equal opportunities and diversity policy pdf

Equal Opportunities And Diversity Policy Pdf

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Equality and diversity

To create an environment that values diversity and is free from discrimination and harassment and where allegations of breaches of this Policy are dealt with fairly and promptly.

This Policy applies to all students and prospective students, staff and prospective staff, and other individuals associated with the University in all situations or activities related to their roles at the University. Included is a disability as defined above that presently exists, previously existed but no longer exists, may exist in the future including because of a genetic predisposition to that disability , is imputed to a person, and behaviour that is a symptom or manifestation of a disability.

Is a form of discrimination and refers to a wide range of deliberate and unintentional behaviours, based on an attribute as listed above, which are unwelcome and uninvited and which are reasonably likely, in all the circumstances, to humiliate, intimidate or offend. It includes behaviour which may be written, printed, verbal, non-verbal or physical including transmission or display of inappropriate electronic communications, use of social media.

Negative comments or actions about adjustments made because of a person's disability or culture or carer responsibilities. Is where a person engages in any unwelcome conduct of a sexual nature in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated the possibility that the other person would be offended, humiliated or intimidated. Sexual harassment can occur even if the behaviour is unintentional, and a single incident can amount to sexual harassment.

Sexual Harassment refers to a wide range of behaviours and includes behaviour which may be written, printed, verbal, non-verbal or physical including transmission or display of inappropriate electronic communications, use of social media. Is the term used to describe actions or changes which may be required to enable staff and student participation on an equitable basis to other staff and students. Lack of provision of reasonable adjustment might constitute discrimination.

Such characteristics and circumstances include having a disability, carer responsibilities, cultural or religious obligations, having English as a second language. Reasonable adjustments for people with a disability are required under the Disability Discrimination Act Each situation needs to be considered in its own circumstances and on its own merits. Federation University Australia is committed to providing equal opportunity and freedom from discrimination, harassment and vilification for all members of the University community, and to creating an environment which reflects and values the social and cultural diversity within the University community and the communities it serves.

The University will not tolerate discrimination, sexual or discriminatory harassment, racial or religious vilification or victimisation, as defined in this Policy, in any University activities.

The University will take proactive, reasonable and proportionate measures to eliminate discrimination, sexual and discriminatory harassment, vilification and victimisation within University activities, and recognises the potential for the University to be vicariously liable if all such measures have not been taken. This is particularly relevant to students and staff with disability.

The University acknowledges the systemic disadvantage that affects participation and progression in University activities by some members of the University community and the communities it serves. The University will take proactive steps to redress this. As part of this, the University will put in place measures to have the composition of governance bodies, and staff and student populations better reflect the diversity within the communities served by the University.

This may involve the implementation of special measures that lawfully discriminate between groups of individuals for the purpose of realising substantive equality for members of a group with a particular attribute. The University will ensure that it has in place procedures to deal with any alleged breaches of this Policy fairly and expeditiously.

All University fixed-term and continuing staff are required to successfully complete the University online Discrimination and Harassment training.

For new staff completion must be within the first three months of their employment. Deans, Directors and Managers are responsible for ensuring staff completions. Supervisors, Managers, Academics and Teachers of the University are responsible to use their best endeavours to ensure an inclusive learning and working environment that is free from discrimination, discriminatory and sexual harassment, vilification and victimisation in the areas or activities for which they are responsible.

This responsibility includes communicating the intent of this Policy, where appropriate, to their staff, students and other individuals associated with the University for whom they are responsible, and taking appropriate action in the event of a concern being raised about breaches of this Policy. Staff who develop University learning materials, publications, publicity materials and official documents are responsible for ensuring the use of inclusive and non-discriminatory language and for using images that reflect social and cultural diversity.

Where senior staff or University committees are seeking persons to be honoured or formally recognised by the University, they are responsible for making their best endeavours to reflect and value social and cultural diversity. Supervisors, Managers, Academics and Teachers, and any staff responsible for learning activities, facilities and services, are responsible for using inclusive practices in the review, design and implementation of activities and actions within their domains.

Managers and staff with responsibility for planning within their areas of operation are responsible for identifying areas of under-achievement in the participation and progression of groups of students and staff such as Indigenous people, women, people with disabilities, people from low socio-economic backgrounds, people from culturally diverse backgrounds and putting in place measures to positively address participation and progression of these identified groups.

Particular emphasis should be given to the development of measures to advance equality and respect for Aboriginal and Torres Strait Islander students and staff, and to the promotion of workplace gender equality. Staff with responsibility for engaging other individuals or groups such as contractors, partner providers who will have interactions with University staff, students or other individuals associated with the University, are responsible for putting in place measures to have those individuals or groups comply with the expectations of this Policy where appropriate to their activities.

