code of Practice on the Disability Discrimination Act 1995. Code of Practice for the Elimination of Racial Discrimination in Education. Code of Practice on Age Discrimination Statutory Code of Practice on the duty to promote race equality A guide for institutionsoffurther and higher education. COMMUNICATION OF POLICY In order to ensure the effective implementation of the Policy, EMIN will take the following steps to ensure that all employees are aware of the Policy and their responsibilities under it. The Finance and Operations Manager will arrange for the Policy document to be distributed to all employees. Line managers will also be required to draw the attention of new members of staff in their department to the Policy during departmental induction. The Finance and Operations Manager will ensure that documents providing information to staffandother EMIN policies and procedures which are relevant to decision-making processes include a statement on EMINs commitment to promoting equal opportunities for staff. The Finance and Operations Manager will arrange for the Policy to be circulated to the directors so that they are aware of their responsibilities under the Policy. 6.MANAGERIAL RESPONSIBILITY The overall responsibility for the implementation of the Policy resides with the directors. It is the responsibility of employees with managerial responsibility to ensure that members of staff in their work area are aware of the Policy and understand their role in its implementation. The Finance and Operations Manager has special responsibility for the provision of appropriate policies, procedures and processes to support the effective implementation of this Policy. INDIVIDUAL RESPONSIBILITY All employees of EMIN have a contractual obligation to abide by the Policy. As a result, employees are required to: promote equality of opportunity and avoid discrimination. not induce or attempt to induce the practice of discrimination. draw the attention of management to alleged unlawful discriminatory acts or practices. not victimise or attempt to victimise individuals on the grounds that they have madecomplaints or provided information about discrimination. not harass, abuse or intimidate others. apply this Policy and principles in all areas of their work at EMIN. 8. DEFINITION OF TERMS The definition of terms under this Policy are as follows: Direct discrimination results from treating a person less favourably than others would be treated by reason of their race, colour, ethnic or natural origin, nationality, religion orbelief,gender, marital status, sexual orientation, age, hours of work, disability or trade union membership/non membership. Indirect discrimination consists of applying a requirement or condition which, althoughapplied equally to all persons, is such that a considerably smaller proportion of a particulargroup can comply with it than others, and it cannot be shown to be justifiable irrespective ofthe race, colour, ethnic or natural origin, nationality, religion or belief, gender, marital status, sexual orientation, age, hours of work, disability or trade union membership/non membership of the person to whom it is applied. Victimisation occurs if a person is given less favourable treatment than others because that person has brought discrimination proceedings or given evidence in connection with such proceedings either under this Policy or under the relevant legislation. Harassment is defined as any behaviour directed at an individual or group, that is found to be offensive or unacceptable to the recipient or that might threaten an employees job/ work security or create an intimidating environment for work or study. Examples of discriminatory practices are given in  HYPERLINK "http://intranet.dmu.ac.uk/policy_development_information_team/dmu/How_do_we_do_it/policy_on_equality_of_opportunit.htm" \l "APPENDIX 1#APPENDIX 1" Appendix 1.  9. IMPLEMENTATION OF THE POLICY 9.1 Recruitment and Selection The advertising, recruitment and selection of staff to posts should be carried out in accordance with the procedure covering the Recruitment and Selection of Staff (P1-PR6). All vacancy advertisements should include a short statement on equal opportunities to showEMINs commitment to fairness to applicants. In addition, the application packs sent to applicants should contain EMINs Policy statement. Where under-representation of a particular group has been identified, efforts will be made toattract applications from members of the under-represented group, for example by placingadvertisements in publications aimed at that group. Criteria which are not relevant or which cannot be justified should not be used. Selectioncriteria such as tests, appearance and qualifications must not be used where theydiscriminate against anyone on grounds of race, sexual orientation, gender, sex, marital status, disability or trade union membership/non-membership, unless these criteria can be shown in law to be justifiable as a necessary requirement of the job. Any psychometric employment tests to be used must have been equality proofed. Employees must be selected and appointed on the basis of the criteria specified for thepost. It is the responsibility of the recruiting managers to ensure that members of theirstaff who take part in selection/ interview panels receive training in equal opportunities and the recruitment and selection process so that they have the skills and are familiar with the procedures to be followed. Managers are also advised to ensure that the composition of the interview panel reflects diversity. 