Race Equality Policy - Swansea University

(M1605)
Revised December 2005
SWANSEA UNIVERSITY
Race Equality Policy Statement
FOREWORD
The McPherson Report into the investigation of the murder of Stephen Lawrence states
that in order to remove any incidence of institutional racism, it is incumbent upon every
institution to examine their policy and practices to guard against disadvantaging any
section of our communities. This recommendation has been incorporated into UK law by
the Race Relations Amendment Act 2000. Institutionalised racism was defined as:
“The collective failure of an organisation to provide an appropriate and professional
service to people because of their colour, culture or ethnic origin. It can be seen or
detected in processes, attitudes and behaviour which amount to discrimination through
unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which
disadvantage minority ethnic people”.
The Race Relations Amendment Act 2000 (RRAA) requires public authorities to have
due regard, in everything that they do to:
• Eliminate unlawful discrimination:
• Promote equality of opportunity and
• Promote good race relations between people of different racial groups.
This is known as the “general duty”. This duty aims to make the promotion of race
equality central to the range of public authorities activities in policy, service delivery and
employment therefore removing the possibility of discrimination and positively
promoting race equality in everything they do.
The Act has also imposed “specific duties”, which are a means of the University fulfilling
its statutory requirements. These specific duties are described later in the policy.
The University has welcomed the introduction of the RRAA and is committed to
supporting its aspirations and principles. The University as a body responsible for the
education of students and as a significant employer recognizes that it has a major role to
play in promoting ethnic diversity, eliminating racial discrimination and promoting
equality of opportunity which is wholly compatible with and contributes to the
achievement of its mission. This commitment is underpinned by the University’s core
values which are expressed in its strategic plan 2003–2008 as:
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• Academic freedom and integrity
• The paramount importance of its students
• Equality of opportunity and respect for social, cultural and intellectual diversity
• The personal and professional development of staff
• The lifelong pursuit of knowledge and learning
• Service to the community in the widest sense
The University will ensure that all staff and students are aware of this policy and the need
to implement it. To this end, I and the governing body of Swansea University will
provide leadership in relation to the implementation and integration of the Race Equality
Policy and Action Plan.
Equality of opportunity is a central aim of Swansea University for all staff, students and
members of Council, and I commend this Race Equality Policy as part of the university’s
overall commitment to equal opportunities.
SIGNED
.......................................................... VICE CHANCELLOR
Introduction
The Race Relations (Amendment) Act 2000 (RRAA) places a general duty on public
authorities to promote race equality. This policy has been drawn up in accordance with
the Commission for Racial Equality Statutory Code of Practice, to eliminate racial
discrimination, promote equality of opportunity and promote good race relations and to
address the specific duties imposed by the Code of Practice. These specific duties are:
1. To prepare a written statement of its policy for promoting race equality and have in
place arrangements for fulfilling its duties as soon as is reasonably practicable.
2. To assess the impact of its policies, including its race equality policy, on students and
staff of different racial groups.
3. To monitor, by reference to those racial groups, the admission and progress of
students and the recruitment and career progress of staff.
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4. Include in its written statement of its race equality policy an indication of its
arrangements for publishing that statement and the results of assessment and
monitoring.
5. To take such steps as are reasonably practicable to publish annually the results of its
monitoring .
The University is committed to promoting race equality, seeking to eliminate racial
discrimination and promoting good relations between people of different racial groups.
In exercising this commitment, the University undertakes to formally review the Policy
and this Action Plan on a 3 yearly basis. This time frame provides the University with
evidence and experience upon which to judge whether or not the previous Policy and
Action Plan has been effective.
The review will ensure that both Policy and Action Plan are reflective of the University
and its business, and will pay attention to any key organisational changes, restructures or
amendments to the Institutions remit.
It will also ensure that the Policy and Action Plan become a living document reflecting
current and future plans for implementing the race equality duty. Specific guidance from
the Commission for Racial Equality states that when conducting the review
“To fulfill its race equality duties and arrangements, Higher Education Institutions
should be able to demonstrate:
• How the review and maintenance of their policy is built into their action plans
• How progress in meeting the commitments set out in their policy will be
measured
• How actions, past and present, will result in positive outcomes.”
The University will fulfill the required duties of the RRAA(2000) in relation to:
• Governance
• Student admissions
• Student assessment and academic progress (Including Teaching & Learning)
• Student Support Services
• Employment (recruitment, selection, training, career progress, and development
including selection for the RAE where applicable)
• Behaviour and Discipline
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These are all functions which directly affect staff and students at work and study.
