The catchment area of the College is predominantly around Colchester, a prosperous provincial town with a population of approximately 156,000 people. The local economy has become very buoyant over recent years and unemployment is around 1.5% and there are an increasing number of job vacancies. Labour shortages in a number of categories are an issue. A small but significant number of students are drawn from outside the local area and an increasing number of applicants are attracted from abroad. Colchester has a total minority ethnic population of approximately 3.8%, which includes overseas students at the University of Essex, compared with the national average of approximately 8.7%. Among people aged 16-24 in the Essex area the proportion rises to 6.76%. The College’s minority ethnic student population has increased from 3.8% in 1999 / 2000 to 7.62% in 2004 / 2005, and therefore significantly exceeds the profile of the local ‘feeder’ population.
The Sixth Form College, Colchester is a diverse, international, and multicultural community and, in accordance with the underlying principles of its Mission Statement, the College is committed to providing equality of opportunity for all its students and staff, and potential students and staff, regardless of race. The College has a responsibility to promote good race relations and to foster an environment in which all members of the College community, and visitors to the College, are treated with dignity and respect. The College will seek to ensure, in the operation of all its functions, that racial discrimination does not occur.
The College is aware of its position in a predominantly White British area and is concerned to address the needs of what it anticipates, and hopes, will be an increasing number of minority ethnic students and staff.
The College is committed to a programme of action to ensure that this policy is fully effective. This policy and programme of action is linked to the College’s development plan and will be reviewed regularly.
1. |
Processes and Review |
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| 1.1 |
The Promotion of Racial Equality Policy was developed by the Equality & Diversity Working Party in consultation with students, staff and Governors of the College during 2001 / 2002. |
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| 1.2 |
The Promotion of Racial Equality Policy was formally approved by the Governing Body on 30th May 2002 and revised in 2006. |
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| 1.3 |
The Promotion of Racial Equality Policy should be read in conjunction with the Equal Opportunities Policy and the Protection from Bullying and Harassment Policy. |
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| 1.4 |
Equal opportunities and inclusive learning are a central theme to the College’s mission statement, strategic priorities and development plan. A commitment to equal opportunities for all and an inclusive learning environment is fundamental to the College’s provision. |
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| 1.5 |
The Promotion of Racial Equality Policy and the supplementary Promotion of Racial Equality Monitoring Report and Equality & Diversity and Inclusive (Personalised) Learning Monitoring Report will be communicated to students, parents / guardians, staff and Governors through the student handbook, the additional studies handbook, the tutorial programme, the intranet, the Equality & Diversity webpages and meetings and training activities where appropriate. |
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| 1.6 |
The Promotion of Racial Equality Policy and attendant Action Plan, together with relevant Monitoring Reports, will be reviewed annually by the Equality & Diversity Working Party and by the Governing Body. Students (including College Council representatives), staff (including union representatives), parents / guardians and minority ethnic voluntary organisations will also be consulted. |
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| 1.7 |
Each approved review of the Promotion of Racial Equality Policy will be confirmed by the dated signatures of the Governors’ Chair and the Principal. |
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2. |
Duty Identification and Responsibilities |
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| 2.1 |
The Race Relations (Amendment) Act 2000 places duties upon the College: a general duty, which relates to all organisations within the act's definition of public sector organisations; and specific duties relating to all institutions within the further education sector.
The general duty, outlined in the Commission for Racial Equality Code of Practice, requires the College to have due regard to the need to:
- eliminate unlawful racial discrimination
- promote equality of opportunity
- promote good relations between people of different racial groups
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The specific duties require the College to: |
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(a) |
prepare a written statement of the policy for promoting race equality |
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(b) |
have in place arrangements for fulfilling the duties under the act and ensuring these duties are fulfilled |
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(c) |
assess the impact of all policies on students and staff of different racial groups |
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(d) |
monitor, by reference to those racial groups: |
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(i) |
the admission and progress of students |
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(ii) |
the recruitment and career progression of staff |
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(iii) |
applications for employment |
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(iv) |
the numbers of staff: |
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- in post
- who receive training
- benefit or suffer a detriment as a result of performance assessment procedures
- are involved in grievance procedures
- are involved in disciplinary procedures
- cease employment
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(e) |
indicate arrangements for publicising the policy and the results of assessment and monitoring and ensure these results are published annually. |
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| 2.21 |
Governing Body |
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| The College’s Governing Body is responsible for ensuring that the College complies with the requirements of the Race Relations legislation including the general and specific duties arising from the Race Relations (Amendment) Act 2000. |
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| 2.22 |
Principal |
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| The Principal is responsible for ensuring, together with the Governing Body, that the Policy and the Code of Practice are implemented effectively and that all staff are aware of their responsibilities under that policy. |
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| 2.23 |
Senior Staff |
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Senior Staff are responsible for ensuring that the Policy and the Code of Practice are implemented effectively and that all staff are aware of their responsibilities under that policy.