9.2 Pay determination EMIN believes that as part of the principle of equal opportunities, all employees should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value. It also recognises that the right to equal pay between men and women, is a fundamental principle of the European Community law and UK legislation (Equal Pay Act 1970 as amended by EPA 1983). Consequently, it is in the interest of EMIN and good employment practice that pay is awarded fairly and equitably. To achieve equal pay for employees doing equal work, EMIN will operate a pay system which is transparent, based on objective criteria and free from bias on the grounds of gender, race, disability or other irrelevant criteria. For EMIN to put its commitment to equal pay into practice, it will undertake the following: Examine existing and future pay practices for all employees including those in non-standard employment and those who are absent on pregnancy or maternity leave. Carry out regular monitoring of pay and its impact onemployment practices and make theresults of such monitoring publicly available. Inform employees of how these practices work and how their own pay is arrived at. Provide training and guidance for managers and supervisory staff involved in decisions about pay and benefits. Through the above action EMIN will avoid unfair discrimination, reward fairly the skills, experience and potential of all employees thereby increase efficiency, productivity and competitiveness and enhance EMINs reputation and image. 9.3 Training Opportunities All employees will have equal access to training and development opportunities regardless of their gender, nationality, ethnic origin or disability. 9.4 Promotion and Career Progression Promotion and career progression should be made on the grounds of merit and performance. Employees should be considered for promotion according to their abilities and the criteria for promotion. 9.5Teaching Activities The principles contained in this Policy are equally applicable to teaching activities and responsibilities. 9.6Other employment related matters The attention of managers and employees is drawn to other instances where discrimination can occur. These instances include: Dismissal Disciplinary proceedings Grievances Redundancies Rules and regulations, Communications Granting of leave Managers are advised to follow EMINs policies and procedures in these instances to ensure that their staff are treated fairly and consistently. Anyone involved in selection, disciplinary or grievance procedures should ensure they are familiar with the relevant policy and procedure. 9.7 External Organisations Contractors, particularly those who employ staff to work on EMINs premises and other external organisations working in partnership with EMIN should be informed of EMINs policy on equal opportunities and should be required to abide by it. 10. ACTION FOR NON-COMPLIANCE EMIN has a duty to comply with legislative requirements therefore, all employees must abide by this Policy. If the Policy is not followed or where it is found that an employees action(s) amounts to deliberate discrimination, whether direct or indirect, harassment or victimisation, this will be investigated and dealt with under EMINs Disciplinary and Grievance Procedure (P1-PR3). Sufficiently serious acts may be considered as gross misconduct and this will be dealt with as appropriate under the disciplinary procedure. 11. TRAINING AND DEVELOPMENT The Finance and Operations Manager will arrange and/or provide all employees with the training required to implement this Policy prior to the start of the academic year so that this can be built into EMIN wide training and development plan. 12. DISABILITY POLICY AND CODE OF PRACTICE EMIN recognises its obligations under the Disability Discrimination Act 1995 and it is the policy of EMIN that people with disabilities should not suffer unlawful discrimination. Definition of Disability A person has a disability for the purpose of the Act if he/she has a physical or mental impairment which has a substantial and long term adverse affect on his/her ability to carry out normal day to day activities. For the purpose of this Policy, a disabled person means a person who has a disability within the terms of the Act. The Act also requires that people with past disabilities may continue to be treated as though they had a disability if their condition is likely to reoccur. As part of its commitment to equality of opportunity, EMIN will seek to ensure that the practices described below are reflected in associated policies and procedures so that members of staff are aware of their responsibilities and take action accordingly. 12.1 Recruitment The needs of applicants with disabilities will be taken into account during the recruitment and selection process, making any necessary reasonable adjustments so that they are not disadvantaged compared with other candidates. This will include making the application and other information available in other formats (e.g. large print, audiotape, CD) if requested by the applicant. Also, if required, assistance will be given to the applicant to complete the application form. Applicants with disabilities who meet the essential criteria will be guaranteed an interview and considered on their abilities. Decisions on appointment will be based on the merit and the suitability of applicants to the post. 12.2 Promotion opportunities Employees with disabilities will be considered for promotion according to their aptitudes, abilities and qualifications. 