Equal Opportunities Policy


This policy is intended to accord with current legislation and will be regularly reviewed and updated as necessary.

Policy

  • 1.1 Equality of opportunity is not just about staff and employment: it affects every aspect of our activity and the way in which we run our business.


  • 1.2 AQA is committed to policies that will promote equal opportunities in all aspects of its employment and business, regardless of age, disability, ethnic origin, gender, marital status, religion, sexual orientation or any other grounds not bearing on a person's ability or potential.


  • 1.3 The aim is to ensure that no job applicants, employees, candidates, committee members, examiners, moderators, other part-time fee earning personnel or visitors receive less favourable treatment or are disadvantaged by conditions or requirements which cannot be shown to be justifiable.


  • 1.4 We are committed to providing a working and business environment in which the rights and dignity of all those who work for AQA and use its services are respected, and which is free from discrimination, prejudice, intimidation and all forms of harassment including bullying.


  • 1.5 We are committed to a programme of action to ensure that this policy is implemented and monitored at an organisational and individual level.


Definitions

  • 2.1 Direct discrimination is when a person is treated less favourably on the grounds listed in paragraph 1.2 above.


  • 2.2 Indirect discrimination involves applying conditions or special requirements that fewer people in one group can comply with than those in another group. If the condition or requirement cannot be justified it would be in breach of this policy.

Staff Recruitment, Relations and Career Progression

  • 3.1 Recruitment practices are a crucial part of any equal opportunities policy and should ensure that there are no barriers to the employment of any group of people.


  • 3.2 We are committed to a policy of equal opportunity for all employees and applicants for employment.


  • 3.3 We are committed to developing our workforce and to recruiting and selecting the best person(s), and will therefore actively recruit and support people with appropriate expertise and high potential regardless of their background. We welcome and support diversity amongst our staff.


  • 3.4 We will implement employment policies that value diversity and ensure that individuals receive treatment that is fair, equitable and consistent with their skills and abilities. We will encourage all employees to take advantage of suitable opportunities for training and development and will make such opportunities available.


  • 3.5 We will consult all employees and recognised trade unions on significant workplace issues and listen carefully to their views.


  • 3.6 We will not tolerate harassment or unlawful discrimination of any kind and will take prompt and effective action where it occurs. Within the organisation this is done through our internal Harassment and Bullying Policy or the Disciplinary Procedure.


  • 3.7 We will support our managers' right to manage in a fair and equal way, and also the right of staff to be managed fairly.

Committee Members, Examiners and other fee earning personnel

  • 4. The principles set out above in respect of our staff apply equally to others who are engaged by AQA to carry out our work such as our Trustees, policy committee members, examiners and moderators. We are committed to the principle of equality of opportunity and seek to ensure that we treat all individuals fairly.

Candidates

  • 5.1 AQA, as a member of the Joint Council for Qualifications (JCQ), has worked with other awarding bodies for many years to facilitate access to qualifications for candidates who are eligible for adjustments in examinations (ie through Access Arrangements or Special Consideration).


  • 5.2 We will comply with the guidance given in the JCQ publication Access Arrangements and Special Consideration – Regulations and Guidance relating to Candidates who are eligible for Adjustments in Examinations which have been designed and produced by the JCQ with the above aim in mind. The document which is normally revised annually, can be found on the JCQ website. An example of Access Arrangements which can be made is the production of a modified paper for a candidate with a visual impairment.


  • 5.3 We will try to ensure access and equality of opportunity for all in the design and content of our qualifications and in the processes and arrangements for assessment and awarding, whilst safeguarding the integrity of the qualifications.


  • 5.4 We will monitor and review our services to ensure that all people, regardless of their background or circumstances, enjoy a fair and equal opportunity to access them. We will take appropriate action where this is not the case.

Access to AQA Premises

  • 6.1 We will consult those who use our services to help identify ways of making services more accessible. Where it is not possible to make services fully accessible, we will endeavour to provide reasonable alternatives.


  • 6.2 We will keep our procedures under review to avoid and reduce potential difficulties for people with disabilities.


  • 6.3 We will carry out an audit of all premises and prioritise improvements with advice from staff users with disabilities.

Use of Outside Venues

  • 7. We will invite those delegates attending meetings held in venues outside our own offices to provide information about any reasonable adjustments they may require, which will be passed on to the venue concerned. We will seek to ensure that all our venues comply with the Disability Discrimination Act and will, if necessary, try to alter venues if the original site is not able to accommodate delegates' requirements and our staff have been informed about these in adequate time.

