East Durham College - Equity, Diversity and Inclusion Policy

POLICY TITLE: Equality, Diversity and Inclusion Policy
DOCUMENT NUMBER: 3.4
GROUPING POLICY: Equality, Diversity and Inclusion
AUTHOR / REVISOR / OWNER: Director of Human Resources 
DATE OF CURRENT VERSION: October 2026
 

This policy applies to all individuals who engage with, work for, study at, or represent the College, including but not limited to:

• Governors, employees, workers, apprentices, agency workers and job applicants;
• Students and prospective students;
• Contractors, consultants, subcontractors and volunteers;
• Visitors, suppliers, placement providers and partner organisations; and
• Members of the public who access College services, facilities or premises.

This policy applies to conduct on College premises and, where connected with College activities, employment, education or business, to remote working and learning, digital communications, social media, work placements, educational visits, conferences, events and other off-site activities.

Employment-related matters will be managed in accordance with relevant Human Resources policies and procedures. Student-related matters will be addressed through the appropriate student conduct, complaints, safeguarding or support procedures. Where circumstances overlap, the College may apply more than one policy or procedure.

Equity & Belief Statement

The College is committed to fostering a culture of equality, diversity, equity, inclusion and belonging, where all individuals are treated with dignity, fairness and respect and are able to achieve their full potential.

The purpose of this policy is to set out the College's commitment to creating and maintaining an inclusive environment for staff, students, apprentices, governors, contractors, partners, visitors and members of the public. It establishes the College's approach to preventing discrimination, harassment, sexual harassment, bullying and victimisation and to promoting equality of opportunity across all areas of employment, education and service delivery.

The College is committed to:

•             Advancing equality of opportunity for all;

•             Promoting diversity and inclusion;

•             Fostering good relations between people from different backgrounds;

•             Removing barriers that may disadvantage individuals or groups;

•             Creating equitable access to opportunities, services and resources; and

•             Upholding and promoting human rights, dignity and respect.

This policy supports the College's compliance with the Equality Act 2010, including the Public Sector Equality Duty, the Human Rights Act 1998, the UK General Data Protection Regulation (UK GDPR), the Data Protection Act 2018, the Worker Protection (Amendment of Equality Act 2010) Act 2023 and other applicable legislation, regulatory requirements and sector guidance.

The College recognises that achieving equitable outcomes may, where lawful and appropriate, require different approaches or positive action to address disadvantage, meet differing needs and improve participation, engagement and success for underrepresented or disadvantaged groups.

Everyone associated with the College shares responsibility for promoting the principles of this policy and contributing to a safe, welcoming and inclusive environment in which diversity is valued and individual differences are respected.

This policy underpins all College policies and procedures relating to staff and students, including the Staff Code of Conduct. 

Content 

Aims

1. Objectives
2. Definitions
3. The Strategy
4. Code of Practice
5. Performance Indicators
6. Multi-Faith Room
7. Human Resource Management
8. Monitoring and Evaluation
9. Harassment and Unacceptable Behaviour Implementation, Accountability and Escalation Compliance

Associated Documents 

• Sexual Harassment Policy
• Recruitment and Selection Policy
• Grievance Policy
• Dignity at Work Policy 

Aims

The aims of this policy are:

• Promote equality, diversity, equity, inclusion and belonging across all areas of College activity.
• Eliminate unlawful discrimination, harassment, sexual harassment, victimisation and other prohibited conduct.
• Advance equality of opportunity by identifying and removing barriers to participation, learning, employment and progression.
• Foster positive and respectful relationships between individuals from different backgrounds and experiences.
• Create an inclusive environment in which all individuals are treated with dignity, fairness and respect.
• Support equitable outcomes for staff, students and other members of the College community.
• Meet the College's legal and regulatory obligations and promote good practice in equality, diversity, inclusion and human rights.

Objectives

 To achieve these aims, the College will:

• Embed equality, diversity, equity and inclusion within its governance, decision-making and strategic planning.
• Regularly review policies, practices and procedures to identify and address potential barriers or inequalities.
• Provide training, guidance and support to enable staff and students to understand their responsibilities under this policy.
• Promote a culture in which discrimination, harassment, bullying and victimisation are challenged and addressed promptly.
• Monitor equality data and outcomes to assess progress and inform continuous improvement.
• Take reasonable and proportionate steps to improve access, participation, achievement and employment opportunities for underrepresented or disadvantaged groups.
• Encourage respectful behaviour, mutual understanding and positive engagement across the College community.
• Comply with relevant legislation, regulatory requirements and sector guidance relating to equality, diversity, inclusion and human rights.

Definitions Equality

Ensuring individuals are treated fairly and have access to the same opportunities, while recognising that some people may require different support to achieve equitable outcomes.

Diversity

The range of visible and non-visible differences between people, including protected characteristics, backgrounds, experiences, perspectives and identities.

Equity

The principle of recognising that people may have different circumstances and providing appropriate support and resources to achieve fair outcomes.

Inclusion

Creating an environment in which everyone feels welcome, respected, valued and able to participate fully.

