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DUNSTABLE COLLEGE CORPORATION

EQUAL OPPORTUNITIES POLICY

1 Policy Statement
The College seeks to employ a workforce, which reflects the diverse community at large, because we value the individual contributions of all people. We will treat all employees with respect and dignity and provide a working environment free from unlawful discrimination, harassment or victimisation. To this end, within the framework of the law and best personnel practice, we are committed, wherever practicable, to achieving and maintaining a workforce, which broadly reflects the local community.

The College will not tolerate any form of behaviour or activity that discriminates on the grounds of gender, sexual orientation, ethnicity, religious belief, disability or age.

No employee or job applicant should be disadvantaged or treated less favourably because of conditions or requirements which cannot be justified and the College will seek to make reasonable adjustments to its arrangements and premises with a view to avoiding any disadvantages for disabled people. Action will be taken to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, pay, training, promotion and career management and on the termination of employment are based solely on objective and job related criteria.

2 Action to Implement Policy
The College Equal Opportunities Committee comprises representatives of all internal stakeholders to monitor the operation of the Equal Opportunities Policy against set targets and objectives contained in the Equal Opportunities action plan.

3 Responsibilities
All employees have personal responsibility for the practical application of the policy, which extends to the treatment of employees, colleagues and students and through our contractual agreements with contractors. The Principal & Chief Executive has overall responsibility for the operation of this policy.

The Personnel Manager will be responsible for ensuring that fair and adequate arrangements exist for both effectively handling and recording all aspects of the employment relationship, including recruitment and selection. Monitoring feedback and information will be regularly provided to the Equal Opportunities Committee for consideration.

All managers have responsibility to ensure the policy is carried through effectively, by ensuring employees under their direction, understand and implement the policy. They should ensure that all employees feel free to report any instances of discrimination. They should also ensure that all allegations are investigated in line with the procedure with the assistance of the personnel department. Managers will be responsible to the Chief Executive for these activities.

Disciplinary action will be taken against any employee who breaches or fails to comply with these requirements.

4 Training
The responsibilities in relation to equal opportunities will be positively incorporated into training at all levels and a regular feature of the staff development programme for both staff and governors

The policy will be made available to all employees.

New employees and governors will receive guidance on Equal Opportunities policies and procedures during their induction.

All job applicants shall receive an equal opportunities statement with the job information package.

The College will examine and review existing procedures for recruitment, selection, promotion and training.

5 Monitoring
The effectiveness of the employment policies and practices of the College will be monitored by quantitative and qualitative analysis. In particular, records of the gender, marital status, age, nationality, ethnic origin and disablement of employees and job applicants should be kept. Any monitoring will be in compliance with the Data Protection Act 1984.

A summary of the quantitative analysis will be presented to the Equal Opportunities Committee on an annual basis.

If the monitoring process indicates possible areas where discrimination, harassment, victimisation may be occurring appropriate action will be taken.

If under representation of certain groups occurs then in the first instance an investigation will be undertaken to identify the causes. Where necessary, positive action such as training employees and managers, encouraging applications, or introducing more flexible working practices may be considered.

Appendix 1: Statement on Race (available on request)

Appendix 2: Disability Statement (available on request)