AQA Website

  • 8. We will endeavour to ensure that the design and functionality of our website(s) allow reasonable access to the content to all visitors, regardless of the computer platform and browsing technology they are using. Further detail is given in the Web Accessibility Statement.

Responsibilities

  • 9.1 The provision of equality of opportunity and the elimination of unlawful discrimination depends upon the commitment of all who work for us. All staff, committee members, examiners and other part-time fee earning personnel engaged by AQA have personal responsibility for the practical application of this Policy and should ensure that they are familiar with it.


  • 9.2 Special responsibility for the practical application of the Policy falls upon departmental managers who must work to embrace diversity across our workforce, our products and our services.


  • 9.3 Human Resources staff must ensure that our recruitment, induction and promotion policy and practice in particular provide equality of opportunity.


  • 9.4 Overall responsibility for the implementation and monitoring of the application of this Policy rests with the Director: People, Environment and Research.


  • 9.5 The Assistant Director: HR (Policy) will receive regular reports on initiatives and concerns from the divisions and refer them as appropriate to the Consultative and Negotiating Committee (CNC), the Information and Consultation Forum (ICF) or the Executive Board (EB).


  • 9.6 The Assistant Director: HR (Policy) is responsible for ensuring that the EB is kept informed of significant developments in Equal Opportunities legislation and good practice.


  • 9.7 The Assistant Director: HR and Development is responsible for ensuring that our commitment to equality and diversity is embedded through specific training courses and as part of our overall training and development programme.

Enforcement

  • 10. Minor breaches of the Equal Opportunities Policy by staff will be dealt with informally by line managers. Where breaches are deliberate, serious or persistent, they will be treated as misconduct and will be dealt with accordingly under the appropriate procedure. In the case of employees that will be under AQA's Disciplinary Procedure.

Training

  • 11. Equal opportunities will form an integral part of training relating to management and supervisory skills, in particular recruitment and selection, PPDR, disciplinary and grievance matters.

Complaints

  • 12.1 If staff feel that they have been discriminated against the first step is to raise the matter informally with their Line Manager or local Human Resources office. Should the situation not improve or should they experience further discrimination they can raise a formal complaint under the Grievance Procedure. AQA also has a specific policy on Harassment and Bullying.


  • 12.2 We have a Customer Service Statement which details our complaints procedure.


  • 12.3 We are committed to ensuring that complainants will not be victimised in any way for making such a complaint in good faith. Complaints of this nature will be dealt with seriously, as soon as possible and, as far as is reasonably practicable, in confidence.


  • 12.4 Any member of staff who is found to have committed an act of unlawful discrimination will be liable to disciplinary action.

Monitoring and Evaluation

  • 13.1 Our commitment to equal opportunities will be brought to the attention of staff, committee members, examiners and other fee-earning personnel by various means, including recruitment material, induction programmes and training. An Action Statement which gives further details of how that commitment will be implemented is available.


  • 13.2 We will regularly and frequently include Equal Opportunities on the agenda of divisional meetings. Reports will be provided for the Executive Board three times a year. Equal opportunities will also be a standing item on the agenda of the regular meetings of management and staff or trade union representatives, that is, the ICF and CNC. A more detailed Communications Plan is provided.


  • 13.3 We will regularly monitor the effectiveness of this Policy to ensure that it is working in practice and will review and update it as and when necessary.

Questions/Queries

  • 14. Should you have any questions or queries about this policy, please contact the Director: People, Environment and Research.

Action Statement

Why AQA is committed to equality of opportunity

The rationale for our commitment to equality of opportunity includes:

  • an understanding of the importance of opening up AQA and its services and products to all sections of the community and of identifying, using and developing the skills and talents offered by its employees and potential employees, to their and AQA's benefit;
  • the awareness that, in addition to being illegal and unethical, unlawful discrimination is also wasteful;
  • the recognition of the negative impact on individuals of the effects of unlawful discrimination on educational attainment, career progression, self-fulfilment and self esteem;
  • the acknowledgement that diversity is a business opportunity and that many of AQA's stakeholders have a statutory duty to promote equality of opportunity and are therefore likely to take equality policies into account when awarding contracts or doing business.

