Introduction
Principles
Job roles and Descriptions
Advertising
Application Forms
Selection
Interviewing
Terms & Conditions of Employment
Training, Learning & Development
Students' Union Environment
Students' Union General
Introduction
This policy seeks to encourage a community in which all individuals may contribute as fully as possible without fear of unfair and discriminatory attitudes and practices and seeks to ensure that all staff and stakeholders are treated with respect and dignity. In order to ensure that there is a positive atmosphere, this Union seeks to create and sustain a welcoming environment for all of its users both in and outside of the Union's premises.
The Students’ Union is committed to promoting equality and diversity and providing an inclusive and supportive environment for all. In the implementation of this policy the Union will:
- Ensure that people are treated solely on the basis of their abilities and potential, regardless of race (colour, nationality, ethnic origin) sex, gender reassignment, marital or civil partnership status, sexual orientation, pregnancy and maternity, religion or beliefs, disability, age, socioeconomic background, lifestyle or ethical values such as veganism or any other inappropriate distinction.
- Promote diversity and equality for students and staff and value the contributions made by individuals and groups of people from all walks of life.
- Promote and sustain an inclusive and supportive work environment which affirms the equal and fair treatment of individuals in fulfilling their potential and does not afford unfair privilege to any individual or group wherever reasonable and practicable.
- Treat part time staff and students fairly and challenge inequality and less favourable treatment, wherever practicable ensuring individuals experience a level playing field for achieving opportunities.
- Promote greater participation of under-represented groups of students and staff by encouraging positive action to address inequality.
- Promote an environment free of harassment and bullying on any grounds in relation to all staff, students and visitors.
Principles
Discrimination, direct or indirect, associative or perceptive as outlined in the Equality Act 2010 based on age, disability, gender reassignment or identity, race (colour, ethnicity, or nationality), religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity, appearance, regional origin, socio-economic background, family circumstances, HIV status, Trade Union membership or any other distinction is unacceptable and will not be tolerated.
Such forms of discrimination represent a waste of human potential and are to the detriment of the individual and the Students’ Union as a whole.
Equality and Diversity Policies can only succeed with the active support of the whole organisation and the Students’ Union seeks to involve all sections of students and staff in the continued development and implementation of its policy and related activities. Everyone is responsible for playing their part in achieving the objectives of this policy.
AberSU will consider its commitment to equal opportunity throughout all aspects of employment in that the only consideration in recruitment, training, appraisal, promotion and general treatment of employees must be how the genuine requirements of the post are met, or are likely to be met, by the person under consideration whether during the recruitment process or during their employment.
The personal specification will outline the essential and desirable competencies needed to perform the job satisfactorily using inclusive and accessible language and avoiding jargon where possible.
Any qualifications, skills, work experience and personal qualities stated must only be those which are necessary to perform the job satisfactorily.
Care must be taken to ensure that job descriptions do not indirectly discriminate by setting a requirement that cannot be met by a particular person or group of persons and is not a requirement to do the job e.g. setting a restriction such as a radius to work from home location.
Advertising
Student Staff positions will be advertised internally only, with advertisements done through the Students’ Union website.
Any permanent position will be advertised internally and externally. If there is a position which is a promotion opportunity for permanent staff this may, after due consideration, be advertised internally in the first instance.
Any advertisement must not discourage persons who are eligible for the post from applying and must clearly reflect the job description accurately. Care should be taken to ensure that adverts use inclusive and accessible language.
Application Forms
The Students' Union job application process will include a diversity monitoring questionnaire and a record should be kept in order to provide any statistics upon request.
A large print version of the application can be made available, upon request.
Application forms will be reviewed regularly to ensure compliance with our Equality and diversity Policy and any changes to employment legislation.
The application form will include a section, which enable applicants to state any special requirements or arrangements should they be invited to attend for interview.
Applicants will be informed that they are welcome to ask for feedback on their application and the reasons given if rejected.
Records will be kept for a period of 3 months from the date of the interview.
Selection
The Students’ Union application form does not make reference to age or gender. The form seeks to eliminate as many potential sources of unconscious bias as possible and as such does not ask applicants to list all of their qualifications and where they were gained and does not ask applicants to list all former employment/employers. Diversity is monitored using an online form that is sent following receipt of an application form to ensure anonymity and support applicants to feel confident to provide accurate information. The application form is administrated so that any identifying information such as name, address, and references are removed before shortlisting. Shortlisting is done ‘blind’ using only the section relevant to the person specification for each post and a matrix is used to score against the person specification criteria.
No person will be allowed to be involved in the recruitment and selection process unless they have had training in recruitment and selection and equality and diversity issues connected with selection and recruitment. Such issues include stereotypical views, general assumptions, unconscious bias and prejudices about race, family circumstances, gender, socio-economic background, religion or political beliefs, age, health and disabilities.
A minimum of two staff members will carry out short listing for student posts. For permanent staff, where possible, at least two permanent staff members and, on some occasions one Sabbatical Officer will also carry out any short listing.
