Equal Opportunities Handbook

1. Pathway Group
putting you first
Equal Opportunities
Handbook
Pathway College
putting you first

2. 1.
EQUAL OPPORTUNITIES
Pathway College are committed to promoting equal opportunities amongst all it’s
staff and learners. We can arrange additional training support to address any knowl-edge
gaps identifi ed during the induction process.
All staff are familiar with Pathway College commitment & have a responsibility to
implement the policy, investigate any individual’s concerns & if necessary, refer
them to Pathway College formal complaints procedure.
Company Name………………………………………………………………
Address……………………………………………………………………….
Candidate……………………………………………………………………...
Occupation……………………………………………………………………
Workplace Signature…………………………… Date………………………
Candidate Signature……………………………. Date………………………

3. 2.
DEFINITION OF TERMS/TERMINOLOGY USED IN EQUAL
OPPORTUNITIES
A DISABLED PERSON
Under the Equality Act 2010, a disabled person is anyone with a physical or mental
impairment which has a substantial & long term adverse eff ect upon their ability to
carry out day-to-day activities.
PREJUDICE
Pre-judging without having correct information, this leads to irrational preferences.
RACIAL PREJUDICE
Pre-judgment on the grounds of colour, national origin, or ethnic group.
DISCRIMINATION
To single out a particular person, group etc for special favour or dis-favour often
because of a characteristic such as race, colour, sex or social class. Unfavourable
treatment based on prejudice.
DIRECT DISCRIMINATION
Where a person treats someone less favourably than another person is, or would be,
treated on the grounds of sex or racial group.
INDIRECT DISCRIMINATION
This is where a requirement or condition has been applied equally but has a
disproportionate eff ect on one’s sex, racial group or disabled people. An example of
this would be, women could not lift/carry the same weight as most men. Therefore
they would be indirectly discriminated against if lifting the weight determined their
ability to get the job they were applying for.

4. 3.
EXCEPTIONS TO THE LEGISLATION
These are exceptions to legislation where a Genuine Occupational Qualifi cation
exists, for example:
• Single Sex Establishment
• Ethnicity
• Welfare
• Decency/Privacy
• Work Outside UK
• Employment Law
• National Security
Other exceptions to the law include private households.
ETHNIC
Relating to the classifi cation of human beings into groups, especially on the basis of
nationality, colour, culture, values, religion etc. Everyone belongs to an ethnic group,
e.g. English, Scottish, Welsh, Jewish, etc. The term ‘ethnic’ does not mean black.
ETHNIC MINORITY
A group, usually identifi able, diff erentiated from the main population of a
community by racial origin or cultural background.
RACISM/RACIST
A belief on the superiority of a particular race, including the theory that human
abilities are determined by race; Behaviour, prejudice and/or antagonism based on
this.
VICTIMISATION
This consists of treating a person less favourably than others are or would be treated
in the same circumstances because that person has made a complaint or allegation
of discrimination, or has acted as a witness or informant in connection with
proceedings under equality legislation.

5. 4.
POSITIVE DISCRIMINATION
When a person is appointed for a job solely on the basis of their ethnic origin, sex or
disability. This is unlawful & against equal opportunity.
POSITIVE ACTION
Under the Race Relations Act 1976 & the Sex Discrimination Act 1975, positive
action can be taken where a particular sex or ethnic group is under-represented in
area of employment:
• To provide facilities for special training which would help them compete on
equal terms for jobs, or
• To encourage them to apply for posts in organisations/those areas of
employment or training
EQUAL OPPORTUNITY
Ensuring that no one receives less favourable or unsuitable treatment than another
by virtue of his/her colour, ethnic origin, sex, disability, sexuality etc, thereby
enabling all people to have equal access to training & jobs.
SEXISM/SEXIST
Prejudice or discrimination on the basis of the gender.
HARASSMENT
Harassment can constitute causing another to fear that violence will be used
against them. It can also involve threatening, abusive or insulting words or
behaviour. This off ence can also involve the display of any writing or sign, which
is threatening, abusive or insulting. Causing alarm or distress to a person also
constitutes to harassment.
ABLEBODISM
This is discrimination suff ered by people with disabilities.