Fulfilling the duties and ensuring the integration and mainstreaming of race equality in
relation to these functions is addressed in the Race Equality Action Plan. The Action
Plan will:
Define the University’s core functions
Set up a consultation and communication framework
Provide practical guidance on equality proofing work and impact assessments
Set out the framework for action plans in each functional area
Set out arrangements for monitoring
Set out arrangements for review and publication
Demonstrate a commitment to training
Set out arrangements for dealing with racial harassment
The weight given to race equality should be in proportion to its relevance. All parts of the
duty are complementary and necessary. The University will ensure that the aims of the
general duty are promoted throughout the University through communication to staff and
students and that racial equality is mainstreamed throughout the University’s policies and
procedures.
The University’s Equal Opportunities Code of Practice states that:
“Swansea University, in conformity with the general intention of its charter, confirms its
commitment to a comprehensive policy of equal opportunities in employment in which
individuals are selected, trained, appraised, and promoted including selection for RAE
where applicable, and otherwise treated on the basis of their relevant merits and abilities
and are given equal opportunities within the University.” In accordance with the Equal
Opportunities Code of Practice, this Policy is specifically intended to ensure that race
equality is central to the review and formulation of all relevant policies and procedures
within the University. The Policy has been produced as a separate document to Swansea
University’s Equal Opportunity Code of Practice as the latter document relates only to
staff whereas this Policy relates to staff, students and to others to whom the University
provides services.
Consultation and Communication
Development, implementation, review and maintenance of this policy will be undertaken
through consultation with staff, students, trade unions, ethnic groups and community
representatives. This will ensure that all involved with the institution will not only have
an input into creating institutional functioning that is race equality based, but will also
enable issues of concern to be raised with confidence. A committee or working group
including representatives from these constituencies has been established to oversee
development of the policy and the implementation of the action plan.
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Communicating the details of the race equality policy and the ways in which the
University intends to fulfill its general and specific duties are detailed in the action plan
and include relevant sector specific guidance provided by the Equality Challenge Unit.
Effective communication is most likely to be achieved through multiple channels. The
key channels of communication will be:
• Consultation processes within the University and with local communities
• The devolution of responsibility for policy impact assessment to responsible bodies
and individuals
• Publicity of the race equality policy and action plan on the web site
• Regular items in staff and student newsletters
To ensure that all staff are aware of their individual and organizational responsibilities
under the Act, the University will implement a comprehensive training programme. This
will focus on the aims of the general duty and promote the equal opportunity values of
the University.
Governance, Roles and Responsibilities
The Council of Swansea University is responsible for ensuring that the institution
complies with all the race relations legislation requirements, including the general and
specific duties arising from the RRAA.
Council is responsible for ensuring that the Race Equality Policy is planned,
implemented, monitored, evaluated and continuously reviewed according to the general
and specific duties. Council will receive the annual report and monitor the
implementation of the policy and action plan through the publication of an annual report.
The Vice-Chancellor is responsible for ensuring that the policy and its related action
plans, procedures, strategies and arrangements, are implemented and that members of
staff are provided with the opportunity to attend the appropriate training as detailed in the
race equality action plan. He is responsible for ensuring that all staff are aware of their
responsibilities and accountabilities under the policy and are adequately supported in
order for them to appropriately fulfill these responsibilities. The Vice-Chancellor is
responsible for ensuring that appropriate disciplinary action is taken against staff or
students who are found to be guilty of racial discrimination.
Heads of Department will be responsible for ensuring that staff and students within their
departments are aware of their responsibilities to eliminate race discrimination, promote
equality of opportunity and promote good race relations. Heads of Department will
ensure that any incident of race discrimination or harassment is dealt with appropriately
and that racial bias and stereotyping is eliminated.
All members of staff and students share a collective responsibility to comply with the
University’s policies and procedures, with relevant legal legislation, and with the outlined
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functions, according to their individual roles and responsibilities. Any incidents
identified as unlawful discrimination will lead to invoking of the staff or student
disciplinary procedure.
The University has introduced a “Dignity at Work & Study Policy” which highlights an
effective transparent anti-racist complaints procedure. All staff have the opportunity to
be adequately trained in how to deal with racist incidents, and how to identify and
challenge racial bias and stereotyping through the implementation of the appropriate
procedures under the policy. The Staff Development Officer working in partnership with
the Equal Opportunities Officer will provide appropriate training. The Personnel
Department/Staff Development Unit will provide a rolling programme of race awareness
and other relevant training for staff. The Race Equality Action Plan indicates in detail the
training and support required by individuals and how this will be provided.
