Dear All
We are taking the overarching, inclusive approach in our thinking here. I can
understand why the CRE would go for an entirely separate policy statement but
the logic of that is that we will end up with statements for gender, race,
disability, age, religion, sexual orientation and so and so on.... I agree
that a separate disability and employment statement is useful and I see that
as part of the action which arises from the fundamental statement of intent.
This will equally be true, it seems to me, of the actions arising from the
RRAA. I can't see that a proliferation of policies helps - the approach is the
opposite of inclusive after all, and may lead some to think that certain
issues are being prioritised over others. *All* are important, even where they
require different activity in the detailed execution.
Felicity
Cambridge
Faith Marchal <[log in to unmask]> on 30/01/2002 14:08:49
Please respond to The list aims to provide a channel of communication for HE
administrators w <[log in to unmask]>
To: [log in to unmask]
cc: (bcc: Felicity Hunt/PER/Central-Admin)
Subject: Re: : RRAA Specific Duties: Race Equality Policy
Mannie -
Here's something that's been concerning me: last Spring we began
the review and revision of our existing EO policy, with the intention
of expanding it into a broader statement with valuing diversity and
promoting equality as the overarching ethos, in other words, the WHAT
and WHY (or vision).
The intention was - and I believe still is -- to support the broad
statement of policy with issue-specific action plans, in other words,
the HOW, WHEN and BY WHOM. We had hoped to meet the requirements of
the RRAA with just such an action plan.
I floated this idea at a CRE HE Forum last spring, but understood from
the CRE that this approach would not meet their requirements.
However, I also see in the Code and other advise notes that the racial
equality can be "combined with" another policy . .. but that "the race
equality policy will need to be clearly identifiable and easily
available". Does "incorporated into" count? Or do they mean a
separate document, "attached to" the main policy?
That said, we do have a separate Employment of Disabled People Policy,
as the law permits - even encourages - positive discrimination (for
example, guaranteed interview schemes). To my knowledge, the RRAA
doesn't extend to that. Or have I missed something?
Again, something that can be raised in the consultation
process, but early clarification would be appreciated!
Regards,
Faith
===========================
On Wed, 30 Jan 2002 12:33:38 -0000 Emmanuell Kusemamuriwo
<[log in to unmask]> wrote:
> Dear Colleagues,
>
> As part of the ECU/CRE partnership work in devising a Model Race Equality
> Policy Structure for HEIs, we are holding a workshop tomorrow (30/01/02) to
> finalise this part of our work. It is then intended that the resultant Model
> Policy Structure will be ready to be distributed to all HEIs by Friday
> (8/02/02)
>
> In order to ensure that our workshop is as comprehensively informed of the
> issues as possible, I would like to invite colleagues to email me, by the
> end of the day, any pressing issues that you might have with the specific
> duties, especially the one on writing and maintaining your Race Equality
> Policy. I will then take any issues raised, to be addressed at the workshop
> in order for the final structure to take into account all raised issues.
> These need not be any complicated issues but those that you have come across
> thus far, as you have been considering your response to the specific duties,
> especially given the 31st May deadline.
>
> The Model Structure is intended to then assist you in responding to the HEI
> specific duties under the RRAA.
>
> I look forward to your response.
>
> Regards
> Mannie.
>
>
>
> Emmanuell (Mannie) Kusemamuriwo (Policy Adviser: Ethnicity and Cultural
> Diversity)
>
> Equality Challenge Unit
> 3rd Floor, Tavistock Place,
> London WC1H 9RA
>
> Tel 020 7520 7060
> Fax 020 7520 7069
> Email: [log in to unmask]
----------------------
Faith Marchal
Equal Opportunities Adviser
Anglia Polytechnic University
Bishop Hall Lane
Chelmsford CM1 1SQ
[log in to unmask]
APU is committed to being an Equal Opportunities employer.
