Policies
Equality & Diversity Policy Statement and Code of Practice
The Primary Catholic Partnership is a Catholic institution with a mission to provide high- quality academic and professional higher education within a collegial ethos inspired and sustained by Christian Values. The promotion of equality and diversity is an important part of this mission, in line with the teachings of the Catholic Church.
Equality and Diversity Policy Statement
In undertaking its commitment to equality and diversity the Primary Catholic Partnership will:
• Promote equality and prevent and eliminate discrimination for staff and trainees on the grounds of age, disability, gender, marital status, race, sexual orientation, religious belief, social or national origin in a proactive manner;
• Promote disability, gender and racial equality in line with our duties under the law and our belief in the virtue of tolerance and diversity;
• Foster an environment in which all staff and trainees can realise their full potential through the development of their skills and abilities, regardless of their background;
• Ensure that all trainees, staff, applicants to the Primary Catholic Partnership are treated with respect and dignity and receive fair and equal treatment in all aspects of their applications, employment or learning;
• Ensure that staff comply with the Primary Catholic Partnership’s policies and procedures through the provision of appropriate training
Overall responsibility for the Policy and Code of Practice lies with the Partnership Board. Leadership for the implementation of the policy comes from the Programme Director.
All staff, trainees and visitors are expected to act within the remit of the policy and to take responsibility for its successful implementation.
The Policy should be read in conjunction with the Primary Catholic Partnership Mission Statement and the Equality and Diversity Code of Practice.
Equality and Diversity Code of Practice
1. Responsibility for implementation of Code of Practice
The Partnership Board will be responsible for:
• Ensuring all members of the Partnership are aware of their legal responsibilities under equality legislation and receiving and discussing regular equality reports on progress and performance
• Ensuring that publicity, marketing and communication undertaken respects the Equality and Diversity Policy Statement.
• Ensuring equality and diversity are embedded within Primary Catholic Partnership strategies for teaching and learning and research where appropriate.
• Allocating appropriate responsibilities and resources to ensure the implementation of the policy.
• Monitoring the implementation of the policy and action plans to ensure their effective implementation.
The Administration & Human Resources Committee will be responsible for:
• Ensuring that central procedures relating to recruitment, appointment, promotion and staff development promote equality of opportunity;
• Provision of relevant equality and diversity training to Primary Catholic Partnership employees.
• Monitoring the achievement of equality targets
• Working with other committees to allocate appropriate resources.
The Programme Director has overall responsibility for the implementation of the Code of Practice and ensuring that.
• All staff follow the policy and code of practice,
• All policies and procedures within their remit are impact assessed and monitored to ensure that they are promoting equality and are not discriminatory;
• Staff are appropriately trained to ensure the delivery of equality.
The Administrator will be responsible for:
• Ensuring that all central procedures relating to the admission of trainees promote equality and diversity;
• Monitoring the diversity of the trainee population;
• Monitoring the progress of trainees to ensure no direct or indirect discrimination takes place.
Admin and Human Resources committee will develop and oversee the application of the equality and diversity policy, including the racial equality policy and the gender and disability schemes to promote their effective operation.
The membership should seek to be balanced in relation to equality and diversity.
Reports will be made to the Partnership Board on the working of the Equality and Diversity Code of Practice. The report will include:
• Outcomes of the monitoring in relation to the goals set by the Administration & Human Resources Committee;
• Specific measures adopted to promote equality and diversity;
• Summary of cases of complaint or grievance relating to equality;
• Recommendations for future priorities.
3 Publication of the Policy and Code
Copies of this Policy Statement and Code of Practice will be distributed to all existing staff, to new employees of the Primary Catholic Partnership and be made available to trainees through the Primary Catholic Partnership learning platform. Principles will be included in the PGCE Programme Guidelines.
4 Human Resources Procedures
4.1 Procedures for recruitment and appointment of staff
Staff recruitment material will state that the Primary Catholic Partnership is committed to being an equal opportunities employer. The content and placement of staff recruitment material will be monitored to ensure that applications are encouraged from all suitable candidates and that there are no requirements included (e.g. age, background, qualifications) which are irrelevant to the needs of the post. All vacancies will be advertised internally and externally. Strategies will be devised for encouraging under-represented groups to apply for roles at the Primary Catholic Partnership.
There should be at least one member of each sex on all interview panels and appointing committees. Records of ratios of both applicants and short lists relating to sex, race, age and disability will be kept.
4.2 Procedures for promotions and career development
According to the nature of the promotion, the needs of the post and/or the achievements of the individual employee will normally be the determining factors in relation to promotion. Factors not relevant to these needs/achievements will not be considered in promotion decisions. There should be at least one member of each sex on all promotion committees.
Statistical analysis will also be made available for promotions and core development.