6. 5.
MONITORING
This means to identify any signifi cant diff erences when comparing the employment
patterns of men & women, of white staff & ethnic minority staff or people with
disabilities & others within an organisation.
STEREOTYPING
Pre-judging a person belonging to a particular group, that they share traits, which
you assume, is characteristic of that group.
IGNORANCE
A direct lack of knowledge of a person that is diff erent.
HETEROSEXISM
This is discrimination & negative attitudes aff ecting lesbians & gay men.
SEXUAL ORIENTATION
This refers to a person’s sexual preference regarding relationships with people from
the same sex, or of the opposite sex.
AGEISM
This means discrimination against people regarding their age, which especially
aff ects mainly young & elderly people.
TARGET GROUP
This refers to groups of people who are discriminated against by society, for
example, the elderly, women, black people, ethnic minorities, lesbians, gay men &
ex-off enders.
POWER
Power is about being in a position to control.
EX-OFFENDER DISCRIMINATION
This means having biased & prejudiced opinions regarding people who have
previous convictions.

7. 6.
DEFINITIONS OF TERMS/TERMINOLOGY USED IN EQUAL
OPPORTUNITES
Please answer the following questions in your own words:
Q1. What is discrimination?
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Q2. What is direct discrimination?
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Q3. What is in-direct discrimination?
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Q4. What is meant by harassment?
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Q5. Give an example of discrimination against ex-off enders?
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8. 7.
DISABILITY DISCRIMINATION ACT 1995
This act makes it unlawful to discriminate on the ground of disability in the areas of
employment.
It defi nes a person is disabled if he or she:
“Has a physical or mental impairment which has a substantial & long-term adverse
eff ect on his or her ability to carry out day-to-day activities.”
In interpreting this statement:
Impairment is described as:
• Physical impairments aff ecting the senses such as sight & hearing
• Mental impairments including learning disabilities & mental illnesses (if
recognised by a respected body of medicine)
Substantial is defi ned as more than minor.
Long term is defi ned as where the eff ects:
• Have lasted at least 12 months; or
• Are likely to last at least 12 months; or
• Are likely to last for rest of the person’s life (if less than 12 months)
With normal day-to-day activities there must be an eff ect on the person’s ability
to carry out rather than simply an eff ect on the activities themselves. A disabled
person may fi nd their own way of carrying out such activities, but it is the eff ect on
their ability to do so which is relevant. The impairment must aff ect either:
• Mobility
• Manual Dexterity
• Physical Co-ordination
• Continence
• Being able to lift, carry or otherwise move everyday objects
• Speech, Hearing or Eyesight
• Memory, or the ability to concentrate, learn or understand perception of physical
danger

9. 8.
The Act legislates against discrimination by means of providing less favourable
treatment for a reason related to a person’s disability:
This relates to recruitment, training, promotion, dismissal, transfer, terms &
conditions & retention or:
Failing to comply with a duty, or reasonable adjustment to help people with
disabilities: This relates to removing any substantial disadvantage on employers’
premises, or working arrangements put on a person with a disability, & could
involve re-allotting duties, altering working hours & acquiring or modifying
equipment. The sort of things which could fail to be done under the duty or
reasonable care are:
• Rearrange the offi ce layout to enable wheelchair access
• Purchasing equipment such as mini com to enable an employee to make
telephone calls
• Allow extra time for a selection or promotion interview with a person with a
hearing or speech impediment
• Provide a reader or interpreter for a colleague to read mail;
• Alter working hours & allow absences from work for medical treatment or
rehabilitation
DISABILITY
Q1. What defi nes a disabled person?
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Q2. What is meant by less favourable treatment?
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Q3. Is it illegal to discriminate?
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10. 9.
SEX DISCRIMINATION LEGISLATION
The following acts make it unlawful to discriminate on the ground of gender or
marital status:
THE EQUAL PAY ACT 1970 (as amended 1983)
This was the fi rst piece of Sex Discrimination legislation & concentrated on
discrimination in pay. Under this Act an employee is entitled to equal pay (& other
contractual terms & conditions) with an employee of the opposite sex if:
• They are doing work which is the same or broadly similar
• They are doing work which has been rated as equivalent by an analytical job
evaluation scheme
• They are doing work of equal value in terms of the demands made on the worker
(whether or not there has been a job evaluation scheme)
THE SEX DISCRIMINATION ACTS 1975 & 1986
This Act legislates against discrimination in any one of the following ways:
Direct Sex Discrimination: Treating one person less favourably, on the grounds
of their sex, than a person of the other sex is or would be treated in similar
circumstances
Indirect Sex Discrimination: Applying a requirement or condition, which cannot be
justifi ed on grounds other than sex, to men & women equally, which has the eff ect
in practice, of disadvantaging a considerably higher proportion of one sex than the
other
Direct Marriage Discrimination: Treating a married person less favourably, because
he/she is married, than a single person of the same sex is or would be treated in
similar circumstances
Discrimination by means of Victimisation: Treating an employee (of either sex) less
favourably than others are or would be treated on the grounds that the employee
has done (or intends to do so or is suspected of having done or intending to do) any
of the following:
• Brought proceedings against the employer (or any other person) under the
Equality Act or the Equal Pay Act