We recognise that we still have work to do to meet our commitment to equality of opportunity. We will take wide-ranging action to tackle unlawful discrimination and promote equality.

  • 1. Recruitment and Selection
    • (a) Vacancies
      • At present staff vacancies are normally advertised internally in the first instance. This practice will be reviewed 12 months after the implementation of this Policy.
      • Consideration will be given to the placing of advertisements and in particular to the use of job centres and to minority press/media and organisations.
      • All vacancy advertisements will include the following statement: "AQA is an equal opportunities employer and welcomes applications from all sections of the community."
    • (b) Selection
      • Selection criteria (as outlined in person specifications) will be kept under review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.
      • Reasons for selection and rejection of applicants will be recorded.
      • Whenever possible, efforts will be made to identify and remove unnecessary or unjustifiable barriers and provide appropriate facilities and conditions of service for those with special needs.
  • 2. Complaints

    AQA's Grievance Procedure is available to any member of staff who believes that he or she may have been unfairly discriminated against or harassed. AQA also has a specific policy on Bullying and Harassment.

    AQA's complaints procedure for people other than staff is published on the AQA website.

  • 3. Equal opportunities will form an integral part of staff training relating to management and supervisory skills, in particular recruitment and selection, PPDR, disciplinary and grievance matters.


  • 4. Monitoring
    • (a) Each division will be required to nominate someone at Principal Manager or Assistant Director level to monitor equal opportunities issues within the division. They will be required to report to divisional meetings on any progress or new initiatives that will help AQA to meet its stated commitment and on any concerns that may arise. (See Communications Plan).


    • (b) Brief reports from the divisional meetings will be submitted to the Assistant Director HR (Policy) who will provide composite reports for the Information and Consultation Forum (ICF), Consultative and Negotiating Committee (CNC), Senior Management Team (SMT) and Executive Board (EB).


  • 5. What action has been taken so far?
    • Publication of Equal Opportunities Policy – March 2001 and reviewed and updated October 2007.
    • Equality commitment statement – February 2005.
    • Publication of policy on Bullying and Harassment – September 2005.
    • Commitment to JCQ Access Arrangements and Special Consideration – Regulations and Guidance relating to Candidates who are eligible for Adjustments in Examinations.
    • Publication of AQA Web Accessibility Statement – version 1.0 in March 2006.
    • Publication of equal opportunity guidance notes for interviewers – February 2001.
    • Review of recruitment procedures including the removal of inappropriate personal data from application forms and the introduction of separate monitoring of equal opportunities data – 2001.
    • Inclusion of commitment to AQA's equal opportunities policy is standard requirement on all AQA's job descriptions – 2006.
    • Review of application forms to remove reference to age and dates - 2007

Communications Plan

  • 1. Overall responsibility for equal opportunities lies with the Executive Board (EB). The Director: People, Environment and Research has particular responsibility for implementing and monitoring the application of the policy.


  • 2. Each division will designate a Principal Manager or Assistant Director to be responsible for ensuring the application within his/her division. Equal opportunities (EO) will be considered regularly at divisional meetings and the designated PM or AD will be required to report on any new developments or requirements or any EO activity within the division. There will also be discussion of any particular concerns or identified difficulties.


  • 3. A brief report of the EO items from each meeting will be provided to the Assistant Director: HR (Policy) who will be responsible for taking forward any items requiring action and for reporting to the EB, the Consultative and Negotiating Committee (CNC) and the Information and Consultation Forum (ICF). The Assistant Director: HR (Policy) will also provide reports of new and significant developments to the SMT, PMs and to the CNC, ICF and EB.


  • 4. The staff representatives on the ICF and the trade union representatives on the CNC may also raise EO items at their respective meetings. The Assistant Director: HR (Policy) will be responsible for taking forward policy matters and the Assistant Director: HR and Development will be responsible for day-to-day operational matters or concerns.


  • 5. Changes in legislation, new EO developments within AQA, or particularly significant concerns will also be drawn to the attention of the staff by announcements on the Intranet.


  • 6. The Assistant Director: HR and Development will ensure that any necessary EO awareness training is provided and that EO forms an integral part of training relating to management and supervisory skills, in particular recruitment and selection, PPDR, disciplinary and grievance matters.


  • 7. Each Director is responsible for ensuring that adequate time is allowed for the discussion of EO matters at his/her divisional meetings.
 
This page was last updated on Monday 06 October 2008 at 15 29