Colleagues

We are aware that there are restrictions on the use of credit cards amongst
sections of the Muslim community. Can anyone advise on:

*what the extent of these restrictions are?
*how this might affect plans to extend electronic means of payment,
particularly in the light of the RRAA?
*any similar restrictions on the use of debit cards?
*whether this or similar restrictions extend to other religious or cultural
groups?

With best wishes

Steve

Steve Porter
Widening Participation Officer
Outreach Department
UCAS                    Tel: 01242 544875
Rosehill                        Fax: 01242 544954
New Barn Lane           Email: [log in to unmask]
Cheltenham
Gloucestershire GL52 3LZ
http://www.ucas.com


-----Original Message-----
From: Mannie Kusemamuriwo
[mailto:[log in to unmask]]
Sent: 23 March 2004 13:03
To: [log in to unmask]
Subject: Re: Harassment


Dear Colleagues,

One approach that I would like to suggest is added to any that you might
want to adopt is one that is underpinned by the statutory requirements of
Equality and Diversity, especially the RRAA.

In order to ensure that institutional practice is responding adequately to
the requirements, especially those of the RRAA, since it is the best
template to use, institutions will have to make sure that all their
functions that have been deemed to be race equality relevant, are being
implemented in such a way that can be seen, through evidence, to be
responding to the three elements of the General Duty, through the
appropriate incorporation of the Specific Duties. This will also ensure that
institutional practice is being implemented under both the Burden of Proof
and Vicarious Liability requirements, as advised by the Statutory Code.

Establishing the support and training needs of all staff, students and other
partners who are involved in the race equality relevant functions will then
need to follow, through meaningful communication and consultation
strategies. After the staff needs have been established, appropriate support
and/or training strategies can then be relatively formulated, as dictated by
those needs and not prescribed in any other way. If training and/ or support
of staff who are now required to implement instituional functioning in a
race equality manner, does not relate to their real RRAA needs, they might
be left in a position where they are unable to understand the full legal
Equality and Diversity implications on their roles, responsibilities,
accountabilities and liabilities.

Harassment has also been redifined under Equality and Diversity requirements
and now puts more responsibility on institutional and therefore individual
roles, responsibility, accountability and liability. Since harassment could
occur unwittingly, directly and/or indirectly, in all the Equality and
Diversity relevant functions,  and is directly linked to all staff and
students and others who are involved with those institutional functions, any
review of anti-harassment practice will need to be seen to take all the
necessary parameters into account, in a way that satisfies legal
institutional requirements, e.g. those of the General Duty and the dictates
of the institution's Equality and Diversity Policies and Action Plans.

To do any less could result in institutional practice, through the
individual staff and students involved, being challenged for implementation
that is below the reasonable and practicable requirements of both the letter
and the spirit of Equality and Diversity.

I welcome any comments on any of the isssues raised above.

Regards

Mannie.

________________________________

From: HE Administrators equal opportunities list on behalf of Clare Martlew
Sent: Mon 22/03/2004 15:53
To: [log in to unmask]
Subject: Re: Harassment



Our policy is at http://www.keele.ac.uk/depts/uso/hr/HRpolicies.htm

We have only just trained the advisors and therefore don't have a lot of
feedback yet.

Clare Martlew
Human Resources Manager
Tel: (01782 58)4376
Email: [log in to unmask]
This electronic message contains information which may be privileged,
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-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]]On Behalf Of L Gregory
Sent: 22 March 2004 15:18
To: [log in to unmask]
Subject: Harassment


Dear Colleagues

We are currently reviewing our Code of Practice on Harassment.  I would
welcome the opportunity to find out from colleagues about different
approaches within other universities and how well they're working.

Thanks


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