Equality, diversity and inclusion statement and policy

1. Equality, diversity and inclusion statement

1.1 The University of West London is committed to providing and supporting an inclusive environment that promotes equality, diversity and inclusion. We are proud of our diverse community where all can reach their full potential and flourish whatever their background.

1.2 We are committed to providing an environment where all students, staff, governors, visitors, contractors and stakeholders are welcomed and treated with respect regardless of their disability, ethnicity, gender, gender identity, religion, sexual orientation or social background.

1.3 The University takes discrimination and harassment seriously and is committed to tackling this where it occurs. No one should experience less favourable treatment, discrimination or harassment because of their age, disability, gender identity or reassignment, marital or civil partnership status, being pregnant or recently becoming a parent, race, religion or beliefs, sex or sexual orientation.

1.4 We believe that socio-economic background also plays an important role in access to education and employment and we are committed to ensuring that social class does not affect student outcomes or a member of staff’s employment where possible.

1.5 The University recognises that members of staff and students may have a range of aspirations and goals and wishes to provide a positive working and learning environment for all. It also recognises that students and staff members have different needs and that these may be shaped by their family and/ or any caring responsibilities. All staff and students should have equal access to the full range of institutional facilities and adjustments to working and learning practices are considered, wherever appropriate, in order to accommodate a more diverse University community.

2. Scope of the policy

2.1 This policy applies to all staff, governors, students and visitors to the University.

2.2 The policy should be read in conjunction with the dignity at work policy, the student code of conduct, dealing with unacceptable behaviour guidance, gender identity policy and staff and student disciplinary procedures.

3. The University’s responsibilities

3.1 The University is subject to the Public Sector Equality Duty and Specific Duty under the Equality Act 2010. The Public Sector Equality Duty requires the University to have due regard to the need to:

• eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act;
• advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it;
• foster good relations between people who share a relevant protected characteristic and people who do not share it.

3.2 These responsibilities apply to the Protected Characteristics outlined in 1.3 above.

3.3 Equality, diversity and inclusion are integral to policy formulation, implementation and planning decisions. In order to fulfil our public sector duties under current legislation, impact assessments and monitoring will be undertaken where appropriate.

3.4 The University also has a duty to ensure that course design and the curriculum are also inclusive and that there is access to appropriate education for all sectors of the community.

4. Responsibility for equality and diversity

4.1 The Board of Governors has overall responsibility for the effective implementation and compliance with the Equality Act (2010).

4.2 The Vice Chancellor and the Vice Chancellor’s Executive are responsible for ensuring an inclusive culture which fosters equality and diversity for all staff, students, governors and visitors who should:

• treat others with respect at all times, and promote an environment free from bullying and harassment;
• actively discourage and challenge, discriminatory behaviours or practices
• participate in training and learning opportunities that would enable them to adopt best practice.

4.3 The University Secretary is responsible for the overall implementation of the Public Sector Equality Duty and ensuring the University abides by its legal responsibilities, that any new or updated policies and procedures are analysed for any adverse impact they might have on equality, diversity and inclusion, and take any necessary action to mitigate this.

4.4 The Equality, Diversity and Inclusion Advisory Group, chaired by the University Secretary, is responsible for:

• 4.4.1 Advising on the compliance with the Equality Act 2010;
• 4.4.2 Promoting the delivery of equality objectives across the University;
• 4.4.3 Updating the Academic Board and the Board of Governors on equality issues and compliance.

The Group will advise the University on the development of a range of equality objectives for both students and staff. The Group will monitor the implementation of these objectives by means of an action plan. It will also publish equality data annually.

4.5 Managers are responsible for ensuring that the activities of their school or department are in keeping with this statement. All managers must lead by example by demonstrating and instilling the standards of behaviour required by the University. They must ensure that those they manage adhere to the University’s policies and promote our aims and objectives with regard to inclusion, equality and diversity. Managers will be given appropriate training on equality and diversity awareness and recruitment and selection best practice.

4.6 The Director of Human Resources and Organisational Development, in conjunction with the University Secretary, is responsible for ensuring that there is an appropriate policy framework to support equality, diversity and inclusion, that training is available and that recruitment and selection procedures promote and demonstrate the University’s commitment to inclusion, equality and diversity.

4.7 The Heads of Communications and Marketing, Registry Services, Academic Registry and Student Services are responsible for ensuring that procedures for the recruitment, enrolment, support and awards for students promote and demonstrate the University’s commitment to inclusion, equality and diversity.

4.8 The Head of Communications and Marketing is responsible for the promotion of the use of inclusive language and imagery to avoid the use of words or phrases which are discriminatory or exclusive in all University publications and correspondence.

4.9 The Heads of Schools, the Director of Academic Quality and Standards, the Head of the Centre for the Enhancement of Learning and Teaching (CELT), the Director of Library Services and are responsible for ensuring that academic development is inclusive and that policies for academic support take account of the diversity of the University’s students.

4.10 All members of staff, governors and students have a personal responsibility to ensure that their actions, including any activity on social media, are in line with this statement and to treat all members of the University community with respect and dignity. All staff and governors are responsible for ensuring that they undertake training appropriate to their role to enable them to support the University’s equality and diversity policies.

4.11 Students are responsible for upholding the principles of this policy and contributing to a safe and inclusive environment that celebrates diversity and respect.

5. Breach of the policy

5.1 The University takes any breaches of this policy by staff, students contractors or visitors very seriously. Any instances of non-adherence will be investigated with the intent of resolving matters. Where appropriate, such instances may be considered under the relevant disciplinary policy and procedures.

5.2 Where appropriate, all student and staff complaints about breaches of the policy should be raised at a local level in the first instance, with a view to informal and timely resolution. If such attempts to resolve complaints are not successful, or are inappropriate due to the nature of the breach of the policy, then:

• enrolled students who believe there has been a breach of the policy in relation to the provision of a service or facility provided by the University may raise this through the student complaints procedure;
• enrolled students who have been harassed or treated inappropriately should raise the issue under the guidelines for dealing with unacceptable behaviour;
• students who believe there has been a breach of the policy within the academic process, may access the academic appeals procedure;
• employees who believe there has been a breach of this policy may raise this through the dignity at work policy and procedure.

5.3 Where students have breached the student code of conduct this will be investigated under the student disciplinary procedures. Where staff have breached the dignity at work policy, this will be dealt with through staff disciplinary procedures.

5.4 Support is available from the Students’ Union Advice Team for students who consider that they have not had access to appropriate services or have been the subject of inappropriate decisions or behaviour. For staff, advice and guidance is available from their manager or the HR team.

5.5 Any governor, visitor or service user, other than students, who believes there has been a breach of this policy may complain in writing to the  University Secretary, who will ensure that the matter is dealt with appropriately.