Equality, Diversity and Inclusion Policy

1. Policy Statement

   • 1.1 Leicester College celebrates diversity and is committed to being a welcoming and inclusive place to work and study. We believe our differences make us stronger.

   • 1.2 We treat everyone with dignity and respect, and we work to remove barriers so all individuals can reach their full potential. We actively promote equality and challenge discrimination.

   • 1.3 This commitment goes beyond legal requirements. Everyone at Leicester College - students, staff, and visitors - has a role in promoting equality and preventing discrimination, harassment, and victimisation.

2. Scope

   • 2.1 This policy applies to:

     • All students, apprentices, staff, governors, visitors, parents, and carers.

     • Anyone working for or with Leicester College, including contractors.

   • 2.2 It covers all areas of College life: teaching, learning, services and operations.

3. Responsibilities

   Governing Body

   • 3.1 The Governing Body is responsible for:

     • Making sure Leicester College meets all legal equality duties.

     • Promoting equality in the College’s Strategic Plan.

     • Supporting a culture of inclusion and respect.

   Executive Leadership Team (ELT)

   • 3.2 The ELT is responsible for:

     • Leading the College’s equality work.

     • Creating a respectful and inclusive environment.

     • Checking that policies align with College Values.

   Director of Quality Improvement

   • 3.3 The Director of Quality Improvement is responsible for:

     • Embedding equality in quality assurance and improvement processes.

     • Monitoring student outcomes by group (e.g. ethnicity, disability, age and sex/gender).

     • Reporting on progress and identify areas for improvement.

   Director of Human Resources

   • 3.4 The Director of HR is responsible for:

     • Leading equality work for staff.

     • Supporting inclusive recruitment and staff development.

     • Using positive action where appropriate to improve representation.

     • Ensuring Protected Characteristics are considered within HR processes.

   Director of Student Services and Marketing

   • 3.5 The Director of Student Services is responsible for:

     • Making sure students understand their rights and responsibilities.

     • Promoting equality across the student journey.

     • Leading student-focused equality initiatives.

   College Leadership Team (CLT)

   • 3.6 The CLT is responsible for:

     • Making sure their teams understand and apply equality principles.

     • Modelling respectful behavior.

     • Embedding equality, diversity and inclusion in everyday practice across their teams.

   Equality, Diversity and Inclusion Committee

   • 3.7 The EDI Committee is responsible for:

     • Reviewing College strategy and data.

     • Monitoring progress with action plans and recommending further actions.

     • Meeting termly to support continuous improvement.

   All Students and Staff

   • 3.8 All students and staff are responsible for:

     • Modelling the College Values.

     • Treating everyone with respect.

     • Celebrating differences.

     • Helping create a safe and inclusive College environment.

4. General Principles

   • 4.1 Leicester College is here to offer excellent teaching, support, and services to everyone. To do this well, equality, diversity, and inclusion (EDI) must be part of everything we do.

   • 4.2 We go beyond just following the law; we want everyone to take part fully, no matter their background or personal characteristics.

   • 4.3 We believe our diverse community is one of our biggest strengths. Treating people fairly, with dignity and respect, helps everyone succeed and makes good sense for the College.

   • 4.4 We follow all legal duties, including the Public Sector Equality Duty.

   • 4.5 We seek to eliminate all forms of discrimination for those with Protected Characteristics, and other groups that experience systemic challenges who do not have legally protected characteristics.

   • 4.6 We regularly check data about students and staff to make sure our services meet different needs.

   • 4.7 We protect personal data and use it responsibly.

   • 4.8 We assess the impact of new policies and changes to make sure they don’t cause unfair outcomes.

   • 4.9 We make reasonable adjustments for students and staff when needed.

   • 4.10 We offer a curriculum that prepares students for life and work in a diverse, global society.

   • 4.11 We provide support services like learning support, literacy, numeracy, and digital skills.

   • 4.12 We offer training and resources to help staff and students understand their responsibilities around EDI.

   • 4.13 We make sure our commitment to EDI extends to contractors and partners.

   • 4.14 We may use lawful positive action to support underrepresented groups—but only as a temporary measure until gaps are closed.

   • 4.15 We challenge all forms of discrimination, whether direct, indirect, by association, or perception.

5. Communication and Engagement

   • 5.1. Leicester College wants everyone to understand and support this policy. We work together with staff, students, trade unions, and other stakeholders to make sure it is effective.

   • 5.2. We raise awareness of equality, diversity, and inclusion (EDI) through:

     • College policies and procedures

     • Student and staff induction and training

     • Surveys and feedback

     • CPD (Continuous Professional Development) days

     • Internal and external communications

     • Staff and student networks and affinity groups

     • Thematic calendar events

     • Tutorials and enrichment activities

     • Committees and meetings

     • Deep dive reviews and self-assessment processes.

6. Impact Measures

   • 6.1. The College will use the following impact measures to gauge the application and success of the policy.

     • Teaching, learning, and assessment include equality, diversity, and inclusion throughout. This will be reflected in Ofsted feedback and student/staff surveys.

     • Staff and students actively promote EDI, supported by training and development.

     • Data is used to drive change, helping us close gaps in participation and achievement.

     • Surveys and feedback from students, staff, employers, and apprentices show a positive EDI culture.

     • External recognition confirms Leicester College’s commitment to equality, diversity, and inclusion.

7. Communication and Review

   • 7.1. This policy will be reviewed at least annually and be made available on SharePoint and the College website.

Appendix 1

Legal Framework

1. The Equality Act 2010 requires public organisations like Leicester College to:

   • Stop discrimination, harassment, and victimisation.

   • Promote equal opportunities for everyone.

   • Build good relationships between people from different backgrounds.

2. We must follow these duties in everything we do, as an employer and as an education provider.

3. Public bodies are obliged to consider how their decisions and policies affect people with protected characteristics by eliminating discrimination, advancing equality, and fostering good relations.

4. Protected Characteristics are:

   • Age

   • Disability

   • Gender reassignment

   • Marriage and civil partnership

   • Pregnancy and maternity

   • Race

   • Religion or belief

   • Sex (gender)

   • Sexual orientation

5. We also have to:

   • Share information showing how we meet the Equality Duty.

   • Set clear, measurable equality goals, to be updated at least every three years.

Appendix 2

Public Sector Equality Duty (2011)

As a public sector organisation, Leicester College must comply with The Public Sector Equality Duty (PSED). This is a UK legal requirement from the Equality Act 2010 that obliges public bodies to consider how their decisions and policies affect people with protected characteristics (like age, disability, race, sex) by eliminating discrimination, advancing equality, and fostering good relations.

Leicester College must comply with the following duties:

General Duty:

• Stop discrimination, harassment, and victimisation.

• Promote equal opportunities.

• Build good relationships between people with and without protected characteristics.

Specific Duty:

• Set and publish equality objectives.

• Make sure objectives are specific and measurable.

• Share them publicly in an accessible way.

Appendix 3

Appendix 4

EDI GROUPS AND FORUMS

Race Equality Network (REN) Open to all.

Offers support and celebrates racial and cultural diversity. Meets termly to discuss issues and share feedback with leadership.

Disability Staff Group For staff who identify as having a disability.

Provides a safe space for support and advocacy.

Helps plan inclusive activities and raise awareness.

LGBTQ+ and Unicorn Groups Safe spaces for LGBTQ+ students and those exploring gender identity.

Offers peer support, social opportunities, and access to staff allies. Participates in events like Leicester Pride and College-wide campaigns