The Selection Panel will document the reasons for their rejection/selection of candidates at each stage. All short listing and selection paperwork will be returned to HR at the end of the recruitment process.
Interviewing
Membership of the Selection Panel must be in line with the principles of equality and diversity including gender balancing.
Membership of the Selection Panel must not change during the course of the interviews for a position. In exceptional circumstances however, if a member of staff or Sabbatical Officer was unable to continue interviewing for special reasons a suitable replacement would be found and the position explained to the candidates affected by the change.
One member of the Selection Panel will be appointed to Chair the interviews and ensure that the interview is conducted in accordance with the Students' Union's Equality and diversity Policy.
All interview questions will be prepared in advance and will be intended to enable candidates to demonstrate capability and competency against the person specification criteria. The Selection Panel will meet prior to the interviews to ensure that the questions asked are agreed and comply with the principles of equality and diversity.
The Selection Panel must ensure that the same questions are asked of all candidates and that all questions relate only to the requirements of the position and could not be deemed discriminatory.
All candidates must be made aware of the Students' Union's commitment towards Equality and diversity.
If there is any selection test involved in the interview process, care must be taken to measure only the criteria required to do, or to train for, the job in question.
If an interviewed candidate does not meet the personal specification of the position, the reasons must be clearly documented by the Chair of the Selection Panel.
Any complaint received regarding Equality and diversity issues during the recruitment and selection process must be investigated by a panel of two staff members and one member of the Sabbatical Team who were not on the Selection Panel in question. One of the staff members should act as the Chair of the investigating panel and provide a report on the findings will be made to the Sabbatical Team.
Terms & Conditions of Employment
All employees must be made aware, during induction, of their obligation to uphold the principles of the Students' Union Equality and diversity Policy. Employees must be made aware that any breach would be investigated and if proven would result in disciplinary action being taken against them.
The only consideration in recruitment, training, appraisal, promotion and general treatment of employees must be how the genuine requirements of the post are met, or are likely to be met, by the person under consideration whether during the recruitment process or during their employment.
All new staff should be the subject of the same length of probationary service. Although this can be extended after the end of probationary period if performance, attitude or skills are in question.
All criteria and procedures for promotion, regarding, training/personal development and discretionary increments must be reviewed and be in accordance with the Students' Union Equality and diversity Policy and Code of Practice.
The Training Policy of the Union reflects the Students' Union Equality and diversity Policy by displaying and circulating all training and development activities to ensure that all employees and Executive are aware of them.
Any training material must meet legal requirements and the Students' Union Equality and diversity Policy and Code of Practice.
Training should consider the personal and domestic responsibilities of staff.
All staff should be made aware of the Union's Grievance and Disciplinary Procedures and how they can be invoked to enable investigation of any alleged discrimination, harassment or bullying by another member of Students' Union Staff, elected Student Representatives and Officers.
The Students' Union must give consideration to any staff member whose personal circumstances change and base any decision, subject to operational needs, on the principles of equality and diversity.
All staff will be given the opportunity to raise matters for discussion in various forums, e.g. staff meetings, departmental meetings, personal reviews etc.
The Students' Union aims to ensure that each individual member of staff and Executive are kept informed of important events in the Union by cascading information through the line management system.
Training, Learning & Development
The Students’ Union is committed to providing equality and diversity training to all permanent staff and key volunteers as in the SU's Learnig and Development policy
Students' Union Environment
The Students' Union must convey to staff that it is committed to ensuring the Union is a safe environment that respects individuals and is free from any forms of harassment and bullying. All staff should uphold and promote the staff values and the strategic values of the organisatuion.
All staff should be aware that all Union buildings should be accessible and safe for staff, students and visitors to the Students' Union and any obstruction or suggestion for a reasonable adjustment to ensure safe access for all, particularly disabled persons, should be reported to the Students' Union CEO (this can be done in person or via email: ceostaff@aber.ac.uk).
Students' Union General
The Students' Union must ensure that non-discriminatory and inclusive language is used in its internal and external documents, letters, memos, reports, publications, posters and other communications. This includes all verbal communications, for example, tannoy announcements, telephone conversations, faxes, e-mail, interviews, committees and meetings.
The Students' Union will hold a database on staff that will be subject to the General Data Protection Regulations and will only be used for Equality and diversity monitoring purposes, upon request.
FURTHER INFORMATION
Further information on equality and diversity is available at:
Gov.uk Equality Act 2010 Guidance: https://www.gov.uk/guidance/equality-act-2010-guidance
Equality and Human Rights Commitment: https://www.equalityhumanrights.com/en/equality-act/equality-act-2010
Legislation.gov.uk: http://www.legislation.gov.uk/ukpga/2010/15/contents
Equality and Human Rights Commitment: https://www.equalityhumanrights.com/en/equality-act/equality-act-2010
Legislation.gov.uk: http://www.legislation.gov.uk/ukpga/2010/15/contents