Our ethos:
As a college we are committed to Equality and Diversity not just because it is a legal requirement but because we value difference and believe that learning and working environments should be places where everyone feels valued and respected.
We recognise that fulfilling our commitment to Equality and Diversity is not just about fulfilling our legal obligations but about being pro-active and celebrating diversity. We also recognise that embedding Equality and Diversity is an ongoing process with a series of changing goals that we need to action. Please do read our full Equality and Diversity statement which is present in all classrooms:
Equality and Diversity Statement
As part of our legal responsibility, we have a duty that covers each of the 'protected characteristics' under the Equality Act 2010. The 'protected characteristics' are: religion and belief, race, disability, sex, sexual orientation, age and gender reassignment, pregnancy and maternity.
The duties are outlined in one key document for ease of access and to ensure regular re-visiting and use. This document is our Equality and Diversity Policy.
To read the individual duties, please access the Equality and Diversity Policy via the following link:
With regard to our actions in relation to Equality and Diversity our primary action plan for each year is cited at the end of our Self Assessment Report which is formally reviewed twice a year. The SAR focuses on priorities in relation to the legal duties as well as a commentary detailing some of the activities that the college has been involved in with regard to embedding Equality and Diversity over the last year.
Important: Please note that individual departments and areas of the college have their own SAR reports that further detail actions relating to Equality and Diversity and the specific duties. These action plans are reviewed bi-annually on a formal basis.
To read the Equality and Diversity SAR report and action plan for 2011-2012, please click on the following link:
Statistics and Information on Protected Characteristics
To read the Statistics and Information on Protected Characteristics, please click on the following link:
Gender Pay Analysis:
As part of our legal duty in relation to gender, we are required to publish annual data on pay within our institution. We have published data in accordance with the formula adopted by other S7 (Surrey 7) Colleges to give us a clear point of comparison. Please note that we have also separated our support staff and teaching staff with regard to pay averages as to amalgamate the figures would distort the results.
Staff Pay Analysis 2010-11
Teaching Staff:
The figure calculated is the average annual salary per FTE.
The figure for males is 1.8% more than for females. Please note that this figure includes part time staff and % wise there are more female part time staff than male.
Support Staff:
The figure calculated is the average pay per hour. All support staff contracts specify a number of hours per week and a number of weeks per year and these figures are used to arrive at hourly rates.
The figure for females is 2.3% more than for males.
The Office for National Statistics estimates that the median gender pay gap for full-time work for men and women was 10.2% in 2010, and the median gap comparing all men and women was 19.8%. The College is therefore reassured to know that the gender pay gap for both teachers and support staff is minimal. We will of course monitor this each year.
Moving towards where we want to be:
Over the last couple of years we have identified priorities in relation to our college community and the protected characteristics identified in The Equality Act 2010. We have conducted full impact analyses in areas of concern, identified by our initial analysis into our college policies, practices, procedures and paperwork. The system that we have adopted for this impact analysis is to look at the student and staff journey through college as this enables a more holistic approach.
Making sure our marketing, admissions and enrolment processes are fair :
One area that we felt needed full equality analysis was our system of marketing, admissions and enrolment. We were concerned that the Admissions Policy for 2010 entry was potentially discriminatory in the area of the application process. Whilst findings were inconclusive after full investigation, we have changed the application process and Admissions Policy and review these annually. Further information on the impact of these changes will be published in the next academic year.
For details on the findings of the impact analysis for the area of Marketing, Admissions and Enrolment please see the following document:
The Gay Straight Alliance:
This successful group run by students for students was set up in early 2009 in response to student need.
Its primary aim is to support lesbian, gay, bi-sexual and transgendered students within college and their straight friends or those with LGBT friends or family. As well as meeting weekly on a social level, the group has raised funds for Stonewall and has produced key tutorial materials with the aim of challenging use of the word 'gay' as a derogatory term and celebrating LGBT celebrities and key academic figures.
Apart from supporting students in-house, one of the goals for the next academic year is for the group to network with other GSAs at other colleges in our S7 network as well as some of those in existence in Hampshire.
The Two Ticks Scheme:
As part of our commitment to equality on the grounds of disability, the college has been involved in the Two Ticks scheme since early July 2011. The scheme, run by Jobcentre Plus, recognises employers who have agreed to take specific actions in relation to disabled employees and potential disabled employees. As a college we have agreed to take action on the following five commitments:
- to interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities
- to ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what can be done to make sure they can develop and use their abilities
- to make every effort when employees become disabled to make sure they stay in employment
- to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
- each year to review the five commitments and what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.
We believe this is an important move towards providing opportunities for people with disabilities within our local community and beyond. We are currently working with the Queen Elizabeth Foundation for Disabled people, based in Leatherhead, to provide work experience for an individual working in the administration area this summer. This is something that we would like to be able to develop further in the future.
Celebrating Diversity and broadening understanding:
As a college, we believe that students and staff should actively celebrate diversity where possible and continue to develop understanding of and respect for those within the immediate college community and beyond. As well as specific work with individuals in department areas, we have taken part in a range of Equality and Diversity related activities across the college.
The reports below are lists of some of the activities and training that students and staff have been involved in over the last two years.
Calligraphy workshop during celebrations for Chinese New Year
Celebrating Japanese culture whilst raising money for victims of the Tsunami