Equality and Diversity
Our Commitment to Equality and Diversity and Inclusion
We are committed to Equality, Diversity and Inclusion for everyone in the UCA community. Our dedicated team ensures that everything we do is respectful, inclusive and fair.
Embodied in the 2010 Equality Act, UCA recognises and strongly upholds that all forms of unlawful discrimination, harassment, bullying and victimisation are unacceptable. We aim to ensure that no applicant, employee or student receives less favourable facilities or treatment (either directly or indirectly) on the grounds of age, disability, gender, gender reassignment, marriage, civil partnership, pregnancy, maternity, paternity, race, religion or belief, sex or sexual orientation
We greatly value a diverse academic community that is inclusive to all and supports everyone to achieve their full potential and we are continually reviewing how we work to ensure this is at the heart of all of our practices.
Equality, Diversity & Inclusion forms part of our induction procedures for staff and students, and we also offer training on EDI. Our equality policies and procedures are regularly reviewed, maintaining their effectiveness through Equality Impact Assessments.
Read more about Equality, Diversity & Inclusion at UCA
UCA is committed to creating and maintaining a workplace and learning environment based on respect and dignity. One that is free from any form of bullying, harassment or discrimination. To this end the University will take appropriate measures to ensure that the principals of equality, fairness, respect and dignity are embedded into its policy and culture.
Bullying and Harassment
These terms are often used interchangeably but have different meanings in law and policy. These are set out in detail in the Policy and Procedures document below.
In the simplest terms both bullying and harassment can involve behaviour that is perceived to be offensive by a person, although the precise wording is different. The key difference between them is that harassment refers specifically to conduct in the Equality Acrt where a person has a 'personal characteristic'....
Harassment is a form of discrimination under the Equality Act 2010.
Under the Equality Act 2010 harassment is unwanted conduct that relates to a person’s protected characteristic (i.e. their age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation) that has the purpose or effect of:
- violating that other’s dignity, or
- creating an intimidating, hostile, degrading, humiliating or offensive environment for another individual.
Bullying can be defined as offensive, intimidating, malicious or insulting behaviour which intentionally or unintentionally undermines, humiliates, denigrates or injures the recipient. Bullying may be obvious, or it may be more covert.
Policy and Procedures
Download the Harassment and Bullying Policy and Procedures.
The above policy contains information on a range of support option if you believe that you have been bullied or harrased, or accused of such behaviour. UCA has a lomgstanding commitment to maintain a created a network of volunteers, from across all functions, who are specially trained to provide help and support. HR are currently developing a scheme to update the current Harassment and Bullying Contacts network with Wellbeing Advocates. For more information please contact Joe McCarron, the Equality, Diversity and Inclusivity Manager.
Becoming a Wellbeing Advocate
If you are interested please contact Learning & Development at email@example.com or on 01252 891471. Alternatively, please contact the EDI Manager, Joe McCarron on 01252 892937 or email firstname.lastname@example.org
For information on training to be a Wellbeing Advocate or a refresher, contact Joe McCarron, EDI Manager. Contact on 01252 892937 or email email@example.com
The objectives for the Bullying and Harassment component of the Wellbeing Advocate role are:
- To understand the legal definitions of harassment and bullying in the workplace
- To understand the UCA policy on harassment and bullying
- To describe the role of the contact and relevant boundaries
- To understand sources of support for contacts
- To understand general issues arising in practice.
In addition to the training events, Wellbeing Advocates are encouraged to attend regular support meetings where any matters of concern arising in practice can be discussed in a confidential setting. These are coordinated by the EDI Manager, Joe McCarron on 01252 892937 or email firstname.lastname@example.org
Current EDI policy and reports
Contacts for Equality, Diversity and Inclusivity matters
Advice and support on any matter relating to Equality, Diversity and Inclusivity are available to UCA staff and students.
UCA has a strong commitment to Equality, Diversity and Inclusivity encapsulated in its Equality & Diversity Policy and reflected in further policies including Recruitment & Selection, Flexible Working, and Mentoring. It is the aim of the University to ensure that all staff and students have equality of opportunity in their development at the University. UCA’s People Strategy (2018) has ‘build a diverse community of staff’ as one of its core aims. UCA is committed to ensuring that every individual is aware of and fully understands their responsibilities for compliance with the Equality and Diversity Policy; this includes any potential breach of the policy as well as being able to raise an individual complaint.
Equality, Diversity and Inclusivity (ED&I) Manager
The ED&I Manager (Joe McCarron) is responsible for the following:
- Development and review of the University's policies and procedures relating to Equality, Diversity and Inclusivity
- Co-ordination of the Equality and Diversity Committee
- Advice and guidance on new equality legislation
- Raising staff awareness through briefings and training
- Acts as coordinator for matters relating to employee wellbeing.