1. Policy Development and Review

1.1     The college has established an  Equal Opportunities Policy & Monitoring Group consisting of Senior Tutor, Tutor for Admissions, Tutor for Graduates, Tutor for Women, Disability Officer, Chair of the College Dyslexia Working Group, Bursar, and a representative of the MCR and of the JCR, chaired by the Principal.

1.2    The Equal Opportunities Policy & Monitoring Group will have overall responsibility for coordination of policy development and the identification of priorities.  EOPMG will meet once a term and will hold its annual review each Trinity Term.  EOPMG will report to the Governing body on a termly basis.

1.3     The College will ensure that specific provision for issues relating to equal opportunities are incorporated into strategic planning and policy development reviews.

1.4     Governing body and all its committees will embed consideration of equal opportunity issues and the duty to promote equal opportunities in the development of policies and procedures at all levels.

1.5    The College will regularly review college regulations, student disciplinary procedures, and student complaints procedures to ensure that all procedures are fair and equitable and consistently implemented.

1.6     College staff disciplinary and grievance procedures incorporate procedures which are fair, equitable and consistently implemented

1.7    The College Memorandum includes a code of practice on harassment for both staff and students based on the University code.

1.8    Colleges will review procurement policies, particularly in connection with provision of accommodation and catering.

1.9   The College promotes good race relations between all racial groups within the college and keeps under review its outreach and admissions policies in order to prevent racial discrimination.

1.10   The College is aware of its obligations to extend accessibility for people with disabilities and has undertaken a disability audit and implemented most of its recommendations.  A Disability Equality Scheme is also in the process of being compiled which will take into account the views of a range of College members and stakeholders.

2.      Student Support

2.1     The College procedures for allocating student accommodation for first year students are based on date of application for rooms.  Allocation for third and some fourth year undergraduates is based on the JCR operated student ballot.  The procedures are deemed to be fair and equitable.

2.2      The JCR is  briefed on potential race equality issues when conducting their accommodation ballot, and procedures are in place for proper consideration of welfare and other issues when allocating rooms

2.3   The College procedures for distributing scholarship funds are based predominantly on performance in University examinations.

2.4    Hardship funds are allocated by the University Student Support office based on evidence submitted in a HEFCE endorsed application form.

2.5    The College keeps under  review its provision of student pastoral support and welfare services to ensure that these are equally accessible to all members of the college community.

3. Staff selection, recruitment and remuneration

3.1     The College has adopted the University code of practice for the recruitment and selection of college employees in order to ensure equality of opportunity.

3.2     The College maintains a remuneration committee which considers individual pay and grading changes, and determines salary levels for new posts on an ‘equal pay for equal value’ basis.  The remuneration committee contains one member who is external to the College.

4.      Consultation

4.1    The College will ensure that the interests of all staff and students are represented in existing and specifically established consultative forums and that these groups are consulted in the development and maintenance of the equal opportunities policy.

5.      Admissions

5.1     The College works in partnership with the Admissions Executive to support the implementation of the Executive’s action plan on undergraduate admissions.

5.2     The College has implemented the OCAE Code of Practice on Undergraduate Admissions as agreed by Conference of Colleges and the Admissions Executive

5.3      The College ensures that all those involved in undergraduate admissions receive appropriate briefing from OCAO on the implications of race equality in selection of students.

5.4     The College ensures that all subject selection panels contain at least one member who has participated in Oxford University seminars on student selection since 1992.

6. Graduate Admissions

The College selects only graduate students to whom the University has offered places and presumes that the offers accord to approved University academic policy, with reference to the appropriate legislation.

 
7.     Monitoring arrangements

The college will ensure that the following functions are subject to monitoring in the course of each academic year:

a.   Staff selection and career progression, grievances, discipline and access to training

b.   Student admissions, progress and performance, complaints and discipline.

8.    Impact assessment

The Equal Opportunities Policy & Monitoring Group will identify criteria against which the outcome of monitoring may be assessed.

In the event that the outcome of monitoring discloses potentially adverse impact on a group or groups, the Equal Opportunities Policy & Monitoring Group will bring this to the attention of the Governing Body for consideration and action including further research, where appropriate

9.      Monitoring arrangements

9.1    The College will publish the Equal Opportunities Policy and Action Plan on the College website and distribute copies to all staff and students and post on the staff rest room notice boards

9.2     In consultation with relevant committees, the Equal Opportunities Policy & Monitoring Group will monitor and assess activities annually and publish the results of monitoring and assessments every five years.  Reports will include information on consultation undertaken as part of the assessment process.

9.3    Staff contracts incorporate references to equality provisions and the college Equal Opportunities Policy

10.      Guidance, support and training

The College will:

review the training opportunities available to all of its staff and introduce additional provision where necessary or desirable - particularly to key managers and supervisors assist in the dissemination of information, briefing material, guidance and advice from the University.

Mansfield College’s Equality Objectives from April 2012 are:

1) To foster good relations between members of college who share a protected characteristic (as defined by the Equality Act 2010) and those who do not. This objective relates particularly to race (including ethnic or national origin, colour or nationality) and religion or belief (including lack of belief) but not exclusively.

2) To undertake annual review of all recruitment monitoring (academic, non-academic and student) relating to Mansfield college membership

3) To undertake equality analysis (formerly equality impact assessment) for existing, new or adapted buildings to ensure legal compliance. This objective relates particularly to disability but not exclusively. This objective is also to ensure that no-one from any protected group is disadvantaged in any way.

These objectives will be reviewed at least once every four years