Race equality policy

1. Race equality statement
2. Introduction and background
3. Scope
4. Responsibilities
5. Objectives
6. University context
7. University functions
8. Mainstreaming racial equality in University activities
9. Training
10. Monitoring
11. Review and assessment of the policy
12. Publication of the race equality policy
13. Action plan
14. Grievance
15. Harassment and bullying
16. Discipline

1. Race equality statement

The University of St Andrews is committed to promoting race equality, eliminating unlawful discrimination and promoting equality of opportunity and good relations between persons of different racial groups in all of its activities. The University values the diversity of its staff and student population and is committed to ensuring that the highest equality and diversity standards are maintained.

2. Introduction and background

The Race Relations (Amendment) Act 2000 RR(A)A, placed new duties on public bodies, including higher education institutions, to promote race equality, eliminate unlawful discrimination and promote equality of opportunity and good relations between persons of different racial groups.

This Race Equality Policy incorporates the rights and responsibilities listed in the Race Relations Act 1976 and the general and specific duties of the RR(A)A. This policy will be supported by detailed specific Action Plans for each functional area of the University and should be read in conjunction with the University's Equality Statement and Action Plan, which remain the main policy statements covering all areas of equal opportunities.

This policy will provide a framework for embedding race equality in all functions within the University.

3. Scope

This policy applies to all employees and students (and potential employees and students) of the University in all functions. It also applies to those individuals who are carrying out duties through a contract or service level agreement with the University.

4. Responsibilities

The University Court is entrusted with ensuring that this policy will be implemented at every level of the organisation and will deal with non-compliance appropriately through University procedures.

All employees and students have responsibilities to ensure the continuing success of the policy by:

• Refraining from harassment and discrimination.
• Bringing to the attention of the University any suspected practices in breach of the Policy.
• Ensuring that selection for recruitment, promotion, training and work allocation, is carried out in a non-discriminatory manner.
• Ensuring that selection for admission and ongoing assessment of students is carried out in a non-discriminatory manner.
• Working together to promote a harmonious working and studying environment and eliminating discrimination and harassment.

The Equal Opportunities Committee reports directly to the Court and is responsible for monitoring and reviewing the policy and Action Plan, assessing impact, advising the Court on race equality matters, and making recommendations.

The Heads of Schools/Units have a duty to ensure that their staff are not racially discriminated against. They have a responsibility to raise the profile of the policy within their Schools and Units and ensure that all their staff and students are aware of the contents and requirements of the policy. They must consider the implications of the Race Equality Policy for their Schools and Units. Within every School and Unit, an assessment and review of all policies, processes and procedures which are relevant to race equality will be carried out.

Human Resources are responsible for facilitating the implementation of the requirements of race equality legislation and best practice for staff. Human Resources will also ensure that all staff receive appropriate training on race equality and impact assessments are conducted through out the University.

5. Objectives

As a measure of its commitment to equality and diversity the University will undertake to:

• Assess the impact of relevant University policies on students and staff according to their racial groups, including its Race Equality Policy, identifying and addressing any areas of inequality or disadvantage.
• Monitor the admission and progression of students and the recruitment and career progress of staff by reference to racial groups.
• Publish statistics on the career progression, training and promotion of employees according to their racial categories (as defined by the Higher Education Statistics Agency (HESA)).
• Publish statistics on student admissions, student assessment and other related issues according to their racial categories.
• Address any patterns of discrimination and inequality.
• Take positive action for under represented groups as permitted by legislation and extend good practice that is identified as a result of monitoring.
• Consult and establish routes of continued dialogue with representatives of diverse racial groups within the community.

6. University context

The University had around 6,500 students and 1800 staff for academic year 2003/2004.

Available data indicates that 3.1% of staff are from a black and minority ethnic background. The figure is higher than the Fife black and minority ethnic population of 1.27% and the average for the whole of Scotland, which is 2.01% (based on the estimated local population figures from the Scottish 2001 Census). The figures are broken down by occupational category below.

Percentage of the total number of staff who have indicated they are from a black and minority ethnic background by contract type

Academic	3.4%
Academic related	2.3%
Contract research	11%
Manual and Ancillary	0%
Clerical	1.2%
Technical	0%
Other related	3.1%
Trades	0%
Residences Senior	0%
Residences Manual	0.7%
Wardens	0%

In relation to students, 9.3% have indicated that they are from a black and minority ethnic background.

7. University functions

The following University functions will be examined and assessed with regard to any adverse impact they may have on black and ethnic minority people:

• University governance
• Strategic planning
• Student admission, access and participation
• Student assessment, achievement and progression
• Curriculum planning, development and delivery
• Teaching and learning
• Student guidance and support
• Staff recruitment and selection
• Staff career development, progression including promotion and training and development
• Grievance, disciplinary processes and complaints relating to both staff and students
• Residential accommodation
• Procurement
• Marketing of services
• Social functions
• Communication and consultation

The Commission for Racial Equality recommends that these functions are prioritised for review and assessment. The priority areas are detailed in the Race Equality Action Plan.