Protected Characteristics

Under the Equality Act 2010, these are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Direct Discrimination

Treating someone less favourably because of a protected characteristic.

Indirect Discrimination

Applying a provision, criterion or practice that disadvantages people who share a protected characteristic and cannot be objectively justified.

Harassment

Unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Sexual Harassment

Unwanted conduct of a sexual nature that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Victimisation

Treating someone unfavourably because they have made, supported or are believed to have made a complaint or allegation under equality legislation.

Reasonable Adjustments

Changes or arrangements that help remove barriers and reduce disadvantages experienced by disabled individuals.

The Strategy

The College will embed the principles of equality, diversity, equity and inclusion throughout its activities, including but not limited to:

• Governance and leadership;
• Recruitment, employment and workforce development;
• Teaching, learning and assessment;
• Student support and wellbeing;
• Curriculum design and delivery;
• Marketing, communications and events;
• Procurement, partnerships and subcontracting; and
• Access to facilities, services and opportunities.

All members of the College community share responsibility for promoting an inclusive culture and ensuring that equality, diversity, equity and inclusion are actively considered in decision-making and day-to-day practice.

Code of Practice

East Durham College is committed to maintaining a safe, inclusive and respectful environment in which all members of the College community are treated with dignity, fairness and respect.

All individuals covered by this policy are expected to:

• Respect the rights, dignity and individuality of others.
• Promote equality, diversity, equity, inclusion and belonging in their interactions and decision-making.
• Contribute to a culture that values diversity and challenges prejudice, discrimination and exclusion.
• Avoid behaviour, language or actions that could reasonably be considered offensive, intimidating, hostile, degrading, humiliating or discriminatory.
• Report concerns relating to discrimination, harassment, sexual harassment, bullying, victimisation or hate incidents, where appropriate.

The College will not tolerate discrimination, harassment, sexual harassment, bullying, victimisation or any other unlawful conduct based on a protected characteristic or any other aspect of a person's identity or background.

This policy applies to behaviour occurring on College premises and in any College-related activity, including teaching and learning environments, work placements, educational visits, remote working and learning, digital communications, social media, conferences, events and other activities connected with the College.

All staff, students and other members of the College community share responsibility for creating and maintaining an environment in which discriminatory behaviour is challenged and inclusion is actively promoted.

The College encourages the reporting of concerns and will ensure that complaints are taken seriously, handled fairly, investigated appropriately and resolved in accordance with relevant College policies and procedures. Individuals who raise concerns or participate in investigations in good faith will be protected from victimisation.

Breaches of this policy may result in action under the relevant College procedures, including disciplinary, conduct, complaints or safeguarding processes. Serious breaches may be treated as gross misconduct for staff or may result in suspension or other disciplinary measures for students, subject to the appropriate procedures.

The College recognises its responsibility to take reasonable and proportionate steps to prevent harassment, including sexual harassment and to foster a culture in which everyone feels safe, respected and able to participate fully in College life.

Some behaviours covered by this policy, including harassment, sexual harassment, hate incidents, stalking, threats, assault or other forms of unlawful conduct, may also constitute criminal offences. In such circumstances, the College may refer matters to the police or other appropriate authorities and will support affected individuals in accessing appropriate support and reporting mechanisms.

Performance Indicators

The effectiveness of this policy will be monitored through:

• Achievement of the College's EDI objectives and action plans.
• Staff completion of mandatory EDI, safeguarding and relevant compliance training.
• Staff and student survey results relating to inclusion, belonging, safety and respect.
• Monitoring of student recruitment, retention, attendance, achievement and progression by protected characteristic and other relevant demographic groups.
• Analysis of equality monitoring data to identify and address disparities.
• Monitoring complaints, grievances, bullying, harassment and discrimination cases and associated outcomes.
• Accessibility and inclusivity reviews of College services, facilities, communications and learning environments.
• Engagement with students, staff, employers and stakeholders regarding EDI matters.
• Monitoring the diversity and inclusivity of marketing, curriculum content and College communications.
• Monitoring compliance of contractors, subcontractors, placement providers and partners with relevant equality requirements.
• Evaluation of positive action and widening participation initiatives where appropriate.
• Regular review of policies, procedures and practices to ensure legal compliance and promote continuous improvement.
• Compliance with data protection requirements in relation to equality monitoring and reporting.

Multi-Faith Room

The College is committed to supporting the diverse faiths, beliefs and personal needs of its community. Where reasonably practicable, a quiet space will be available at each College campus for prayer, reflection, contemplation and personal wellbeing. These spaces are inclusive and may be used by individuals of any faith or belief, as well as those who do not identify with a religion.

The College recognises the importance of religious, cultural and belief-related observances. Where students request time to participate in religious or cultural festivals, events or practices, reasonable consideration will be given to their needs, taking into account curriculum and attendance requirements. Staff requiring time away from work for religious or cultural observance should refer to the staff leave policy and discuss their request with their line manager.

