1. Equality and Diversity Staff Induction
September 15

2. Equality and Diversity
Equality Act 2010 – legislative framework
Public Sector Equality Duty – specific role of public sector organizations
Your Role – you MUST be compliant with the law and with the regulatory framework
Inspection of E&D in learning and skills provision – heavy focus – achievement gap

3. Statement of Equality & Diversity Commitment by Principal and Chair of Corporation
“I believe that equality of opportunity is at the heart of our College values and underpins the success of each and every one of our learners. I also believe that all members of the college community should feel valued and able to fulfil their learning potential.”

4. Equality/Inequality Equality Inequality
Equality is having equal opportunities and rights. It is being able and supported to reach your potential.
Inequality
Inequality is when people aren’t given equal opportunities and rights. They are treated unfairly and experience discrimination

5. Diversity
Diversity is about valuing individual difference.

6. Tackling Inequality
Over the years, laws have been introduced to tackle discrimination and to help ensure people with particular characteristics are treated fairly.
These laws are called civil laws.
Civil law mostly involves disagreements between people, companies or other organisations. It is enforced by one person suing another person or corporation and the case will end up in a civil court.
Where as criminal laws are enforced by the police and the courts, and if they are broken you can face very serious consequences, including time in prison.

7. Anti-discrimination laws timeline
Slavery Abolition Act 1833: Abolished slavery throughout the British Empire
1918 Representation of the People Act: Gave women of property, over the age of 30 the right to vote – not all women could vote. It took until 1928 for women to have the same voting rights as men.
Equal Pay Act 1970: Made it unlawful for there to be less favourable treatment between men and women in terms of pay and conditions of employment.

8. Anti-discrimination laws timeline
Sex Discrimination Act 1975: Protect men and women from discrimination because of sex or marriage in employment, training, education, provision of goods and services and the disposal of premises.
Race Relations Act 1976: Prevents discrimination because of race in employment, the provision of goods and services, education and public functions.
Disability Discrimination Act 1995: Prevents discrimination against people because of disabilities in employment, the provision of goods and services, education and transport.

9. Anti-discrimination laws timeline
The Employment Equality (Sexual Orientation) Regulations 2003: Made it unlawful to discriminate because of sexuality in employment.
The Employment Equality (Religion or Belief) Regulations 2003: Made it unlawful to discriminate because of religion or belief in employment.
The Employment Equality (Age) Regulations 2006: Made it unlawful for employers to discriminate against employees because of age.
The Equality Act (Sexual Orientation) Regulations 2007: Made it unlawful to discriminate because of sexual orientation in the provision of goods, facilities, services, education and public functions.

10. Equality Act 2010
The Equality Act 2010 brings together all previous equality laws.
It makes it law that every private, public, and voluntary organisation must not discriminate against employees and service users because of a particular characteristic.
So if they discriminate against their employees, learners or other service users they could be breaking the law!

11. Equality Act 2010 Religion or belief Sexual orientation Transgender
The Equality Act aims to make sure that people with certain characteristics are protected from discrimination.
What groups of people commonly experience discrimination?
What characteristics do they share that result in people treating them unfairly?
Religion or belief
Sexual orientation
Transgender
Sex
Age
Disability
Race
Pregnancy and maternity
Marriage and civil partnership

12. Equal Opportunity Policy Race Equality Policy
Previous Bury College policies and procedures for Equality and Diversity
Equal Opportunity Policy
Race Equality Policy
Disability Equality Policy
Age Equality Policy
Gender Equality Policy

13. Current position
A single document which outlines our policy regarding Equality and Diversity and also allows us to meet our duties under the Equality Act 2010 to publish information relating to our commitment to:-
Eliminate unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Equality Act
Advance equality of opportunity between people who share a characteristic and those who don’t
Foster good relations between people who share a characteristic and those who don’t

14. Statistics
In 2007, 97% of hairdresser apprentices were women, receiving £109 per week, and 98% of engineering apprentices were men, receiving £189 per week.
People with disabilities are three times as likely to have no qualifications compared to those without.
Two thirds of lesbian, gay and bisexual students, nationally, report being bullied.
In the 2010 election, 27 out of 650 people elected to the UK Parliament were ethnic minorities
Source: Statistical First Release 2007/8 and DIUS Apprentice Pay Survey 2007
All other stats from European Human Rights Commission

15. Your role !
Be willing to challenge discriminatory behaviour and practices
Know how to report and document discriminatory incidents
Make sure you are aware of your rights and responsibilities under the Bury College Single Equality Scheme
Value diversity
Be committed to fair employment opportunities and service provision for all

16. Unacceptable behaviour – Staff & Students
Discrimination
Prejudice
Stereotyping
Victimisation