EQUALITY SCHEME
Section 75 and Schedule 9
of the
Northern Ireland Act 1998
Date: March 2002 Contents Pages
1. Background to the Scheme 3 - 5
2. The University’s commitment to the Scheme 6 - 8
3. Introduction to the University 9 - 11
4. Statutory duty 13 - 15
5. Arrangements for assessing compliance with Section 75 duties 16 - 19
6. Arrangements for screening and prioritising 20 - 21
7. Equality Impact Assessments 22
8. Timetabling 23
9. Consultation 24 - 26
10. Monitoring 27 - 28
11. Publication of assessments and monitoring 29 - 30
12. Training 31 - 33
13. Public access to information and services 34 - 35
14. Publication of the Scheme 36
15. Complaints 37
16. Summary timetable and action plan 38 - 39
Appendices 1 – 8 1. Background to the Scheme, its Scope and Purpose
This Equality Scheme explains why equal opportunities are important, and how we can fulfil the objectives of our Charter in a way that will promote equal opportunities and good relations.
1.1 The Need for an Equality Scheme
The Northern Ireland Act 1998 (hereafter, "the Act") requires public bodies to conduct their business in a way which promotes equal opportunities and good relations. Though the University is not a public body, it has been designated as such, for the purposes of the Act, by the Minister for Higher and Further Education and Training. The date of this designation was 13 April 2001.
Section 75 of the Northern Ireland Act 1998 ("the Act") requires the University, in carrying out all its functions, powers and duties relating to Northern Ireland, to have:
Due regard to the need to promote equality of opportunity:
between persons of different religious belief, political opinion, racial group, age, marital status or sexual orientation;
between men and women generally;
between persons with a disability and persons without; and
between persons with dependants and persons without.
In addition, without prejudice to its obligation above, the University shall, in carrying out all its functions, powers and duties relating to Northern Ireland, have:
3 Regard to the desirability of promoting good relations between persons of different religious belief, political opinion or racial group.
1.2 The Act identifies the following nine groups of people between which Equality of Opportunity is to be provided –
people of different religious beliefs,
people of different political opinion
people of different racial groups
people of different ages
people with different marital status
people with different sexuality
men and women generally
people with and without a disability
people with and without dependants
It also identifies the following three groups of people for public bodies to consider, in relation to promoting good relations.
People of different religious beliefs, political opinion or racial groups
4 1.3 The Equality Commission
The Equality Commission is a new organisation which replaces the Equal Opportunities Commission, Fair Employment Commission, Commission for Racial Equality of Northern Ireland and the Northern Ireland Disability Council. The Equality Commission is responsible for ensuring that organisations fulfil their legal duties relating to equality and promoting good relations.
1.4 Producing the University Scheme
The scheme was prepared under the direction of Professor Malcolm Andrew, Pro- Vice-Chancellor for Academic Planning and Resources. Responsibility for the implementation of the scheme will be that of Professor Gerry McCormac, Pro-Vice- Chancellor for Community and Communications. Its preparation involved the active co-operation of numerous members of staff from every part of the University. The Scheme meets the guidance laid down by the Equality Commission and has been prepared with the support and approval of the appropriate authorities and decision- making bodies within the University.
5 2. The University’s Commitment to the Scheme
Foreword by the Vice-Chancellor and Senior Pro-Chancellor
This document comprises the University’s initial draft Equality Scheme, in keeping with the requirements of Section 75 and Schedule 9 of the Northern Ireland Act 1998. The University recognises its statutory obligations under this legislation, and is fully committed to the fulfilment of these obligations, specifically in relation to:
the promotion of equality of opportunity between persons of different religious belief, political opinion, racial group, age, marital status or sexual orientation; between men and women generally; between persons with a disability and persons without; and between persons with dependants and persons without, and; good relations between persons of different religious belief, political opinion or racial group.
As Vice-Chancellor of the University and Chair of Senate, we are pleased to present the Queen’s University Belfast draft Equality Scheme, which sets out how the University proposes to meet its statutory obligations over the coming years. The Scheme deals with the discharge of University powers, functions and duties relating to Northern Ireland.
