Clare -
We are in the process of completely revising our Equality and Diversity
Policy and related documents, mainly because of the changes in legislation.
The following are some of the statements we make in different sections of
our current Staff Handbook:
1. EQUAL OPPORTUNITIES
UCC is strongly committed as an Equal Opportunities employer and is actively
seeking to attract and retain staff and students from minority groups,
including those with disabilities and from minority ethnic groups.
UCC will not tolerate discrimination against any student or member of staff
on the grounds of gender (sex), colour, marital status, religion, HIV
status, disability, race, age, nationality, ethnic origin, creed, special
needs or sexual orientation.
See the College Statement on Equal Opportunities, the Harassment Policy and
Procedure, and the Race Equality Policy and Action Plan on
h:share\personnel\policies
Also see DISABILITY, HARASSMENT, NON-DISCRIMINATORY LANGUAGE, NON-SEXIST
LANGUAGE
EQUAL OPPORTUNITIES ACTION GROUP
The Equal Opportunities Action Group has been constituted by Academic Board
to promote equal opportunities at UCC and to monitor progress in the
development of new initiatives and legal compliance.
2. NON-DISCRIMINATORY LANGUAGE
UCC recognises that both written and spoken language can be a powerful way
of discriminating against groups or individuals - also see NON-SEXIST
LANGUAGE. UCC is determined to eliminate such discrimination by encouraging
you, and all staff, to work at becoming aware of the way you use language.
This is not about being 'politically correct', neither is it about instantly
and artificially changing the way you speak or write. Taking care about
your use of language means being sensitive to other people, some of whom may
be upset by a particular word or expression, even though you had no
intention of causing offence. It is often the case that incidents with
discrimination and language are caused unconsciously or are completely
accidental.
UCC appreciates that becoming aware of the way language can cause distress
is a gradual process, not a sudden event. However, you should at all times
be particularly careful to avoid using language which could be offensive or
discriminatory in terms of gender (sex), colour, marital status, religion,
HIV status, disability, race, age, nationality, ethnic origin, creed,
special needs or sexual orientation.
The general rule is to be sensitive to the way individuals or groups may
wish to be described, to realise that some terms are more acceptable than
others and that what is acceptable changes over time. Examples of
expressions helping to avoid offence in these areas would include saying or
writing: 'black people' instead of 'blacks', and: 'people with a disability'
instead of 'the disabled'.
NON-SEXIST LANGUAGE Also see NON-DISCRIMINATORY LANGUAGE
In practice, most difficulties with using language involve gender (sex),
status and power. In the past, positions of power were restricted to males,
and a lot of language still in use implies that women have inferior status.
Non-sexist language means language which includes women and treats men and
women equally.
You should therefore always be careful to use terms which are gender neutral
or avoid generalisations (stereotyping). Obvious examples include using
'chair' or 'chairperson' instead of 'chairman'; 'principal' or 'head'
instead of 'headmaster' and 'police officer' instead of 'policeman'. You
should especially avoid using 'he/him/his/himself' unless you are referring
specifically to a male, as it is not acceptable to assume that 'he' also
stands for 'she'. Instead, use the plural and/or re-order the sentence.
For example, use 'students are responsible for their books' instead of 'each
student is responsible for his books'. These are examples only, not a
complete list. See EQUAL OPPORTUNITIES
3. HARASSMENT (SEE THE HARASSMENT POLICY on PORTIA under UCC SERVICES/
PERSONNEL ONLINE)
UCC will not tolerate any harassment, intimidation or bullying of students
or staff. Harassment is defined as "unwanted conduct which violates a
person's dignity or creates an intimidating, hostile, degrading, humiliating
or offensive environment form them". It can include behaviour directed at
someone's gender (sex), colour, marital status, religion, HIV status,
disability, race, age, nationality, ethnic origin, creed, special needs or
sexual orientation. It also often involves someone abusing a position of
status, power, or trust.
Sexual harassment includes unwanted or inappropriate sexual advances,
regardless of the victim's gender, as well as inappropriate conduct of a
sexual nature, which is likely to cause embarrassment or humiliation.
Eliminating oppressive behaviour of any kind is the responsibility of all
UCC staff at every level. Involvement, support or encouragement in any
proven act of harassment, intimidation, bullying or discrimination is
regarded by UCC, without exception, as misconduct which can lead to
disciplinary action or even dismissal.
If you are experiencing any kind of harassment, or have reasonable evidence
that someone else is, please do not hesitate to contact Personnel for
strictly confidential guidance and advice on how to proceed. If you do not
feel able to contact Personnel, you should speak to a member of staff you
trust or your Trade Union representative.
UCC also actively discourages gossip and rumour-mongering; were you to make
an untrue or malicious allegation this would be considered a serious matter.
You should note that UCC has specific guidelines on consensual relationships
between staff and students. See CONSENSUAL RELATIONS
See BULLYING, DISABILITY, NON-DISCRIMINATORY LANGUAGE, NON-SEXIST LANGUAGE
Hope this is helpful - if somewhat out of date!
Lizzie Hutchinson
Head of Personnel
University College Chichester
This email is confidential and intended solely for the use of the
individual(s) to whom it is addressed. If you have received this email in
error please delete it from your system and contact the sender.
----- Original Message -----
From: "Clare J Baird" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Monday, April 05, 2004 9:47 AM
Subject: Equal Opportunities Staff handbook
> Dear All
> I am currently reviewing our staff handbook on Equal Opportunities.
> I would be interested to know if any other institutions have such a
> document, what is included in it (legislation, policies, harassment advice
> etc) and would be grateful to see any copies. Please send to
> [log in to unmask]
> Many thanks
> Clare J Baird
> Employee Relations Officer (Diversity and Engagement)
> Queen Mary, University of London
>
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