Governance bodies are responsible for putting in place measures to ensure diversity in the composition of governance bodies and their sub-committees and working parties. The Manager, Equity and Equal Opportunity is responsible for the provision of information on this Policy and to provide advice to individuals and committees, and input to University policy and practices, in order to assist the University to prevent and redress breaches of this Policy.

The Deputy Vice-Chancellor Student and Support Services, as nominee of the Vice-Chancellor, has overall responsibility for the implementation and review of this Policy. Any person who believes that they have experienced discriminatory or sexual harassment, discrimination, vilification or victimisation in breach of this Policy can seek advice and information on courses of action available to them from the Manager, Equity and Equal Opportunity.

There are six internal processes to deal with breaches of this Policy. Complaints should be raised as soon as possible, but normally not later than 12 months after the incident s that led to the complaint occurring.

In the case of alleged criminal offences the University encourages reporting to the Police and reserves its right to separately inform the Police.

University Policy. Legislative Context. Term Definition Academic freedom The freedom of academic staff to teach, discuss, exhibit artistic works or public performances, research, as well as disseminate and publish the results of their research. The freedom of academic staff and students to engage in intellectual inquiry, to express their opinions and beliefs, and to contribute to public debate, in relation to their subjects of study and research.

The freedom of academic staff and students to express their opinions in relation to the higher education provider in which they work or are enrolled. The freedom of academic staff, without constraint imposed by reason of their employment by the university, to make lawful public comment on any issues in their personal capacities.

The freedom of academic staff to participate in professional or representative academic bodies. The freedom of students to participate in student societies and associations.

Spreading gossip about a person, such as gossip about a person's real or assumed attribute Sexist or racist language or humour or images or emails Intrusive personal questions based on an attribute Displays of images eg on computers, social media, posters, or graffiti which target attributes and give rise to offence Negative comments, taunts, jokes or insults eg at the expense of others' attributes.

Policy Statement. A staff member, student or other individual associated with the University, who believes that they have experienced discriminatory harassment or sexual harassment may make a complaint under the Discriminatory and Sexual Discriminatory and Sexual Harassment Complaint Procedure.

A staff member who believes that they have experienced discrimination, vilification or victimisation may make a complaint under the Staff Grievance Procedure. A student who believes that they have experienced discrimination, vilification or victimisation may make a complaint under the Student Grievance Procedure. An individual associated with the University who is not a staff member or student who believes that they have experienced discrimination, vilification or victimisation, should raise their complaint with the Manager, Equity and Equal Opportunity who will assist in determining the appropriate process for dealing with the complaint.

A student or staff member who has a complaint of discrimination, discriminatory or sexual harassment, vilification or victimisation against a person who is not a staff member, student or other individual associated with the University, should raise their complaint with the Manager, Equity and Equal Opportunity who will assist in determining the appropriate process for dealing with the complaint. Past students and staff wishing to make a complaint, and who were enrolled or employed at the University at the time of the conduct which is the subject of the complaint, should raise their complaint with the Manager, Equity and Equal Opportunity who will assist in determining the appropriate process for dealing with the complaint;.

Information sessions, and Inclusion in the Equity Online training. Supporting Documents. Warning - Uncontrolled when printed! The current version of this document is kept on the FedUni website. The freedom of academic staff to teach, discuss, exhibit artistic works or public performances, research, as well as disseminate and publish the results of their research. Refers to unfavourable treatment based on the actual or assumed attributes as defined above.

Discrimination includes Direct and Indirect Discrimination. Occurs if a person treats, proposes to treat, a person with an attribute as listed above unfavourably, because of that attribute. Occurs if there is an unreasonable requirement, condition or practice that purports to treat everyone the same, but actually disadvantages someone with an attribute as listed above.

Examples of potential discriminatory harassment include: Spreading gossip about a person, such as gossip about a person's real or assumed attribute Sexist or racist language or humour or images or emails Intrusive personal questions based on an attribute Displays of images eg on computers, social media, posters, or graffiti which target attributes and give rise to offence Negative comments, taunts, jokes or insults eg at the expense of others' attributes Negative comments or actions about adjustments made because of a person's disability or culture or carer responsibilities.

Occurs where a person engages in conduct that incites hatred, serious contempt, revulsion or severe ridicule against another person or group of people, because of their race or religious belief or activity. Are forms of reasonable adjustments that can be requested by staff who are carers, have a disability, are 55 or older, are experiencing domestic violence, as covered by the Commonwealth Fair Work Act The freedom of staff, students, and invited visitors to the University to express lawful opinions publicly, without undue restriction.

