Working for Race Equality in GCNS

1. Working for Race Equality in GCNS Helene Witcher Lead Specialist, Equality & Diversity

2. Workshop Aims • To promote understanding of the race equality legislation • To establish a values base for its implementation • To look at how staff can challenge discrimination and promote equality

3. Equality Diversity Inclusion • Equalities legislation • Valuing diversity – business case • Educational inclusion • Social inclusion/social justice • Educational imperative

4. Baroness Helena Kennedy ‘Education strengthens the ties which bind people, takes the fear out of difference ….. It helps people see what makes the world tick and the ways in which they, individually and collectively, can make a difference.’ 1997

5. The Values of the Scottish Parliament Wisdom Enterprise Equality Compassion Integrity Inclusion Responsibility Justice

6. The Values of the Scottish Parliament WISDOM: that seeks understanding and takes action to bring about improvement JUSTICE: that provides equality, participation and fairness of treatment for all COMPASSION: that ensures concern, care and respect for oneself and others INTEGRITY: that ensures honesty, responsibility and good judgement

7. Legislative context • Race Relations Act 1976 • Race Relations (Amendment) Act 2000 • Disability Discrimination Acts 1995 & 2005 • Sex Discrimination Act 1975 (Equality Bill 2005) • EU Regulations: religious faith and belief, sexual orientation, age (2006) • Employment Laws • Human Rights Act • Commission for Equality & Human Rights (pending)

8. Equalities Quiz How much do you know?

9. Equalities quiz Our values and attitudes are based largely on our experiences, on what we know and on what we believe to be the case. This leads us to establish preferences, make assumptions, develop stereotypes and express prejudices.

10. Institutional racism ‘ … the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people.’ Sir William MacPherson, The Stephen Lawrence Inquiry

11. Racist stereotyping …….. UK School Report, Tam Joseph, Birmingham City Art Gallery

12. Unwitting prejudice …….

13. The equalities legislation General duties placed on employers, service providers etc. Specific duties placed on certain public bodies including colleges of education

14. Common General Duties • Eliminate discrimination • Promote equality of opportunity • Promote good relations

15. Eliminating discrimination • Develop and implement a policy or scheme and assess its impact on all aspects of college life • Involve and consult with the people affected • Monitor equalities data on staff and students • Publish progress annually

16. Promoting equality of opportunity • Staff recruitment, selection, progression • Student applications, admissions, retention, progression, attainment • Accessibility (physical & cultural) of accommodation, resources and learning & teaching opportunities • Positive action initiatives

17. Promote good relations • Actively welcome and enjoy diversity • Have a high profile response to challenging discrimination, harassment or victimisation • Eliminate bias in the curriculum • Develop opportunities that promote understanding and good relations between different groups (formally and informally)

18. Common Themes • Showing positive values and attitudes • Urging involvement and participation • Planning, monitoring and impact assessing • Curriculum design, development and delivery • Responding to discrimination, harassment & victimisation • Being accountable

19. Case study Read the case study about Ron and Shabana. • How would you respond? • What are the options open to her? • Who else might be involved?

20. Harassment ..unwanted conduct that violates people's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment on grounds of race or ethnic origin, age, disability, gender,sexual orientation, or religion or belief. 

21. Victimisation ..treating people less favourably because of something they have done under, or in connection with, the legislation, e.g. made a formal complaint of discrimination or given evidence in a tribunal case.  The law also protects those who are victimised because they have championed another person who is being harassed. 

22. Bullying ‘persistent, offensive, abusive, intimidating, malicious or insulting behaviour, abuse of power or unfair penal sanctions which make the recipient feel upset, threatened, humiliated or vulnerable which undermines their self-confidence and which may cause them to suffer stress.’ (EIS, 2004) 

23. And finally • GCNS multicultural and race equality policy is there to support YOU and your work • Use it to help you make a difference

24. Contact details Tel: 01786 892059 Fax: 01786 892001 e-mail: helene.witcher@sfeu.ac.uk Website: www.sfeu.ac.uk/edi.asp