8. Mainstreaming racial equality in University activities

As part of our duty under the RR(A)A, the University has to ensure that race equality becomes an integral part of University activities from the outset and not an afterthought. Below are areas where it is vital that the mainstreaming of race equality takes place as quickly as possible if it has not already been done.

Recruitment and selection

The University will ensure that its job descriptions and selection criteria are neither directly nor indirectly discriminatory. This will include ensuring qualification and experience requirements are appropriate to the job concerned and that appropriate weight is given to qualifications gained outside of the UK.

All staff involved in recruitment and selection will receive training and material which has a racial equality component.

Induction

All staff and students who join the University receive information explaining the University’s views and their responsibilities under the Race Equality Policy.

Employment relationship

The University is committed to ensuring that no racial discrimination takes place at any stage of the employment relationship. This includes promotion and regrading, renewal of fixed term contracts, pay and other benefits, training and development, grievance and disciplinary procedures, and dismissals and redundancies.

Leave and other provisions

Managers should be aware that public holidays observed by the University are usually related to the Christian calendar. As a result, they should be sensitive to the needs of staff/students who may require time off to observe their religious practices e.g. prayer times and holidays such as Eid and the Day of Atonement.

Student admissions, access and participation

Criteria for admission to the University relate to a student’s estimated potential to succeed academically on a course.

The University’s race equality values and its duty to promote racial equality will be expressed in the promotional material sent to prospective or actual students.

When monitoring and assessment shows that some groups are under-represented, outreach strategies will be developed under the Widening Participation Programme and other initiatives to encourage applicants from these areas.

Curriculum, teaching and learning

The needs of students with religious and cultural commitments will be recognised within the learning and teaching environment.

Language that is discriminatory or offensive to particular groups will not be tolerated unless it is itself the object of study. Staff are encouraged to create an environment free from prejudice, recognising the value of ideas from all students.

Where appropriate, teaching materials should use a diverse range of case histories, illustrative examples and models.

The University has oversight of processes of assessment of students’ work to ensure fairness and equality for all.

The needs of students who cannot sit exams or take part in other types of assessment because of religious observance will be taken seriously and alternative arrangements will be made wherever practicable.

Student support and guidance

The University will ensure that all organisations which take students on placements agree to the race equality standards held by the University.

Where a student makes a reasonable request for a particular kind of advice or support (e.g. where a student from a minority ethnic background asks for an advisor from a similar background), the University will make every attempt to ensure that they receive it.

9. Training

The Human Resources unit are responsible for ensuring that appropriate training and development opportunities on race equality issues are available to all staff groups. The Student Services unit is responsible for training and disseminating information to all students.

10. Monitoring

The University will publish equalities monitoring information for both staff and students as required by legislation and by such auditing organisations as the Scottish Higher Education Funding Council. The arrangements for the publication of the data will be announced on the University web site and will also be communicated to all staff without access to the Internet. All data will be subject to the requirements of the Data Protection Act. The results of monitoring relating to students will be reported to the Student Support Forum. The results of both staff and student equalities monitoring will be reported to the University's Equal Opportunities Committee.

11. Review and assessment of the policy

The Equal Opportunities Committee will review the policy every 3 years. An assessment will be made of the effectiveness of the policy based on available data and appropriate consultation within the University community, Trade Unions and representatives of student groups. This policy will also be reviewed as appropriate to ensure due regard to the Commission for Racial Equality Codes of Practice and following any legislation.

12. Publication of the race equality policy

The University will take steps to ensure that all staff and students are aware of the policy. The policy will be published on the University web site. Copies of the policy will be made available for display on student and staff information notice boards.

13. Action plan

A detailed action plan will be implemented in consultation and discussion with the University community, Trade Unions and Student Representative Councils to incorporate the race equality dimensions of all the functions of the University and to facilitate the fulfilment of the commitments made in this Policy.

14. Grievance

If a member of the University community believes they are the subject of any racial discrimination the Grievance Procedure should be followed.

For staff, complaints should be put in writing in accordance with the Grievance Procedure for either Academic or Non-Academic Staff. Advice on using these procedures can be obtained from Human Resources.

For students, complaints should be made using the University’s Code of Practice on Complaints, Appeals and Discipline. Advice on using this code can be obtained from Student Services.

15. Harassment and bullying

If a member of the University community feels that they have been subjected to harassment or bullying because of their race, colour, nationality or ethnic or national origin, the appropriate Harassment and bullying at work and study should be followed.

16. Discipline

Disciplinary action will be taken against any student or employee who is found to be in breach of the Race Equality Policy. Please refer to the appropriate Disciplinary Procedures for further information.