12.3 Assistance for employees with disability Assistance will be provided to any employee who has or develops a disability during their employment with EMIN. Reasonable adjustments will be made to enable them to continue in the post or take alternative employment at EMIN. The reasonable adjustments that may be considered by EMIN will include: Transfer to existing vacancy Alteration to working hours Reallocation of duties Adjustments to premises Leave of absence for rehabilitation, assessment or treatment Arranging training for the individual employee Acquiring or modifying equipment. Code of Practice on disability Employees with line management responsibility must avoid discrimination in the areas of: - Recruitment and selection - Training - Career development and progression - Medical retirement - Redundancy All employees have a responsibility to avoid and to challenge the harassment orvictimisation of people with disabilities. Line managers should consult with employees with disabilities to ensure that whereverpossible, employment practices recognise and meet their needs. Line managers should take steps to ensure that employees with disabilities have the sameopportunity as other members of staff to develop their full potential within EMIN and that the working environment does not prevent them from taking up positions for which they are suitably qualified. Employees will be given training to raise awareness of disability throughout EMIN particularly those involved in the recruitment and selection process and health and safety procedures. EMIN will continue to monitor its progress in employing people with disabilities. Monitoring will be carried out as derailed in Section 13 of this Policy. 13. REVIEW OF POLICY DOCUMENT AND PRACTICE EMIN sees the development, implementation and the maintenance of the Policy on Equality of Opportunity in Employment as an ongoing process therefore, this Policy will be reviewed annually. This is to ensure that EMIN continues to meet its legislative requirements and to ensure good employment practices. Prior to the review, EMIN will request comments and suggestions from all employees, on how the Policy and related practices can be further improved. The comments/ suggestions received will be carefully considered. Thereafter, the Policy will be revised as appropriate and in line with legislation. The final draft will be presented to the directors for approval. The approved Policy will be communicated to all employees as explained in Section 5 of this document. APPENDIX 1 Examples of Discrimination, Victimisation and Harassment The following are examples to assist you in understanding the definitions of various aspects of discrimination and meeting your responsibilities in respect of EMINs Policy on Equality of Opportunity in Employment. Many of the examples given could apply under more than one aspect of discrimination under various elements of employment legislation.A. Direct Discrimination Advertising for a female manager and making it clear in the advertisement that applications from men will not be considered (unless the post is subject to a Genuine Occupational Qualification). Refusing to appoint a candidate because of their disability without giving consideration tomaking reasonable adjustments to the workplace or the role/duties. Omitting a colleague from training/development or promotion opportunities because of their race or ethnic origin. The line manager displaying inconsistent treatment or behaviour towards their staff on employment matters (e.g. failing to treat complaints made by a member of staff from ethnic minority seriously). Offering a lower rate of pay/terms and conditions of employment to a new appointee on the grounds of their gender compared with another new appointee of the opposite sex who has been employed to do similar work without any justification. Sexual harassment may also amount to direct sex discrimination when a colleague is subjected to ill-treatment which is of a sexual nature (e.g. making suggestive remarks, unnecessary and unwanted attention, advances or physical contact). B. Indirect Discrimination Requesting a specific skill or competence in a job advertisement which cannot be met by certain groups and which may not on examination, be entirely essential to fulfil the role. Arranging meetings (i.e. departmental, communication briefings) when certain groups of staff will not be able to attend on a regular basis. Imposing restrictive location or working hours requirements which, on further examination may prove not to be entirely essential for the role. C. Victimisation Victimisation may occur when a member of staff has taken action under the Sex Discrimination Act, Disability Discrimination Act or the Race Relations Act and as a result of having made such a claim is treated less favourably. Examples of victimisation might be when the member of staff is excluded from day to day processes such as meetings, memos, essential communications, staff development opportunities and promotion, or in extreme circumstances excluded from the day to day social aspects of the working environment, what is commonly described as being "sent to Coventry". D. Harassment (includes bullying) Action by the line manager in deliberately setting-up a member of staff for failure with impossible workloads and deadlines. Removing responsibility or status without any reasonable justification (i.e. that the member of staff is being taken through a developmental programme or there are capability issues being addressed). Making suggestive and unwelcome sexual comments, jokes or remarks either directly to a colleague or to others in their presence. Racial name-calling, ridicule for cultural differences, racist jokes being aired either directly to a colleague or within their presence. Making unwelcome comments regarding the personal attributes of a disabled colleague,including refusing to work alongside a person with a disability. Reducing a colleague's effectiveness by withholding important information which they needto carry out their duties. Transmitting or displaying offensive statements or drawings or photographs to a colleaguevia electronic or other means. Making derogatory remarks and/or religious jokes directly to a colleague about their religion and in the presence of others. Intrusion into a person's life by pestering, spying or stalking them. Persistently pressurising a person to become involved in anti-social or criminal behaviour. PAGE  PAGE   PAGE 8   1467ABEHIKLQRTVZ\hvwº}}}m}`Uh. hQCJ^Jhvs5CJ\^JaJhhQ5CJ\^JaJhh[5CJ\^JaJhh|5CJ\^JaJh. 5CJ\^JaJh. CJ^Jh/CJ^JhO;CJ^Jh*ZCJ^JhDCJ^JhCJ^Jhm =CJ^JhiuCJ^Jh kh. jh. 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