College Code of Practice realsting to Equality and Diversity for staff and students
Equality and Diversity is promoted in Strategic Aim Five which is as follows:
“To foster an environment committed to and supportive of diversity, the free exchange of ideas, tolerance and equal opportunities, and to work to raise aspirations and widen access to higher education in general and to the College in particular.”
The Code of Practice
1. This Code of Practice aims to outline an overall commitment to equality and diversity and should be read in conjunction with the College’s Race Equality Policy and action plan, Disability Scheme and Gender Scheme.
2. Harassment on the grounds of sex, race, disability, religion or belief or sexual orientation is also unlawful and contrary to the College’s Policies on Dignity at Work and Dignity in the Learning Environment. [Note: these policies are expected to be approved during 2009-10: for the time being, the Code of Practice on Bullying and Harassment continues in force]
Staff
3. Goldsmiths as an employer operates an equal opportunities policy in the recruitment, selection, appraisal, training and promotion of staff at all levels. Selection criteria and procedures will be monitored and reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.
4. Goldsmiths will not discriminate on grounds of gender, gender identity, gender reassignment, marital status, religion or belief, race, colour, nationality, disability, age, sexual orientation, parental status, trade union membership, class or ethnic or national origins.
5. All members of Goldsmiths staff are encouraged to assist in the removal of any discriminatory practices that may exist in the College by drawing them to the attention of the Registrar and Secretary. In order to promote practices which will lead to an increase in equality of opportunity, all staff should be made aware of this Code of Practice.
Students
6. Goldsmiths will ensure that no applicant or student receives less favourable treatment on the grounds of gender, gender identity, gender reassignment, marital status, religion, or belief, race, colour, nationality, disability, age, sexual orientation, parental status, class or ethnic or national origins or is disadvantaged by requirements which cannot be shown to be justifiable.
7. The College’s web site and all prospectuses and comparable publications will include a statement of its commitment to equality and diversity.
Disability
8. The College will make reasonable adjustments in order to accommodate any additional needs relating to any student/applicant's disability. The College will take appropriate advice when determining reasonable adjustments. In the unlikely event that the College is unable to accommodate adjustments required by the student, or if the student disagrees with the reasonable adjustments offered, a brief written report will be submitted to the Academic Registrar giving the reasons for the recommendations.
9. The College has a Disability Co-ordinator who liaises with those who have administrative responsibility for applicants and students who have declared to College that they have a disability and/or learning difficulty to ensure that information is passed to appropriate members of staff in a timely manner.
Review
10. The Equality and Diversity Committee will review this Code annually. In addition the Committee will receive the annual monitoring reports on the Race Policy, Disability and Gender Schemes and report to Council on the outcome of the relevant year's monitoring, and an account of specific measures adopted in that year to promote equality and diversity.