Stonebridge University is dedicated to creating a learning, working, and social environment that is inclusive, diverse, and free from discrimination, harassment, or any form of unequal treatment. This Equal Opportunities/Equality and Diversity Policy outlines the university’s commitment to promoting equality, fostering a culture of respect, and ensuring that every member of the university community is treated fairly and with dignity.

The university believes that embracing diversity enriches the academic and social experience and actively works to attract, support, and retain individuals from diverse backgrounds. This policy applies to all aspects of university life, including admissions, employment, academic programs, and interactions with external partners.

The primary purpose of this policy is to:

• Promote equality of opportunity and ensure that all individuals are treated fairly, regardless of their background or personal characteristics.
• Create a diverse and inclusive environment where differences are respected and valued.
• Establish a framework for preventing and addressing discrimination, harassment, and bullying.
• Comply with legal and regulatory requirements for equality, diversity, and non-discrimination.
• Outline the roles and responsibilities of all university community members in supporting equality and diversity.

By implementing this policy, Stonebridge University aims to promote a culture of inclusion and to support all students, staff, and stakeholders in achieving their full potential.

This policy applies to:

• All staff members, including academic, administrative, research, and support staff, whether full-time, part-time, or on fixed-term contracts.
• All students, including undergraduate, postgraduate, and doctoral students, as well as alumni, continue to engage with the university.
• Visitors, contractors, and external partners: Individuals who interact with the university in any capacity, including suppliers, contractors, and partners.

The policy covers all aspects of university life, including:

• Recruitment, admissions, and selection processes.
• Teaching, learning, and assessment practices.
• Employment terms, conditions, and promotions.
• Student and staff support services.
• Research activities and collaborations.
• Interactions and relationships within the university community.

The policy also applies to activities off-campus, such as university-sponsored events, placements, and partnerships with external organisations.

4.1 Equal Opportunities
Equal opportunities refer to the university’s commitment to ensuring that every individual has the same access to opportunities and resources, regardless of their background or characteristics. This includes promoting fairness in recruitment, admissions, promotions, and access to services.

4.2 Equality and Diversity
Equality refers to treating people fairly and providing them with equal opportunities. Diversity recognises, values, and respects the differences between people, including their backgrounds, experiences, and perspectives. Stonebridge University strives to create an environment that embraces both equality and diversity.

4.3 Discrimination
Discrimination occurs when an individual is treated less favourably or unfairly based on a protected characteristic. Discrimination can be:

• Direct discrimination: treating someone unfairly because of a protected characteristic, such as refusing to hire someone based on their gender or race.
• Indirect discrimination: applying a policy or practice that disproportionately affects people with a protected characteristic, even if the intention is not discriminatory.

4.4 Harassment and Bullying
Harassment refers to unwanted behaviour related to a protected characteristic that violates an individual’s dignity or creates a hostile environment. Bullying involves repeated aggressive behaviour that causes harm or distress. Both harassment and bullying are strictly prohibited under this policy.

4.5 Protected Characteristics
Protected characteristics are defined under the Equality Act 2010 and include:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, and ethnic or national origin)
• Religion or belief
• Sex (gender)
• Sexual orientation

Stonebridge University is committed to the following principles:

5.1 Creating an Inclusive Environment
The university will create an environment where everyone feels welcome, valued, and respected. This includes providing equal access to resources, opportunities, and support services for all members of the university community.

5.2 Respect and Dignity
All members of the university community have the right to be treated with respect and dignity. The university will not tolerate discrimination, harassment, or bullying and will take immediate action to address such behaviour.

5.3 Equality of Opportunity
The university will ensure that all individuals have equal opportunities for learning, employment, and personal development. This includes implementing policies and practices that promote fairness and reduce barriers to participation.

5.4 Zero Tolerance for Discrimination
Stonebridge University has a zero-tolerance approach to discrimination. Any complaints or reports of discrimination, harassment, or bullying will be taken seriously and investigated promptly. Appropriate actions will be taken to address and resolve the issue.

6.1 Responsibilities of All Members of the University Community

• Treat others with respect and dignity and contribute to creating an inclusive environment.
• Refrain from engaging in discriminatory, harassing, or bullying behaviour.
• Report any incidents of discrimination, harassment, or bullying they witness or experience.
• Participate in training and awareness programs related to equality and diversity.

6.2 Senior Leadership and Management Responsibilities

• Provide leadership and direction in implementing the Equality and Diversity Policy.
• Ensure that university policies, practices, and procedures are inclusive and nondiscriminatory.
• Support the development and implementation of equality and diversity initiatives.

6.3 Equality and Diversity Committee Responsibilities

• Oversee the development and implementation of the university’s equality and diversity strategy.
• Review and update policies and procedures related to equality, diversity, and inclusion.
• Monitor progress and report on equality and diversity initiatives to senior management.

The following legislation and regulations guide Stonebridge University’s approach to equality and diversity:

7.1 Relevant Legislation

• Equality Act 2010: Prohibits discrimination based on protected characteristics and requires organisations to promote equality and eliminate discrimination.
• Human Rights Act 1998: Protects the fundamental rights and freedoms of individuals.
• Public Sector Equality Duty: This duty requires public institutions, including universities, to consider how they can promote equality, eliminate discrimination, and foster good relations.

