UNIVERSITY OF LEEDS
and Diversity Policy
out below is the University's Equality and Diversity
Policy, which applies to staff and students alike.
The Equality and Diversity Statement set out at paragraph
2 below is forwarded to all applicants for posts within
to the policy as Schedule 1 is a code of practice
setting out the steps the University will take in
respect of its obligations under the Race Relations
(Amendment) Act 2000. It is intended that
further schedules will be developed in due course,
covering, inter alia, sex and disability.
the University is committed to equal opportunities
understanding of the importance of opening the University
up to all sections of the community and of identifying,
using and developing the skills and talents offered
by members and potential members of the University,
to their and the University's benefit;
awareness that, in addition to being illegal and immoral,
discrimination is also wasteful;
recognition of the negative impact on individuals
of the effects of discrimination in terms of educational
attainment, career progression, self-fulfilment and
and Diversity Statement
The University of Leeds is proud to be a multi-cultural
community. We value diversity, and are
determined to ensure:
we treat all individuals fairly, with dignity and
the opportunities we provide are open to all;
we provide a safe, supportive and welcoming environment
for staff, for students and for visitors.
recognise that we still have work to do to secure
a truly inclusive community, and we are committed
to a wide-ranging plan of action to tackle discrimination
and to promote diversity.
of the policy
This policy forms part of the formal contract of employment
for staff and part of the formal agreement between
students and the University. All members
of the University must abide by this policy - albeit
that those in senior or managerial positions or with
specific responsibilities for recruitment, selection,
training, appraisal and promotion should be especially
mindful of the policy - and any failure to comply
could result in disciplinary proceedings.
All visitors to the University, together with those
contracted to work at or for the University, will
be expected to comply with this policy.
This includes those with honorary contracts or 'Visitor'
status, for example, members of NHS staff who teach
University students and Visiting Professors and Fellows.
and individual responsibilities
The University's corporate responsibilities under
this policy, together with the responsibilities of
individual members of the University, are set out
Responsibility for ensuring that the University meets
its legal obligations in respect of legislation relating
to equal opportunities rests with the University Council.
In practice, however, the management of these obligations
is delegated to University officers - and in particular
to the Director of Human Resources and the Head of
the Equal Opportunities and Disability Unit - and
to committees, especially the Equal Opportunities
Nonetheless the University is responsible as a corporate
entity for putting into place mechanisms and procedures
- and for encouraging a culture and environment -
that accords with its statutory obligations and commitment
to equality of opportunity. In furtherance
of this responsibility it has - in addition to establishing
up a code of practice setting out steps to be
taken in respect of its obligations under recent
legislation on race relations (Further schedules
will be developed in due course, covering inter
alia, sex and disability.)
an associated Code of Practice on Harassment,
Bullying and Discrimination;
a Diversity Action Plan, which identifies a range
of actions for implementation during 2002-2005
(in the first instance).
of resource centre and department
Heads of resource centre are accountable to the University
Council for ensuring compliance with the Equality
and Diversity Policy within their own areas but may,
however, delegate responsibility for this matter to
heads of department where this is appropriate.
Specifically - and in addition to their responsibilities
as individual members of the University - heads of
resource centre (or department, where appropriate)
are responsible for:<
an environment in which compliance with this policy
is regarded as integral to the work of the resource
centre or department;
- as part of the development of this environment
- the production and implementation of departmental
Equal Opportunities Action Plans.
of individual members of the University
In order to ensure that the Equality and Diversity
Policy is put into practice, individual members of
should seek actively to promote equality of opportunity
for others and strive to create an environment in
which academic goals may be pursued without fear or
must not discriminate unfairly in the way they provide
or procure services on behalf of the University;
must not discriminate unfairly if involved in the
recruitment, promotion and management of staff or
in the selection and supervision of students;
must not encourage other staff or students to practice
unfair discrimination or harassment;
must not victimise any person who has complained of
harassment or unfair discrimination, or who has given
information in connection with such a complaint.
Corporate support for the University's commitment
to equality of opportunity is provided, inter alia,
by the following.
Head of the University's Equal Opportunities and
Disability Unit and her staff have responsibilities
for developing equal opportunities strategies,
policies and procedures; for providing practical
help and advice to ensure that they are effectively
implemented and to ensure 'reasonable adjustment'
in the work and study environments; and
for delivering change initiatives.
University has established an Equal Opportunities
Committee to monitor the way in which its policies
are put into practice and to recommend improvements.
Data, conclusions and recommendations arising
from monitoring exercises, for example, those
required as part of the University's specific
duties under the Race Relations (Amendment) Act
2000, together with the outcome of any impact
assessments, will be reported to the University's
Equal Opportunities Committee (which in turn reports
to the Planning and Resources Committee, the Senate
and the Council) and to other committees as appropriate.
Furthermore, individuals may draw to the attention
of the Committee any matters of policy or general
principle by addressing them to the Secretary,
Equal Opportunities Committee, Human Resources,
E C Stoner Building.
Further copies of this policy can be found on the
Equal Opportunities and Disability Unit website (forthcoming).
Further information and advice including the
codes of practice is available from the Equal
Opportunities Officer ( 0113 3436700, email@example.com).