11. 10.
• Helped another person to do so by giving evidence or information;
• Done anything else under the Equality Act or the Equal Pay Act such as giving
evidence for the Equal Opportunities Commission during 1 of it’s formal
investigations, or helping another person to present a case at an Industrial
Tribunal
• Alleged that the employer (or anybody else) has contravened the Equality Act or
the Equal Pay Act
Under the Acts it is unlawful to discriminate:
• In the arrangements made for deciding who is off ered a job (e.g. advertising or
interviews)
• In the terms on which the job is off ered
• In deciding who is off ered the job
• In the provision of opportunities for promotion, transfer or training
• In the benefi ts, facilities or services an employer grants to employees
• In dismissals or other unfavourable treatment of employees
EXEMPTIONS TO THE ACT:
Genuine occupational qualifi cations: an employer may discriminate in selection &
treatment where being of 1 particular sex is a genuine occupational qualifi cation
for the job. (These can apply to the fi lling of a job by recruitment, promotion
or transfer) or training for a job & not to justify a dismissal. The most common
examples are:
• A man or a woman is needed because of physical form (e.g. modelling) or to be
realistic (e.g. as an actor)
• A man or woman is required to preserve decency or privacy (e.g. toilet attendant)
• The job is a single-sex establishment, which provides special care, supervision or
attention (e.g. prison or psychiatric unit)
Pregnancy, Childbirth, Retirement or Death: it is now unlawful to give diff erent
treatment to men & women in the following circumstances:
• By giving special treatment to women in respect of pregnancy or childbirth
• In the provision made about retirement or death except in terms of
discriminating against a woman as regards age of retirement

12. 11.
• Special Cases: The armed forces are not covered by the Sex Discrimination Acts &
there are special provisions for the police, prison offi cers, ministers of religion &
for competitive sports.
• Positive Action: If, during the previous year, a particular type of work has been
done entirely or mainly by one sex, employers can provide for that work solely
to employees of the opposite sex or encourage members of that sex only to take
up that work. However, no discrimination can take place in selecting people for
these jobs
SEX DISCRIMINATION
Q1. What date did the fi rst Equal Pay Act come into being?
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Q2. When was the Act amended?
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Q3. What is an employee entitled to under the Act?
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13. 12.
THE PROTECTION FROM HARASSMENT ACT 1997
This Act makes harassment both a civil tort & a criminal off ence.
The principal aim of the Act is to deal with stalking but the legislation also provides
an additional remedy for those who are subjected at work or outside work to
racial or sexual harassment, or to harassment on grounds of sexual orientation or
disability.
To constitute harassment under the Act the conduct:
• Can constitute causing another to fear that violence will be used against them
• Can involve threatening, abusive or insulting words or behaviour, or disorderly
behaviour
• Can involve the display of any writing, sign or other visible representation, which
is threatening, abusive or insulting
• Can include alarming the person or causing them distress
• Must have occurred on at least 2 occasions
• Must be of a nature that a reasonable person in possession of the same
information would consider to be harassment
The Act provides for:
• A maximum sentence for causing fear of violence of 5 years’ imprisonment &/or
an unlimited fi ne
• A maximum sentence for causing harassment of 6 months’ imprisonment &/or a
£5000 fi ne
• To court to make an order to protect the victim of the off ence, similar in it’s
extent to a civil junction, which, if breached, will constitute contempt of court &
will be punishable by up to 5 years’ imprisonment or a unlimited fi ne
• The victim of the crime of harassment to take civil proceedings to obtain
damages for any anxiety caused by the harassment & any fi nancial loss resulting
from harassment

14. 13.
PROTECTION FROM HARASSMENT
Q1. What protects you from harassment in the workplace?
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Q2. Give an example of harassment:
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Q3. Who would you speak to in your place of employment if you were being
harassed/bullied?
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Q4. Who would you speak to, to report your problem outside the work place? Give 2
examples:
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THE RACE RELATIONS ACT 1976 AND RACE RELATIONS
AMENDMENT ACT 2000
This Act makes it unlawful to discriminate on the grounds of colour, race, nationality
(including citizenship) or ethnic or national origins.

