About the College

Equality Objectives

Exciting developments have taken place in Equality law as the Government continues to try to make everything fairer. The Equality Act 2010 has brought in a raft of changes which reforms and strengthens discrimination law as well as harmonising it. We are implementing these changes by developing some new approaches and initiatives. You can read our Equality Objectives Scheme by clicking on the graphic button on the right.

The changes are:

  • 1. Protected Characteristics

    The Equality Act brings in protected characteristics as the grounds upon which discrimination is unlawful. The protected characteristics are:

    • Age
    • Disability
    • Gender
    • Pregnancy and maternity
    • Race
    • Religion and belief
    • Sexual orientation
    • Transgender
    Protected Characteristics
  • 2. Equality Duty

    The Equality duty consists of a general one for everyone and some specific ones for colleges. The general Equality duty covers all the protected characteristics listed above (plus 'marriage and civil partnership') and it requires us to consciously think about the need to:

    • (a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act;
    • (b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
    • (c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

    The specific duties are to publish Equality Objectives and diversity information about the College membership.

  • 3. Equality Analysis

    As part of ensuring that everything we do is fair and everyone is respected we have a responsibility to understand the effects our activities may have on people who share protected characteristics. These may not be immediately obvious so we need to conduct analysis. The purpose of equality analysis is to:

    • identify unintended consequences and mitigate them as far as it is possible
    • make sure we have adequate evidence to understand the potential effects of their decisions on different people covered by the duty
    • consciously and actively consider the relevant matters, in such a way that it influences decision-making at the time the decision is taken not after it
    • consider how developments to policy might further improve fairness and respect

    We need to do these things as an employer, when developing policies and designing services and as a purchaser of other goods and services. We have already been using as customer service tool called Equality Impact assessments and you can see these at the end of the policies on the website. We will continue to make these available so everyone can see our approach. You can find information about the work we do towards equality analysis in the Equality Objectives Scheme.

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