Structura’s Equality and Diversity Policy

Structura UK Ltd is committed to supporting, developing and promoting equality and diversity in all of its practices and activities and aims to establish an inclusive culture free from discrimination and based upon the values of dignity, courtesy and respect. We will support and develop the staff and student populations by providing all with access to facilities, personal and career development opportunities, employment and study on the basis of equality.

 

Structura UK Ltd is committed to eliminating discrimination and advancing equality on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief (including lack of belief), sex and sexual orientation1 and to fostering good relations between different groups.

 

This commitment supports the organisational principles of the company and upholds the ethos of establishing a culture based on dignity, courtesy and respect.

 

This policy builds upon the foundation of equality legislation and anti-discrimination guidance and strives, not only to comply with legal requirements, but to use these to ensure that Structura UK Ltd endeavours to exemplify best practice.

 

The company values diversity and recognises that the institution is greatly enhanced by the disparate range of backgrounds, experiences, views, beliefs and cultures represented within its staff populations. The company aims to embrace diversity in all of its activities and proudly acknowledges that variety and difference are intrinsic to the wellbeing and future development of the University.

 

The Equality and Diversity policy underpins the Mission of Structura UK Ltd and is integral to the success of the company and an employer of choice.

 

This is an overarching policy designed to outline the fundamental principles of company’s commitment to equality and diversity and will be supported by specific equality policies and action plans.

 

The policy applies to staff, to all applicants for posts within the company, to all staff employed on a full time or part-time basis, to all staff on permanent or temporary contracts, to agency staff and to sub-contractors undertaking work for Structura UK Ltd.

 

Legislative Background

Under Equality legislation it is unlawful to:

  • Discriminate directly against anyone and treat him/her less favourably than others on the grounds of the protected characteristics of: age (unless this can be justified as a proportionate means of achieving a legitimate aim), disability, gender reassignment, marriage and civil partnership, race, religion and belief (including lack of belief), sex and sexual orientation. This also includes discrimination based on perception of the person e.g. a belief that someone is gay or a belief that someone is disabled even if this is not actually true.

 

  • Discriminate against someone for reasons relating to their association with a person on the grounds of the protected characteristics of race, sexual orientation, religion or belief, age, disability, gender reassignment, sex and e.g. discriminating against an employee/student because they have a disabled dependent.

 

  • Discriminate indirectly against anyone by applying a criterion, provision or practice which disadvantages people with a protected characteristic (age, disability, gender reassignment, marriage and civil partnership, race, religion and belief (including lack of belief), sex and sexual orientation) unless the person applying the provision can justify it as a proportionate means of achieving a legitimate aim.

 

  • Subject someone to harassment for reasons relating to age, disability, gender reassignment, race, religion and belief (including lack of belief), sex and sexual orientation. This includes behaviour that an individual finds offensive on these grounds even if the behaviour is not directed at the individual. It also includes failure of an employer to take reasonable steps to protect an employee from persistent (3 occasions or more) third party harassment.

 

  • Victimise someone because s/he has made, or intends to make, a complaint or allegation or has given or intends to give evidence in relation to a complaint of discrimination in line with the Equality Act.

 

Objectives:

The aim of this policy is to ensure that in carrying out its activities the company will have due regard to:

  • Eliminating unlawful discrimination, harassment and victimisation.

 

  • Advancing equality of opportunity, across all the activities of the university between different groups.

 

  • Fostering good relations between people of a diverse background.

 

In the implementation of this policy the company will aim:

  • To develop and promote a culture of equality and diversity throughout the institution.
  • To develop and promote a culture of dignity, courtesy and respect.
  • To support all staff and students, including provision of relevant support relating to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief (including lack of belief), sex and sexual orientation.
  • To work to prevent all forms of unlawful discrimination.
  • To deal with all forms of discrimination consistently and effectively.
  • To ensure that the Equality and Diversity policy influences and informs the culture of the company.

 

Definitions:

Equal opportunities refers to the elimination of unlawful and unfair direct and indirect discrimination of particular groups and promoting equal access, treatment and outcomes that take into account specific needs of individuals.

 

Diversity – Diversity encompasses visible and non-visible individual differences that includes, but is not limited to, differences protected by anti-discrimination legislation. Appreciating diversity is about valuing differences and recognising that everyone through their unique mixture of skills and experience has their own valuable contribution to make.

 

It is the aim of Structura UK Ltd that individuals and groups within the institution are not only treated on the basis of equality, but that their diverse contributions to the academic, social and cultural life of the company are recognised and developed.

 

Roles and Responsibilities:

It is incumbent upon all members of the company to behave with dignity, courtesy and respect and to act in a manner that does not unlawfully discriminate at all times.

 

Role of Staff

  • Actively to encourage non-discriminatory practices and to report any incidences of behaviour that fail to comply with this policy.
  • To support the aims of the company’s Equality and Diversity policy.
  • To undertake appropriate equality and diversity training.

 

Role of Structura UK Ltd Board

  • To encourage, foster and promote a culture of equality and diversity in the company.
  • To ensure consistency of this policy with other policies and initiatives, making recommendations and providing advice on implementation of the policy.

 

Role of Managers

  • To ensure that they work to promote equality and diversity as an integral part of the services they provide and the policies and procedures they both develop and apply.

 

Application of the Policy: Staff Recruitment and Selection

  • Recruitment advertising will encourage applications from all sectors of the community reflecting the University’s commitment to equality and diversity.
  • Recruitment advertising will appear in publications appropriate to the audience capable of producing the best candidates (subject to budget considerations).
  • Job descriptions, person specifications and recruitment advertisements will be written on the basis of the essential and justifiable requirements of the position.
  • Short listing, appointment and rejection decisions will be transparent and justifiable and will be supported by written comments.

 

Grading and Promotion

  • All grading and promotions criteria and procedures will be free from prejudice and must be applied equitably and consistently.

 

Staff Development

  • All staff will have equal access to induction, personal and career development opportunities and facilities.

Performance Management

  • Probation and appraisal procedures will be clear and transparent and will be applied fairly across all staff.

 

Discipline and Grievance

  • Disciplinary and grievance procedures will be applied fairly and transparently for all staff.
  • Allegations of discrimination, harassment or inappropriate behaviour will be dealt with under the appropriate disciplinary procedures for staff.

 

Training Equality and diversity awareness raising and training will be mandatory for all staff. Information will be provided to all students in order to raise awareness of equality and diversity and the contents of this policy.

 

This policy is available to download the Structura UK Ltd website at www.structura-uk.com. It will also be available in printed form on request.

 

Contact: Sue Gleeson – Structura UK Ltd 020 8873 0573 – sue@structura.co.uk

 

Monitoring Statistics will be gathered to monitor equality across all aspects of University processes and will be used to inform future practice.

 

Confidentiality Any information disclosed to the institution in relation equality and diversity issues will be kept strictly confidential in accordance with legislative requirements.

 

Breach of Policy Contravention of the Equality and Diversity policy will be treated as a disciplinary matter and offenders will be dealt with under the Structura UK Ltd Disciplinary policy for staff.

 

Sources of Further Guidance:

Equality Act 2010 Human Rights Act 1998

Equality & Human Rights Commission: http://www.equalityhumanrights.com/

ACAS (Advisory, Conciliation and Arbitration Service): http://www.acas.org.uk

 


1 Under the Equality Act 2010 protected characteristics are the grounds upon which discrimination is unlawful. The protected characteristics (section 4) under the Act are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief (including lack of belief), sex and sexual orientation.