Heads of department are responsible for ensuring that in all its functions their department fulfils the requirements of the Policy and Code of Practice. This responsibility is with regard to learning and teaching, the provision of resources, and employment of staff. |
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| 2.24 |
Staff |
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| Staff are expected to be aware of their specific duties under the Race Relations (Amendment) Act 2000, the College’s Policy and the Code of Practice. They should behave at all times in an appropriate and professional manner and ensure that any breaches of compliance are reported to a relevant senior member of staff. |
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| 2.25 |
Students |
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| All students are expected to comply with the Policy and Code of Practice. |
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| 2.26 |
Positive Action |
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| The College has a duty to ensure that adequate opportunities are provided for minority ethnic students and staff. When deemed necessary by the senior member of staff, appropriate positive action will be taken to ensure that people from previously excluded ethnic minority groups have opportunities equal to those of other ethnic groups. Such positive action is intended to redress the accumulated effects of past discrimination. All members and potential members of the College will be treated on the basis of their merits and all will be treated equally. |
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3. |
Policy Implementation |
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| 3.1 |
In order to fulfil the requirements of the general and specific duties, the College must identify the full range of its duties and powers such as:
- teaching and learning
- student support services
- student recruitment and admissions
- careers advice
- recruitment, employment and development of staff
- provision of services to support the functions of the College
- any other function of the institution
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| 3.2 |
How the policy is implemented |
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- A detailed Action Plan which sets out specific, measurable, achievable, time-bound actions to deliver the race equality duties is contained in the annual Promotion of Racial Equality Monitoring Report.
- The overall responsibility for the implementation of the Promotion of Racial Equality Policy rests with the Equality and Diversity Co-ordinator, who in turn is responsible to Assistant Principal Pastoral and thus to the Principal and the Governors.
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| 3.3 |
Training on the duties for Governors took place on 11th February 2004 and for staff during the Summer In-service Training Period 2004 and 2006. |
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| 3.4 |
Training for staff continues, during the Summer In-Service Training Period and as required. |
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| 3.5 |
Students are informed of the duties through the tutorial programme, the additional studies programme and in discussion with tutors. |
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4. |
Impact Assessment and Monitoring |
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The College is required to assess the impact of all its policies and procedures and their outcomes on students and staff from all racial groups.
All College policies and procedures will be reviewed by the members of staff, groups or committees responsible for such policies or procedures to ensure they meet the requirements of the Race Relations (Amendment) Act 2000 and the College's Policy on the Promotion of Racial Equality. The impact and outcomes of such policies and procedures on students and staff from all racial groups will be monitored to ensure those policies and procedures do not discriminate directly or indirectly or cause any individual or group of students or staff to suffer a detriment on the grounds of race. |
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5. |
Racial harassment |
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In cases of harassment on the grounds of race, the College will act in accordance with legislation and the College’s Disciplinary and Protection from Bullying and Harassment Policies.
The College will seek to ensure that its policies and procedures for dealing with harassment do not discriminate on the grounds of race.
The College will monitor annually by racial group the numbers of students and staff who have made complaints of harassment. |
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6. |
Students |
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| 6.1 |
Student recruitment literature
All general publicity materials for recruitment must include a statement of the College's Policy on the Promotion of Racial Equality.
Non-discriminatory language must be used in all College publications. Publicity material should encourage applications from people of all racial groups. |
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| 6.2 |
Criteria and procedures for student admission
The criteria for admission must relate to a student’s estimated potential to succeed academically on a course. Recruitment, selection and admissions procedures must not discriminate on the grounds of race.
The College will monitor annually by racial group the numbers of:
- students who apply to the College
- students who are offered places
- students who accept places
- unsuccessful applicants
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| 6.3 |
Student population, choice of course, transfer and withdrawal, progression
The College will monitor annually by racial group the numbers of:
- students registered at the College
- students choosing each course
- students who withdraw or transfer from courses, together with the reasons for doing so
- students progressing
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| 6.4 |
Student disciplinary policy and procedures |
The College will seek to ensure that the Disciplinary Policy and the operation of its procedures do not discriminate against or cause any student or group of students to suffer a detriment on the grounds of race.
The College will monitor annually by racial group the numbers of:
- students subjected to the disciplinary procedures and the outcomes of such procedures
- students who appeal against the outcomes or operation of such procedures and the results of such appeals
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| 6.5 |
Student complaints |
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Members of staff responsible for drafting or operating complaints procedures shall ensure that the procedures do not discriminate on the grounds of race.
The College will monitor annually by racial group the numbers of students who make complaints under the College procedures, and the outcomes of such procedures. |
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| 6.6 |
Learning and teaching |
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| It is the responsibility of all departments to ensure that the content and delivery of the curriculum and the assessment of students does not discriminate against individuals or groups of students on the grounds of race. |
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| 6.7 |
Student achievement and assessment |
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| Student assessment and achievement, including the results of different assessment methods such as tests, examinations, course projects, dissertations and continuous assessment, should not discriminate on the grounds of race. The College will monitor annually by racial group, student assessment and achievement. |
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7. |
Staff |
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| 7.1 |
Recruitment and selection of staff |
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Non-discriminatory language must be used in all recruitment literature and the placement and content of publicity material should encourage applications from people of all racial groups.