4.3 Special Leave and flexible employment practices
Employees requiring special leave to meet family, cultural or religious obligations will be given sympathetic consideration within the normal terms of employment. A number of special leave provisions exist within the formal conditions of service.
Consideration will be given to flexible working arrangements (e.g. for employees whose personal circumstances change).
The Primary Catholic Partnership recognises the special needs of those with responsibilities as carers for close family members (e.g. parent/child/partner) and will normally have regard to these.
4.4 Disabled staff
Where reasonable, consideration will be given to adapting the working environment and/or providing special aids or support where appropriate to enable disabled people to perform a job. All reasonable efforts will be made to enable an individual to continue working following illness or onset of disability.
5 Training and career development
The Primary Catholic Partnership will endeavour to take positive action to provide training to extend opportunities for employment and promotion to those with special needs (e.g. language difficulty, late entry to a career or a career break). Members of senior staff may approach their immediate line manager, at any convenient time to discuss their personal career development. In addition, those covered by formal appraisal procedures may use the appraisal meeting as an opportunity for discussion about personal career development.
5.1 Equality and diversity training
The PCP will take advantage of the regular training provided by local authorities to Heads of Schools and other staff responsible for activities which may impact on equality and diversity, the application of this code of practice and responsibilities associated with the relevant legislation. Guidelines on the Code will be issued to all involved in making decisions in relation to short-listing, interviewing, appraisal and career development. Where gaps in provision are identified, the Primary Catholic Partnership will provide specialist training.
6 Trainee administration
6.1 Procedures for the admission of trainees
All trainees will be admitted according to the Primary Catholic Partnership Admissions Policy and will be considered providing they have the potential to meet the requirements of the programme. Where interviews are held, either because of pressure on places or for statutory requirements, this will be undertaken in a culturally sensitive manner and at least two people will be involved in any decision.
6.2 Disabled trainees
All trainees who declare a disability which requires support and/or adaptations will be invited to the Primary Catholic Partnership to discuss their requirements. Support and advice is provided to all disabled applicants. The Programme Director will advise trainees and staff on the reasonable adjustments that will be required.
The Primary Catholic Partnership will make appropriate arrangements for the teaching and assessment of disabled trainees and for meeting their requirements where it is reasonable to do so.
7 Learning, teaching and research
Issues relating to equality and diversity will be embedded in Primary Catholic Partnership strategies for Learning and Teaching and Research and Scholarship, as appropriate.
8 Publicity and Marketing
The marketing and publicity activities, including those activities relating to trainee recruitment should be sensitive to diversity and individuals. Marketing materials and publicity should make reference to the Primary Catholic Partnership’s Equality and Diversity Statements and should challenge stereotypes and promote positive role models. All publicity should be able to be made available in appropriate media.
Strategies will be devised to target under represented groups to ensure that they are aware of the opportunities at the Primary Catholic Partnership and appropriate community organisations and other bodies will be used to promote such opportunities.
9 Use of non-discriminatory language
The Primary Catholic Partnership will seek to use non-discriminatory language and images in all its internal and external documents, official publications and correspondence and other communications.
10 Primary Catholic Partnership committees
The membership and chairing of all internal college committees and other official bodies will be kept under review to ensure there is appropriate equality and diversity of representation.
11 Monitoring
The Primary Catholic Partnership will monitor applicants for posts, candidates selected for interviews, new appointments, current staff, and promotions to ensure that equality and diversity are being promoted.
Monitoring will also take place for trainees in relation to applications, intake, withdrawals, suspensions and overall achievement to ensure that equality and diversity are being promoted.
12 Impact Assessment
The Primary Catholic Partnership will assess the impact of all new and revised policies which are identified as having a potential impact on equality. The impact assessment will accompany any new policy proposal.
13 Complaints and Grievances
The Primary Catholic Partnership will give a proper hearing through the appropriate grievance procedures, to complaints or grievances from any trainee or employee who alleges that he or she has been unfairly discriminated against.
Any representation from a job applicant will be investigated, reported to the Chair of Partnership Board, and the applicant notified of the outcome.
14 Responsibilities of Primary Catholic Partnership staff
It is the responsibility of all members of staff to observe this Code of Practice and where they are unsure of their practice, they must seek advice from Human Resources department of Southampton City Council for issues about their employment and the Registrar of St Mary’s University College for trainee issues. Staff should treat colleagues, trainees and visitors with respect.
Disciplinary procedures may be invoked in the case of any breach of Primary Catholic Partnership policy on equality and diversity by a Primary Catholic Partnership employee.
15 Responsibilities of Primary Catholic Partnership trainees
All trainees are required to treat fellow trainees, staff and visitors with respect regardless of their background. Breaches of this code will be dealt with through the disciplinary procedures.