7.2 Compliance and Reporting
The university is committed to complying with all relevant legislation and reporting requirements. This includes publishing equality data, conducting impact assessments, and reporting progress in promoting equality and diversity.

Stonebridge University’s Equality and Diversity Strategy outlines its approach to promoting inclusion and eliminating barriers for underrepresented groups. The strategy is built on the following pillars:

8.1 Promoting a Diverse and Inclusive Culture
The university will actively promote a culture that values diversity and encourages the exchange of different ideas, perspectives, and experiences. This will include organising events, workshops, and initiatives celebrating diversity and raising awareness of equality issues.

8.2 Implementing Equality Impact Assessments
Equality Impact Assessments (EIAs) will be conducted for all significant policies, procedures, and initiatives to ensure they do not inadvertently disadvantage any group or individual. EIAs involve evaluating the potential impact of new or revised policies on individuals with protected characteristics and identifying ways to mitigate any adverse effects. This process will include:

• Engaging with diverse groups to gather input and feedback.
• Analysing data to identify potential disparities or areas of concern.
• Recommending revisions to policies or practices to enhance their inclusiveness and fairness.

8.3 Supporting Underrepresented Groups
Stonebridge University is committed to identifying and addressing the specific needs of underrepresented groups, including:

• Students and Staff with Disabilities: The university will ensure that individuals with disabilities have equal access to learning, facilities, and employment opportunities. Reasonable adjustments will be made to accommodate their needs, and support services will be provided.
• Black, Asian, and Minority Ethnic (BAME) Groups: The university will implement targeted initiatives, including mentorship programs, networking opportunities, and support services, to promote the participation and success of BAME students and staff.
• LGBTQ+ Community: The university will provide a supportive environment for LGBTQ+ students and staff, promoting visibility and inclusion through events, support groups, and advocacy efforts.

8.4 Accessibility and Reasonable Adjustments
The university will ensure that its facilities, services, and programs are accessible to everyone, including individuals with disabilities. This includes:

• Ensuring that buildings and facilities comply with accessibility standards.
• Providing assistive technology and resources for students and staff with disabilities.
• Offering alternative formats for learning materials and assessments.
• Implementing reasonable adjustments to employment practices, such as flexible working arrangements or additional support.

8.5 Inclusive Recruitment, Admissions, and Promotion
The university will implement fair and inclusive recruitment, admissions, and promotion practices to ensure everyone has equal opportunities to succeed. This includes:

• Using unbiased language in job advertisements and course descriptions.
• Ensuring that selection panels are diverse and trained in equality and diversity principles.
• Monitoring recruitment and promotion processes to identify and address any disparities.

Stonebridge University is committed to preventing and addressing all forms of discrimination. This section outlines the types of discrimination that may occur, the procedures for reporting incidents, and the processes for investigation and resolution.

9.1 Types of Discrimination
Discrimination can occur in various forms, including:

• Direct Discrimination: treating someone less favourably due to a protected characteristic, such as denying a job offer based on gender or ethnicity.
• Indirect Discrimination: applying a policy or practice that puts individuals with a protected characteristic at a disadvantage, such as requiring all staff to work late without considering the needs of those with caregiving responsibilities.
• Discrimination by Association: Maltreating someone because of their association with a person with a protected characteristic, such as the parent of a disabled child.
• Discrimination by Perception: Maltreating someone because they are perceived to have a protected characteristic, even if they do not, such as assuming someone is gay based on stereotypes.

9.2 Reporting and Handling Discrimination
Any university community member who experiences or witnesses discrimination is encouraged to report the incident promptly. Reports can be made through:

• Informal Reporting Channels: Speaking to a line manager, tutor, or HR representative to seek advice or raise concerns informally.
• Formal Reporting Channels: Submitting a formal complaint through the university’s complaints procedure or using the online reporting system available on the university’s website.

The university will handle all reports of discrimination confidentially and will conduct an initial assessment to determine the appropriate course of action.

9.3 Investigation and Resolution
Upon receiving a formal complaint of discrimination, the university will:

• Assign an impartial investigator to review the complaint and gather relevant evidence.
• Interview the complainant, respondent, and any witnesses while ensuring confidentiality and support for all parties involved.
• Decide based on the evidence and recommend appropriate actions, including disciplinary measures, mediation, or changes to policies or practices.

The complainant and respondent will be informed of the outcome in writing and any actions to be taken. The university is committed to resolving complaints of discrimination in a timely and effective manner.

Stonebridge University has a zero-tolerance approach to harassment and bullying. This section outlines the university’s policy on preventing harassment and bullying, the procedures for reporting incidents, and the support available to those affected.

10.1 Definition of Harassment and Bullying

• Harassment: Harassment involves unwanted behaviour related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, or offensive environment. Examples include offensive comments, unwanted physical contact, or threatening behaviour.
• Bullying: Bullying involves repeated aggressive or intimidating behaviour that causes harm or distress to the victim. Bullying can include verbal abuse, social exclusion, spreading rumours, or cyberbullying.