15. 14.
It legislates against discrimination in any one of the three ways:
• Direct Discrimination: Treating a person, on racial grounds, less favourably than
others are or would be treated in the same circumstances. Segregating a person
from others on racial grounds constitutes less favourably treatment
• Indirect Discrimination: Implying a requirement or condition which, whether
intentionally or not, adversely aff ects one racial group considerably more than
another & cannot be justifi ed on non-racial grounds. (A racial group defi ned by
reference to colour, race, nationality or ethnic or national origins)
• Discrimination by means of Victimisation: Treating a person less favourably than
others are or would be treated in the same circumstances because that person
has made a complaint or allegation of discrimination, or has acted as a witness or
informant in connection with proceedings under the Act or has been involved in
any other way in it’s enforcement, or intends to do any of those things
Equal Treatment of Employees
The Act makes it unlawful for an employer to discriminate against any of his or her
employees:
• In the terms of employment he or she aff ords to them
• In aff ording access to opportunities for promotion, training, transfer, or any other
benefi ts, facilities or services
• By dismissing them or subjecting them to any other detriment
Equal Treatment of Job Seekers
The Act makes it unlawful for an employer to discriminate against any person:
• In the arrangements he or she makes for recruiting staff
• In the terms on which he or she off ers employment
• By refusing or deliberately omitting to off er a person employment
(It is also unlawful for an employment agency to discriminate in providing it’s
placement, counselling and other service or for am employer to instruct or
otherwise induce an agency to discriminate).
Exceptions to the Act
Genuine Occupational Qualifi cations: An employer may discriminate in selection
and treatment of employees where membership of a particular racial group is a
genuine occupational qualifi cation for the job & the employer does not already

16. 15.
suffi cient employees of that racial group for the purpose. Examples of this are:
• Acting or modelling or work in a particular setting where persons of a particular
racial group are needed for authenticity (e.g. an Indian restaurant may specify
that it’s waiters must be Indian but not it’s chefs);
• Where the job involves providing services to members of a particular racial group
to promote their welfare, & the services can most eff ectively be provided by a
member of that group.
• Positive Action: the Act permits certain discriminatory actions by employers,
training bodies, trade unions & professional organisations for the purpose of
promoting the entry of persons of a particular racial group into work where that
group is under-represented.
RACE RELATIONS POLICY
The aim of this Policy is to promote racial equality & eliminate discrimination on
the grounds of race. This policy applies to all current & potential staff , students &
customers, & operates in conjunction with Pathway College’s Diversity, Fairness &
Equality of Opportunity Policy.
The Race Relations Policy is based on the following principles:
• To promote equality of opportunity in all aspects of College life
• To work to eliminate both direct & indirect racial inequalities, & promote good
relations between ethnic groups throughout the College
• To continually monitor/audit our commitment to race equality throughout the
College, & to ensure the legislative requirements are met
• To maintain the College’s commitment to the Commission for Racial Equality’s
(CRE) Race Relations Code of Practice
Promotion of Race Relations
Pathway College is committed to promoting equality & good relations between
persons of diff erent racial groups; it is the responsibility of each person within
Pathway College to ensure that this happens within their area.
The principal ways in which this can be done are set out below:
• Through the training & education of staff & students through marketing &
publicity
• Throughout the recruitment & selection of staff
When working in partnership with private organisations, Pathway College will
encourage such organisations to comply with Race Relations legislation.

17. 16.
THE RACE RELATIONS ACT 1976 AND RACE RELATIONS AMENDMENT ACT 2000
Please answer the following questions in your own words:
Q1 What grounds does the Race Relations act make it unlawful to discriminate?
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Q2 Give an example of direct discrimination on the on the grounds of race
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Q3 Give an example of indirect discrimination on the grounds of colour
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Q4 If you felt you were being discriminated against at work, what would you do?
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Q5 Who would you report the incident to at work?
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18. 17.
PERSONAL HARASSMENT POLICY
Introduction
It is the policy of Pathway College to actively promote the equality of opportunity
for both staff & students.
All members of Pathway College are expected to abide by & support the Equal
Opportunities Policy.
Personal harassment is objectionable & off ensive behaviour which contravenes the
Equal Opportunities Policy. It is viewed as a form of discrimination &, as such will
not be tolerated.
This applies to all staff (both permanent & temporary); to students, to visitors & to
organisations where students may be placed for work experience.
Defi nition
Personal harassment is defi ned as ‘direct or indirect behaviour which has the eff ect
of intimidating, humiliating, ridiculing or undermining the confi dence of a person
or group of people. Such as behaviour may threaten a victim’s security, sense of well
being or may create an intimidating or inhibiting environment’.
Personal harassment can take many forms, including:
• Physical, written & verbal abuse
• Derogatory comments or jokes
• Diff erential treatment
• Patronising remarks
• Deliberate misinformation
• Behaviour which threatens (directly or indirectly) a person’s well being
Whilst some forms of harassment are easily identifi ed & confronted, others are
more insidious &, therefore, more diffi cult to deal with. In all cases the behaviour is
unwelcome.
Procedures & Monitoring
A formal complaint regarding harassment will be pursued through the agreed
Grievance Procedures. These will be monitored & logged by the Directors.