All staff and students will be made aware of the policy. Staff and students must not
discriminate on racial grounds and staff should be aware of the need to work to
mainstream race equality in all the relevant functions of the institution. The University
has a policy entitled “Dignity at work and Study (Combating harassment)” which
includes arrangements for dealing with racial harassment. It takes into account the needs
of all staff, students and others involved. Appropriate training and information events
organised by the institution will be made available to all staff.
Contractual Arrangements and Services
Any contractual or other service provision arrangements made on behalf of the institution
with outside public, voluntary or private organisations, to obtain goods, works or
services, have to be within the requirements of the general and specific duties. The
University is responsible, through contractual agreements, for meeting the general duty
requirements concerning those particular functions in which they are involved.
Specific Duties
1. Policy Statement
Further and higher education institutions have specific duties under the Code of Practice
to:
(a)
(b)
prepare a written statement of its policy for promoting race equality and
have in place arrangements for fulfilling, as soon as is reasonably practicable, its
duties under the Act (through an Action Plan).
Developing, implementing and maintaining the Race Equality Policy will be an ongoing
process through continuous improvement and effective implementation. The Action Plan
will give priority to the involvement of and consultation with staff, students, trade union
and other representatives. This process is coordinated by the Race Equality Working
Group that supports the development of the policy and has overall responsibility for
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equality. It also coordinates the process of policy, planning, implementation, review and
publicity.
2. Assessing the Impact of Institutional Policies and Review
All HEIs must assess the impact of all their institutional policies on students and staff
from different racial groups.
• An assessment of policies and procedures are undertaken in accordance with the
procedures as indicated in the race equality action plan.
A review procedure has been developed to assist in a systematic analysis of policies and
procedures. The procedure will involve:
• The collection of statistical data and the conduct surveys of staff and students
• The analysis of differences in application of policies and procedures between
different racial groups
• The explanation of any differences and any relevant justification
• Where differences cannot be justified, examine policies which may have produced
differences
• Taking action to change policies, procedures and related targets and strategies
3. Monitoring Admission, Recruitment and Progress
Further and higher education institutions must monitor, by racial group, student
admission and progress, and staff recruitment and career progress. The collection of data
is an essential step in carrying out review of policies and procedures.
Where possible, the University will collect data according to the ethnic categories
recommended by the CRE in the CRE Guide on Ethnic Monitoring.
Students
The University will develop and maintain data to monitor the student admissions process
and student achievement and progress. Such data will include for example:
• Applications and success and failure rates for admission
• Choice of subjects
• Drop-out rates
• Year-on-year achievement levels
• Assessment outcomes and types of assessment
• Class of degree
• Appeals and their outcomes
• Reports of racist incidents and outcomes
• Work placements
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The sources of the data will include:
• Statistical analysis
• Satisfaction surveys
• Complaints by students
• Complaints of harassment, discrimination and unfair treatment
• Other services provided to staff and students (e.g. accommodation, catering, sports
facilities)
Employment
The Equal Opportunities Action Plan for Staff, which includes an analysis of
employment issues with regard to race, will set out the monitoring statistics, which are to
be collected. In general statistics should show the data:
• analysed by gender, ethnicity and disability
• analysed by staff category/grade
• analysed by department or departmental group
• analysed by part-time/full-time and permanent/fixed term appointments
• show improvements or (deterioration over time)
• be contextualised by reference to appropriate comparative data
• be related to population ‘pool’ data (e.g. the proportion of ethnic minorities in the
population group and the rate of staff turnover)
Employment statistics should be collected in the following areas, analysed and
publicised:
• current staff – analysed as above
• starters and leavers
• promotions
• staff development
• recruitment
• discipline and grievance
• RAE submissions
Whilst appraisal monitoring is recommended by the RRA Code of Practice Guidance for
Institutions of Higher Education it may not be as appropriate to schemes of a
developmental nature currently in place at Swansea University as to the performance
based schemes of some organisations.
The University will regularly assess its monitoring information to evaluate the progress
being made towards meeting its race equality goals and aims. These assessments will
help the University to:
• Highlight differences between staff and students of different racial groups
• Ask why these differences exist
• Review how effective current goals and aims are
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• Decide what may be done to improve performance
4. Publishing Arrangements
The results of monitoring, progress in implementation of the Action Plan and the review
of policies and procedures will be published annually through an annual report which will
be made available to all staff and students and distributed to local and national interested
groups such as Swansea Bay Race Equality Council and the CRE.
The University will make arrangements to ensure that information and material that is
provided for the community is accessible in user-friendly language.
December 2005
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