Access to quiet spaces will be managed locally at each campus through reception to ensure equitable access and appropriate use. At the Technical Academy, Reception or the Progression Coach will allocate a room upon request.

Human Resource Management 

The College is committed to promoting equality, diversity and inclusion across all aspects of employment and to ensuring that its employment practices support a fair, inclusive and respectful working environment.

The principles and commitments set out in this EDI Policy are reflected in the College's Human Resources policies and procedures. This includes recruitment and selection, where the College will seek to ensure that processes are fair, transparent, accessible and inclusive, in accordance with the College's Recruitment and Selection Policy.

Other Human Resources policies and procedures provide further guidance on matters relevant to equality, diversity and inclusion, including attendance, dignity and respect at work, harassment, family-friendly and flexible working, staff training and development, grievance, disciplinary procedures and the Staff Code of Conduct.

This policy should be applied alongside these policies and procedures, which are available on the College extranet and should be referred to where more detailed guidance is required.

Monitoring and Evaluation

The College will monitor relevant equality, diversity and inclusion information to assess participation, representation and outcomes, identify any inequalities or barriers and evaluate the effectiveness of actions taken to promote equality and inclusion.

Monitoring will include, where appropriate and where sufficient data is available:

• Student enrolment and participation, including analysis by course and relevant demographic characteristics such as sex, gender, age and ethnicity;
• The representation of disabled staff and students across the College;
• Student demographic profiles, including age, sex, gender and ethnicity;
• Staff representation, including the distribution of staff across teaching, professional and support areas and analysis by relevant demographic characteristics;
• Staff pay and reward, including salary distribution and, where appropriate, analysis of differences in pay between groups;
• Recruitment and selection, including monitoring of staff and student recruitment processes and outcomes by relevant demographic characteristics; and
• Staff and student feedback, including questionnaire and survey findings relating to equality, diversity and inclusion

The College will use the findings from this monitoring to identify trends, disparities and areas requiring further action. Where monitoring identifies potential inequalities or barriers, the College will consider appropriate actions to address these and will monitor progress through its established governance and reporting arrangements.

Equality monitoring data will be handled sensitively and in accordance with applicable data protection and confidentiality requirements.

Discrimination, Harassment and Unacceptable Behaviour

The College is committed to providing an environment in which all members of the College community are treated with dignity, fairness and respect and are able to learn and work free from discrimination, harassment, victimisation and other forms of unacceptable behaviour.

The College will not tolerate behaviour that discriminates against, harasses, intimidates, humiliates or otherwise causes harm or disadvantage to an individual or group. Such behaviour may relate to any protected characteristic under the Equality Act 2010 or to other personal characteristics or circumstances.

Examples of unacceptable behaviour may include, but are not limited to:

• derogatory, offensive or discriminatory comments, jokes or language;
• discriminatory or offensive written, digital or visual material;
• unwanted or offensive conduct, including conduct communicated through electronic or social media;
• behaviour that creates an intimidating, hostile, degrading, humiliating or offensive environment;
• exclusion, unfair treatment or other behaviour that places an individual or group at an unjustified disadvantage; and
• conduct that promotes hatred, hostility or prejudice towards an individual or group.

Harassment may consist of a single serious incident or a pattern of behaviour. It does not have to be intentional for behaviour to have a harmful or harassing effect.

The College will take concerns about discrimination, harassment and other unacceptable behaviour seriously and will respond in accordance with the appropriate College policies and procedures. This may include the Dignity at Work Policy, Staff Disciplinary Policy, Student Disciplinary/Conduct procedures, Grievance Policy and relevant Safeguarding procedures.

Where concerns are raised, the College will seek to ensure that they are dealt with promptly, fairly and sensitively, with appropriate support provided to those involved. Confidentiality will be maintained wherever possible and in accordance with legal and safeguarding requirements.

Serious incidents may require referral to Human Resources, the Designated Safeguarding Lead, the Local Authority Designated Officer (LADO) or other appropriate agencies, where applicable.

Implementation, Accountability and Escalation

All members of staff have a responsibility, within the scope of their role, to support the effective implementation of this policy. Where a member of staff becomes aware that the policy has not been implemented appropriately, they should take reasonable steps to address the matter.

Where the matter falls outside the individual's role or responsibilities, it should be referred to the relevant member of staff with responsibility for the area concerned.

Where the matter cannot be resolved through the relevant management or operational arrangements, it should be referred to the College's Equality, Diversity and Inclusion Group, as appropriate.

Compliance

The College is committed to ensuring that this EDI Policy is implemented consistently and effectively across the College.

All staff and others associated with the College are expected to comply with this policy and to contribute to an environment in which individuals are treated fairly, with dignity and respect and are not disadvantaged because of a protected characteristic or other personal characteristic or circumstance. 

Where concerns arise regarding compliance with this policy, they will be addressed through the relevant College procedures. 

A breach of this policy may result in action being taken under the College’s relevant disciplinary or other applicable procedures. Any employee who believes they have been treated in a manner inconsistent with this policy should raise their concerns through the appropriate College procedure, which may include the Grievance or Dignity at Work procedures.