The Policy on the Recruitment and Selection of Staff sets out the College’s procedures and practices. It is the responsibility of all staff involved in the recruitment process to promote good race relations and apply equal opportunities practice that is fair, transparent and objective. It is the specific responsibility of the chair of selection panels to ensure that discrimination on the grounds of race does not take place.
Occasionally the employment of temporary staff to cover such eventualities as sickness absence or an unexpected temporary increase in workload may be necessary. Such situations may not allow the full recruitment processes to take place, however, the decisions made on the selection of temporary staff at such short notice should not discriminate on the grounds of race.
The College will monitor annually by racial group:
- applications for posts
- appointments to posts
- the numbers of staff in permanent posts showing grade, status and length of service
- the numbers of staff in fixed term and temporary posts, showing grade and pay levels, status and length of service
- the numbers of staff who cease employment with the College and the reasons for leaving
- Recruitment training
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| Training will be made available for all staff involved in the recruitment process and no member of staff should undertake to chair a recruitment panel without having attended such training. |
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| 7.3 |
Training and development opportunities |
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Staff or visitors arranging, delivering and presenting training courses for staff within the College are responsible for promoting good race relations and ensuring course content, delivery and materials do not discriminate on the grounds of race.
It is the responsibility of any person arranging training within the College to monitor the evaluation of such training in relation to the College’s Policy on the Promotion of Racial Equality.
Members of staff responsible for training and development should ensure that all staff have equal access to training and development opportunities and that decisions must not discriminate on the grounds of race. This includes decisions taken about who can attend training courses or events, time away from the workplace to attend courses, and decisions regarding finance for training and development.
The College will monitor annually by racial group the number of applications for training and staff attending training events. |
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| 7.4 |
Career development |
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Members of staff responsible for probation, promotion, re-grading of posts, appraisal and performance assessment procedures, and appeals against the decisions made on these matters, will ensure that the procedures are transparent, fair and objective and do not discriminate on the grounds of race.
The College will monitor annually by racial group, the career development of all staff including promotions. |
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| 7.5 |
Disciplinary and grievance procedures for staff |
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Members of staff responsible for maintaining or operating disciplinary and grievance procedures for staff should ensure that such procedures are fair, transparent, and objective and do not discriminate on the grounds of race.
The College will monitor annually by racial group, the numbers of staff who are subject to disciplinary procedures or who take out a grievance under the grievance procedure, and the outcomes of such procedures. |
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8. |
Governors |
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| The College will monitor annually the profile of the Governors and seek to match the local profile. |
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9. |
Written and graphical materials |
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| The College will seek to ensure that central and departmental written and graphical materials, whether paper-based or electronic, do not discriminate on the grounds of race. All electronic materials created, transmitted, stored, downloaded or displayed on the College’s IT facilities, whether central, departmental, or private, must comply with the Computer Resources Policy. |
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10. |
Contractors, visiting staff and service providers |
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| Contractors, visiting staff and service providers are required to comply with the legislation and the College's Policy on the Promotion of Racial Equality. Members of staff responsible for contracting work to any person or persons who are not members of the College, including visiting staff and service providers, shall be responsible for ensuring that such contractors are aware of their responsibilities under the legislation on race and the College's policy. |
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11. |
Monitoring |
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The College will carry out annual monitoring to assess the impact of its activities on all racial groups. The categories for monitoring will be those recommended by the Commission for Racial Equality and the Equality Challenge Unit. The College will publish an Action Plan giving details of the monitoring programme.
The Equality & Diversity Working Party will collect the monitoring data annually in order to:
- analyse the data, assess the impact of the monitoring exercise and identify any patterns of inequality and the reasons for them
- recommend action to remove any barriers and promote equality of opportunity
- publish an annual summary of the monitoring and the results
- advise and support the making of appropriate changes
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12. |
Planning and decision making |
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| Members of staff involved in planning and decision making should pay due regard to the requirements of race relations legislation and the College's Policy and Code of Practice on the Promotion of Racial Equality, the Action Plan for compliance and the outcomes of the monitoring process. |
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13. |
Complaints of racial discrimination or harassment |
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The College offers support and advice for students and staff who believe they are being discriminated against or harassed on the grounds of race. Procedures for dealing with harassment are given in the Policy for the Protection from Bullying and Harassment, which is available on the College’s web pages and intranet or from the Principal’s office.
Complaint procedures for students can be found in the Student Handbook.
Staff wishing to make a formal complaint should use the appropriate grievance procedures, which are detailed in the Staff Handbook. |
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14. |
Compliance and Complaints |
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| Any incident of discrimination, harassment or action, which causes a person or group to suffer a detriment on the grounds of race, will be regarded very seriously and may be grounds for disciplinary action. The appropriate disciplinary action may result in sanctions up to and including expulsion or dismissal from the College. |
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15. |
Publication |
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| The approved Promotion of Racial Equality Policy and Monitoring Report will be published annually in July on the College’s Equality & Diversity webpages (www.colchsfc.ac.uk/eoil) and on the College’s intranet, which also contain further contact details. All documentation is also available through FOI. |