Policy Statement
The Royal College of Physicians of Edinburgh is committed to a policy of equality and diversity in all its practices and arrangements in relation to its role as:
- a professional membership organisation
- an employer of staff
- a provider of education to doctors and other healthcare professionals
- a provider of services and facilities to the public
Separate, but complementary, equality and diversity policies are in place in respect of training and examination functions undertaken jointly through the Federation of Royal Colleges of Physicians of the UK.
The purpose of this policy is to ensure equal opportunities for all current and potential Fellows, Members, Associates, staff, clients and visitors by the elimination of unlawful direct or indirect discrimination, harassment or victimisation on the grounds of
- age
- gender, including gender reassignment
- disability
- married or civil partnership status
- race, colour, nationality, ethnic or national origin
- religion, religious belief or similar philosophical belief
- sexual orientation
The College is listed in relevant legislation as a Public Authority, in respect of its public functions, and recognises its particular responsibilities under that legislation as follows:
Under the Race Relations (Amendment) Act 2000 the College has a general duty, in relation to its public functions, to have due regard to the need to
- eliminate unlawful racial discrimination
- promote equality of opportunity
- promote good race relations between people of different racial groups
The College also has a specific duty to monitor, by reference to the racial groups to which they belong, the numbers of staff in post and applicants for employment, training and promotion, and to publish the results of its monitoring annually
Under the Disability Discrimination Act 2005 the College has a general duty (effective from December 2006) in relation to its public functions to have due regard to the need to
- promote equality of opportunity between disabled persons and other persons
- eliminate discrimination that is unlawful under the Act
- eliminate harassment of disabled persons that is related to their disabilities
- promote positive attitudes to disabled persons
- encourage participation by disabled persons in public life
- take steps to take account of disabled persons’ disabilities, even where that involves treating disabled persons more favourably than other persons
The College also has a duty, as an employer, to make reasonable adjustments for disabled job applicants or staff when a policy or practice or a physical feature of College premises, places the disabled person at a substantial disadvantage; and a duty, as a provider of facilities and services to the public, to make reasonable adjustments to the way services are provided for disabled people, including reasonable adjustments to the physical features of premises, to overcome physical barriers to access.
Under the Equality Act 2006 the College has a general duty (effective from April 2007), in relation to its public functions, to have due regard to the need to
- eliminate unlawful discrimination and harassment
- promote equality of opportunity between men and women
Operating Principles
General
- Everyone has the right to work and undertake other activities in an environment free of unlawful discrimination and harassment. Such behaviour will not be tolerated under any circumstances from staff or from Fellows, Members or Associates.
- Current and potential Fellows, Members, Associates, staff, clients, contractors and visitors will be treated fairly and with respect and dignity
- All College practices and arrangements should aim to support equal opportunities
Employment
- Employment and recruitment practices should aim to achieve a diverse workforce that is representative of all sections of society
- Recruitment, training and promotion opportunities will be made as widely available as possible
- Selection criteria for recruitment, training and promotion will be entirely related to the job
- Decisions on recruitment, training and promotion will be made solely on the basis of merit
- Breaches of the College’s equality and diversity policy by any employee will be regarded as misconduct and could lead to disciplinary proceedings
College membership and governance
- College practices should aim to encourage a wide range of individuals, reflecting the diversity within the profession, to join the College and to participate in its activities
- Decisions on applications for Membership and Associateship, and nominations for Fellowship will be made solely on the basis of the criteria for the relevant category of membership
- Opportunities to serve the College in elected or appointed positions, or as members of committees or working groups, will be made as widely available as possible and appointments will be made solely on merit
Services and facilities
- College practices should aim to achieve equality of access to its educational programmes for all groups within the appropriate target audience, including reasonable adjustments to physical barriers
- College practices should aim to achieve equality of access to services for clients and potential clients, including reasonable adjustments to physical barriers
Dignity at Work Policy Statement
- The College recognises its duty of care to ensure all its employees are treated with dignity and respect and is committed to providing a working environment free of harassment and bullying.
- Harassment is unwanted conduct affecting dignity and can be related to age, disability, gender, race, nationality, religion, sexual orientation, or any personal characteristic. It may be persistent, or an isolated incident.
- Bullying is offensive, intimidating, malicious or insulting behaviour. It can also be a misuse of power with intent to undermine or humiliate.
- Bullying or harassment may be by an individual against an individual or involve groups of people.
- Such behaviour will not be tolerated from employees, or from Fellows or Members. Breaches of the College’s dignity at work policy by any employee will be regarded as misconduct and could lead to disciplinary proceedings. The College will take all complaints of harassment and bullying seriously and ensure that all complaints are investigated in line with the College’s Grievance Procedures.
Complaints Procedure
- College employees who believe they are being discriminated against, victimised, harassed, or bullied, by another member of staff or by a Fellow, Member or Associate, should use the Grievance Procedure outlined in the Staff Handbook in order to have their complaint resolved
- Fellows, Members and Associates who believe they are being discriminated against, by another Fellow, Member or Associate, or by a member of College staff, should write to the President or one of the Vice Presidents with full details of their complaint. The President or Vice President will ask the Chief Executive (if a member of staff is implicated) or a named elected member of Council (if a Fellow, Member or Associate is implicated) to investigate the complaint and make recommendations as to future action.
- Contractors, individuals using College services, or visitors, who believe they are being discriminated against, by anyone associated with the College, should write to the Chief Executive or Deputy Chief Executive (where the complaint implicates the Chief Executive) with full details of their complaint. The Chief Executive or Deputy will investigate the complaint and make recommendations as to future action.
This policy was approved by the JNC and Council in November 2007
CEO 19th December 2007