10.2 Reporting Procedures
Individuals who experience or witness harassment or bullying are encouraged to report the incident as soon as possible. Reports can be made through the informal and formal channels outlined in Section 9.2. The university will ensure that all reports are taken seriously and investigated thoroughly.

10.3 Support Services for Victims
Stonebridge University provides support services for individuals affected by harassment or bullying, including:

• Counselling Services: Confidential counselling sessions with trained professionals to help victims cope with the emotional impact of harassment or bullying.
• Mediation and Conflict Resolution: Mediation services facilitate discussions and resolution between the parties involved, where appropriate.
• External Support and Advocacy: Individuals seeking additional support will be provided with information on external organisations and support networks, such as anti-bullying charities or legal advisors.

10.4 Disciplinary Action for Breaches
Individuals found to have engaged in harassment or bullying will face disciplinary action in line with the university’s disciplinary procedures. This may include:

• Formal warnings or reprimands.
• Suspension or expulsion from the university for students.
• Suspension or termination of employment for staff members.

The university is committed to maintaining a safe and respectful environment and will take immediate action to address any incidents of harassment or bullying.

Training and awareness are critical components of Stonebridge University’s strategy for promoting equality, diversity, and inclusion. This section outlines the training programs and initiatives available to staff, students, and managers.

11.1 Staff Training Programs
All staff members will receive training on equality, diversity, and inclusion during their induction. Ongoing training will be provided on topics such as:

• Identifying and addressing unconscious bias.
• Preventing and handling discrimination, harassment, and bullying.
• Inclusive teaching and learning practices.
• Creating accessible and inclusive workplaces.

Training will be tailored to the needs of different roles, with additional sessions for staff involved in recruitment, selection, or decision-making processes.

11.2 Student Awareness Initiatives
The university will organise events, workshops, and campaigns to raise awareness of student equality and diversity issues. These initiatives will include:

• Information sessions on students’ rights and responsibilities.
• Workshops on allyship, cultural awareness, and inclusive language.
• Support groups and networks for students from underrepresented backgrounds.

11.3 Special Training for Managers and Leaders
Managers and leaders must promote equality and diversity within their teams and departments. Specialised training will be provided to:

• Equip managers with the skills to handle complaints and incidents of discrimination effectively.
• Foster inclusive leadership practices and create a positive working environment.
• Develop strategies for implementing the university’s equality and diversity objectives within their areas of responsibility.

Stonebridge University is committed to monitoring its progress in promoting equality, diversity, and inclusion. This section outlines the processes for collecting, analysing, and reporting equality data.

12.1 Collecting and Analysing Equality Data
The university will collect and analyse data on the following areas:

• Recruitment, admissions, and retention rates for students and staff.
• Progression, performance, and attainment levels.
• Reports of discrimination, harassment, and bullying, and their outcomes.
• Engagement and participation in equality and diversity initiatives.

Data will be disaggregated by protected characteristics to identify any disparities or areas of concern.

12.2 Reporting on Equality and Diversity Initiatives
The university will produce an annual Equality and Diversity Report, which will include:

• An overview of key achievements and progress made in promoting equality and diversity.
• A summary of equality data and trends.
• An analysis of the impact of equality initiatives and recommendations for future actions.

The report will be shared with senior management, the Equality and Diversity Committee, and the broader university community.

12.3 Using Data for Continuous Improvement
The university will use data and feedback to:

• Identify areas for improvement in policies, practices, and services.
• Develop new initiatives to address identified gaps or issues.
• Set measurable goals and objectives for promoting equality and diversity.

This policy will be reviewed annually to ensure that it remains relevant, effective, and aligned with changes in legislation, best practices, and the university community’s needs. Reviews will involve consultation with key stakeholders, including staff, students, and external partners. Updates or changes to the policy will be communicated to all university community members.

Stonebridge University is committed to ensuring that this policy is accessible to everyone. The policy will be:

• Published on the university’s website and included in staff and student handbooks.
• Upon request, it is made available in alternative formats, such as large print, audio, or translated versions.
• It is promoted through training sessions, awareness campaigns, and university communications.

Clear communication of the policy’s principles and procedures will help ensure that all university community members understand their rights and responsibilities.

Incidents of malpractice and maladministration may be reported in the following ways:

By email: qtd@stonebridge.university

By post:
For the attention of the Director of Quality, Training and Development
Stonebridge University
6 Hill View Studios,
160 Eltham Hill,
London,
SE9 5EA

By phone: +44 7438 541824

Opening hours: 9:30am-5:30pm (UK) Mon-Fri

Stonebridge University promotes equality, diversity, and inclusion in all its activities. Through this policy, the university seeks to create a welcoming and supportive environment for all university community members. By working together, the university can achieve its vision of a diverse and inclusive institution where everyone can succeed and thrive.

All members of the university community are encouraged to support this policy’s principles and contribute to an environment that values and respects diversity. Stonebridge University remains committed to continuous improvement and welcomes feedback on this policy to ensure it continues to meet the needs of its community.