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HE Administrators equal opportunities list <[log in to unmask]> writes: >Dear Colleagues, > >Maybe a further reminder is that whatever policies, procedures and/or >processes that we formulate, from an institutional point of view, will >need to be implemented under the Equality and Diversity statutory >requirements, especially the RRAA General and Specific Duties. > >Perhaps the hardest driving statutory requirements that we need to pay >the closest attention to are those of the burden of proof and vicarious >liability, on the institution. > >If we continue to use the RRAA as a template for our institutional >responses to E&D requirements, anti-racist functioning (racial >harassment and bullying are forms of racism) will need to be >evidentially linked to all those institutional functions that are deemed >to be race equality relevant. > >Staff and student needs, within those functions, will need to be >established and appropriately supported. Those of us who are setting up >groups of colleagues to advise and assist the institution with >anti-racist functioning, as part of implementing the institutional E&D >response, will need to be minded as to how best to do this, taking all >the staff, student and other partners' needs into account, as described >above. > >Otherwise we might set up some very well intentioned structures, but >unless they are seen to embody the spirit of the E&D requirements, >especially the RRAA and seen to be so, especially by those who have >particular needs that have to be addressed accordingly, then we might >just be condoning unlawful institutional discriminatory practice, >unwittingly, but unlawfully nonetheless. > >So some questions (for there are many that could be asked)that we might >ask ourselves and seek to answer adequately, as we set up the >Contacts/Champions Groups are: > >1. What are the requirements that we should respond to, from an >institutional, therefore individual (Governors, all staff, students and >other partners') need point of view. Here we need to consider all the >E&D legislative requirements, to their appropriate depth, especially the >RRAA being the most demanding of them all) > >2. What are the institutional and therefore individual, >responsibilities, accountabilities and consequences involved and how >should they be practically acknowledged. > >3. Who (internally and/or externally) will need to be involved, why, >when and how, in setting up these structures and therefore how should >they be set up in order to reflect the required level of institutional >functioning. > >4. What are the issues for and therefore the needs of, all those >involved,(especially of those we expect to be institutional contacts >and/or champions)and how should they be established and supported, in >order to ensure the most reasonable and practicable institutional >response. This raises the question of communication, consultation and >training. If training is necessary who should do it, why and therefore >how. > > > > > > >5. How does the institutional response chime with institutional E&D >policies and Action Plans under the common Vision, Mission, Aims and >Objectives. > > > >As you can see, institutional anti- harassment/bullying functioning, in >its various forms, needs to be core to how our institutions respond to >E&D requirements, in order to ensure that good institutional practice >accrues to all who work and learn in or do business with our >institutions. > >As such, it cannot happen in a vacuum and will need to be linked >appropriately, to all the other "bigger picture" areas of relevance, >within institutional practice. Otherwise it will, at best, raise false >expectations in those who might suffer unlawful institutional >discriminatory practice and at worst unwittingly make the institution >and certain individuals, potentially complicit in the commission of >those unlawful discriminatory acts. > >Comments, suggestions etc are always welcome, as usual. I looked all the way through your reminder for the words 'Impact' and 'Assessment' Mannie but couldn't find them! Penny Penny Alder Equality and Diversity Advisor Personnel Dept The Surrey Institute of Art and Design University College Falkner Road Farnham Surrey GU9 7DS Tel: 01252 892997 Fax: 01252 892680 email: [log in to unmask] The views expressed in this email are those of the author and not necessarily those of the Surrey Institute. This message may contain confidential information and will be protected by copyright. If you receive it in error please notify us, delete it and do not make use of it, or copy it. Any reply may be read by the recipient to whom you send it and others within the Surrey Institute. Although we aim to use efficient virus checking procedures the Surrey Institute accepts no liability for viruses and recipients should use their own virus checking procedures.