Are practices that anticipate and accommodate the needs of a diversity of people, and which result in learning and working activities and environments being accessible by all people, to the greatest extent possible, minimising the need for adjustments to respond to individual needs. Is where a person subjects or threatens to subject another person to any detriment because that person has made or might make a complaint in relation to this Policy or is involved or might be involved in the resolution of a complaint, including as a witness.

Victimisation includes physical, visual, verbal and non-verbal behaviour. Includes persons other than staff and students holding an honorary, visiting or adjunct appointment, and external members of the University Council, boards, committees or other University bodies, as well as those volunteers, consultants and contractors who are legally bound by the policies and procedures of the University.

Is any person who is an employee of the University. This includes full-time, part-time, sessional or casual staff. Is any person enrolled as a student of the University. This includes full-time, part-time, block-mode, online or distance education students. For the purpose of this Policy overseas students not residing or present in Australia are excluded, as they are subject to the relevant legislative processes of their country. Equal Opportunity and Valuing Diversity.

Discriminatory and Sexual Harassment Complaint Procedure. Document Index Policy Search. Printable PDF Version.

Equality, equal opportunities and diversity: Obfuscation as social justice

The purpose of this paper is to examine the aims of equal opportunities policies in the UK and to link them to market forces, European integration and the wider aims of economic growth. The theoretical literature around equal opportunities and managing diversity is examined. The paper looks at how these have been implemented in practice by examining a policy document relating to Higher Education. The paper concludes that the policy document examined exhibits a high degree of confusion and misunderstanding about many of the key principles underlying equal opportunity theory and practice. The arguments presented add to the wider debates about the nature and role of equal opportunities policies and their relationship to economic policy.

To create an environment that values diversity and is free from discrimination and harassment and where allegations of breaches of this Policy are dealt with fairly and promptly. This Policy applies to all students and prospective students, staff and prospective staff, and other individuals associated with the University in all situations or activities related to their roles at the University. Included is a disability as defined above that presently exists, previously existed but no longer exists, may exist in the future including because of a genetic predisposition to that disability , is imputed to a person, and behaviour that is a symptom or manifestation of a disability. Is a form of discrimination and refers to a wide range of deliberate and unintentional behaviours, based on an attribute as listed above, which are unwelcome and uninvited and which are reasonably likely, in all the circumstances, to humiliate, intimidate or offend. It includes behaviour which may be written, printed, verbal, non-verbal or physical including transmission or display of inappropriate electronic communications, use of social media. Negative comments or actions about adjustments made because of a person's disability or culture or carer responsibilities.

Everyone is different. We should make sure everyone is treated equally. We should also make sure everyone is listened to. KCC must follow the Equality Act by law. It says people should not be treated differently or unfairly because of:. KCC will gather information on equalities when making decisions. These are called equality impact assessments.


Monitor aims to be an inclusive organisation, committed to providing equal opportunities throughout employment including in the recruitment, training and.


Equality, equal opportunities and diversity: Obfuscation as social justice

Find out more about equality, diversity and inclusion at work. Select the statement you most agree with:. Breadcrumbs Home Advice Templates Templates for employers.

Equality, equal opportunities and diversity: Obfuscation as social justice

How it will be done?

Джабба нажал на клавишу. И в следующую секунду все присутствующие поняли, что это было ошибкой. ГЛАВА 119 - Червь набирает скорость! - крикнула Соши, склонившаяся у монитора в задней части комнаты.  - Неверный ключ. Все застыли в ужасе. На экране перед ними высветилось сообщение об ошибке: НЕДОПУСТИМЫЙ ВВОД.

 Да ну тебя, Чед, - засмеялась.  - Я гожусь тебе в матери. Могла бы не напоминать, - подумал. Мидж подошла к его столу. - Я ухожу, но директору эти цифры нужны к его возвращению из Южной Америки. То есть к понедельнику, с самого утра.  - Она бросила пачку компьютерных распечаток ему на стол.

Equality, equal opportunities and diversity: Obfuscation as social justice

Наконец он нашел его и снова выстрелил. Пуля ударила в закрывающуюся дверь. Пустое пространство зала аэропорта открылось перед Беккером подобно бескрайней пустыне.

В шесть тридцать в то утро он позвонил Дэвиду Беккеру. ГЛАВА 97 Фонтейн стремительно вбежал в комнату для заседаний. Бринкерхофф и Мидж последовали за. - Смотрите! - сдавленным голосом сказала Мидж, махнув рукой в сторону окна.

Беккер посмотрел в другую сторону и увидел, что женщина, сидевшая рядом, уже ушла и весь ряд вплоть до центрального прохода пуст. Не может быть, что служба уже закончилась. Это невозможно. Да мы только вошли.

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