Equality and Diversity in STFC

General Policy Statement

1.   Everyone in STFC is responsible for treating others with dignity and respect, without unfair discrimination, and for promoting equality in all matters.

2.   STFC and the other Research Councils aim to develop as organisations that value the diversity of their staff and stakeholders, enabling all to realise their full potential by valuing the contribution of everyone, and recognising and harnessing the benefits that differences can bring. They are committed to eliminating unlawful discrimination and promoting equality of opportunity and good relations across and between defined equalities groups in all of their relevant functions.

3.   Accordingly, no eligible job applicant, funding applicant, employee or external stakeholder including members of the public should receive less favourable treatment on the grounds of: gender, marital status, pregnancy, sexual orientation, gender-reassignment, race, colour, nationality, ethnicity or national origin, religion or similar philosophical belief, spent criminal conviction, age, disability or contractual and work roles.

4.   STFC has published equality schemes and action plans setting out how we will meet our general and specific legal duties in relation to gender, disability and race (new scheme). Our schemes also help STFC towards mainstreaming diversity throughout the organisation and its activities.

Responsibilities

5.   For the policy to succeed it is vital that all employees recognise their individual responsibilities for promoting equality and diversity and carry them out in their day to day interactions with colleagues and with people outside STFC. All employees are personally responsible for preventing their behaviour having a discriminatory effect, irrespective of the intention behind the behaviour. In addition senior and line managers have a direct responsibility for observing and promoting the policy in the management of their staff.

6.   Acts of discrimination, harassment and bullying will be dealt with under the Disciplinary (Conduct, Performance & Attendance) Procedure. Complaints of discrimination, harassment and bullying can be raised under the Grievance Procedure or under the Harassment Complaints Procedure. STFC has appointed and trained Harassment Advisors to offer confidential support to any employee who has a concern about harassment.

7.   Responsibility for ensuring that the Council's policy is applied consistently has been assigned to the Council's Equality and Diversity Manager, Rosie Sherry, who is directly responsible to the Head of Human Resources on these matters. The Equality and Diversity Manager monitors the operation of the policy for both employees and job applicants, undertakes periodic reviews of procedures and regular statistical monitoring exercises and takes action when appropriate.

Further Information and Guidance for Staff

8.   A range of further guidance for STFC staff will be made available shortly on STFC’s intranet site on Equality and Diversity.