19. 18.
Initiating formal procedures can deter people from making a complaint & can
result in problems being left unresolved. It is important, therefore, that an informal
approach is available for dealing with complaints. Informality does not infer lack
of due process; it is essential that an aggrieved person feels that the complaint has
been taken seriously & handled professionally.
An aggrieved person should be advised to ensure that all incidences are logged.
Guidance for identifying Personal Harassment & for providing support for the
victim.
It can be diffi cult to identify where the dividing line lies between harassment &
acceptable social & professional conduct. Certain behaviour, such as making racist
comments, is overtly off ensive & can be dealt with accordingly. But, most incidences
of harassment are insidious & hidden behind innuendoes & jokes. This type of
behaviour is just as serious in its eff ect on the victim, but can be more diffi cult to
identify than the more obvious forms of harassment. What is viewed as a ‘bit of fun’
by one person may be regarded by another as an intrusion on their person. The
victim’s perception of the degree of discomfort is, perhaps the best gauge to the
seriousness of the behaviour. Many cases of harassment happen through lack of
awareness of the eff ect the behaviour has on the victim. All that may be necessary
in these cases is to explain to the harasser why his or her behaviour is off ensive.
It is important that the person accused of this behaviour is given a fair & equal
opportunity to put their case.
If a complaint is made regarding a colleague’s or student’s behaviour, it can be
useful to ask yourself the following questions:
• Would I be happy for this to be said or done to my spouse, partner, child or
parent?
• Would the perpetrator be happy if his or her colleague’s were told about this
behaviour?
• Is this behaviour necessary?
• Would Pathway College be happy to be associated with this behaviour?
If the answer to any of these questions is “no”, then further investigation into
the behaviour needs to take place. If there is still doubt, then a discussion with a
colleague, who has a diff erent perception as to what is off ensive behaviour, would
be useful.

20. 19.
Support for the Victim
Many people do not make formal complaints about personal harassment as they
feel it may aff ect their careers or course. Another problem is that the complaint may
not be taken seriously. The eff ect on a victim can lead to a deterioration in their
work, stress-related absences &, eventually, to them leaving their employment or
course.
Most cases of personal harassment are dealt with quickly & informally. After
discussing the problem with a sympathetic friend or colleague, the victim should
try to approach the harasser to resolve the problem. When this is not possible, he or
she should request an interview with their tutor. If it is the tutor that the complaint
is being made against, or the person is felt to be inappropriate for other reasons,
then a Director of Pathway College should be approached. A friend or colleague
can also be invited to the interview for support & clarifi cation. After listening to
the complaint, the director or tutor will explain the options available to the victim
regarding the next course of action.
Any action that needs to be taken to ensure the well being of the victim should be
done in a sensitive manner. Victims should not be made to feel worse or threatened
by the procedures or actions taken & should be allowed to maintain some control &
say over the situation.
All staff involved should support the victim in a manner which respects his or her
need for confi dentiality & discretion.
Pathway College value system is based by the following four principles:
1. That equality of opportunity in education is a basic & necessary right of all
regardless of race, faith, gender, age disability, sexual orientation or
socio-economic status &, therefore all services off ered to students & conditions
for staff should actively promote this right
2. That all persons have diverse needs& therefore need to be treated in diverse
ways in order for them to be treated fairly & hence given equality of opportunity
3. That each member of staff makes a valuable contribution to the eff ective &
effi cient running of Pathway College, irrespective of their responsibilities or their
grade
4. That all students & staff abide by, actively promote & implement Pathway
College’s Diversity, Fairness & Equality of Opportunity Policy
If you have any questions related to the information in this booklet, please
do not hesitate to contact Pathway College on 0121 707 0550 or email: info@
pathwaycollege.org.uk

21. 20.
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22. 21.
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23. 22.
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24. Pathway College
putting you first
Pathway Group
putting you first
Pathway Group
Fairgate house, 205 Kings Road, Tyseley, Birmingham B11 2AA
Tel: 0800 955 0870 / 0121 707 0550
Email: info@pathwaygroup.co.uk
Web: www.pathwaygroup.co.uk