The proposals contained in this scheme are important, not only as a tangible demonstration of the University’s commitment to its obligations under the Act, but also as an effective plan for mainstreaming equality issues within processes and procedures, through which policies are developed and implemented. Together with the senior officers of the University, we welcome the fact that the principles of fairness, transparency and accountability have been made an integral part of the University's obligations under the Act.
6 Consultation with those in the community who are affected by our policies will be central to the successful operation of our Equality Scheme. The University welcomes the comments received from the general public, community groups, interest groups, students and their representatives, staff and their representatives, and representatives of people of different religious beliefs, political opinion, racial groups, age, gender, disability, marital status, sexual orientation, and those with and without dependants.
The Scheme is available on disc or in large print. It can be made available in braille, in minority languages (for those who are not fluent in English), or on an audiocassette, by contacting the University at the address above. The Scheme is also available on the University’s website at http://www.qub.ac.uk
Professor Sir George Bain Lady McLaughlin President and Vice-Chancellor Senior Pro-Chancellor Chair of Senate
7 Introduction by the designated Pro-Vice-Chancellor
It will be my responsibility to ensure that the formulation and implementation of the University's policies are in compliance with the Act. In order to achieve this goal, I shall ensure that all members of staff are made familiar with this Scheme and its implementation through a planned programme of communication and training.
New policies will be formulated and implemented in compliance with the provisions of the Scheme. I shall instigate a review of existing policies, to ensure compliance throughout the University's entire range of policies.
These processes and procedures will require the commitment of substantial resources, both human and financial. I shall ensure that appropriate resources and internal arrangements are put in place, so that the Equality Scheme can be implemented effectively and on time, and that progress can be monitored and reviewed in due course.
Professor Gerry McCormac Pro-Vice-Chancellor for Community and Communications
8 3. Introduction to the University
3.1 The Queen’s University Belfast is one of the oldest in the United Kingdom. Established in Belfast in 1845 as one of the three ‘Queen’s Colleges in Ireland’, it became a fully- fledged university in 1908, adopting its present name, The Queen’s University of Belfast. The University’s function and responsibilities are derived from the Charter published in 1908 and revised in 1982. The original Charter was ahead of its time in two respects: it made provision for a student on the governing body (the Senate); and made women eligible equally with men to hold any office or enjoy any advantages of the University.
The University is an autonomous body which has the status of a charitable institution. It receives much of its funding from the Department of Employment and Learning. The Department, which is advised by the Northern Ireland Higher Education Council, takes overall responsibility for policies relating to higher education in Northern Ireland.
The University has almost 22,000 full-time and part-time students, including many from overseas. It has over 1,300 academic and research staff, and a total staff of nearly 3,500. Its substantial estate, which includes more than 200 buildings, is mainly concentrated within a mile of the main Lanyon Building, and at the main teaching hospitals. The University also has a marine laboratory at Portaferry and outreach campuses in Armagh and Altnagelvin.
3.2 The University’s Charter
The two primary functions of the University, teaching and research, underpin all its core activities and are enshrined in Article 5 of the Charter (see Appendix 1). The Charter also addresses equality issues, stating in Article 20:
9 Persons shall not be excluded unlawfully by reason of religious belief, political opinion, racial group, age, marital status, disability, sexual orientation or gender or whether or not they have dependants, from admission as members of the University or from an advantage or privilege thereof; preference shall not be given to or advantage be withheld from any person on grounds of religious belief, political opinion, racial group, age, marital status, disability, sexual orientation or gender or whether or not they have dependants and the religious beliefs of the members of the University shall be treated with due respect.
3.3 Governance and Management
The executive governing body of the University is the Senate, which comprises lay and academic persons, most of whom are non-executive. Senate, under its chairperson, the Senior Pro-Chancellor, meets at least four times a year and is responsible for the ongoing strategic direction of the University and for the presentation of audited financial statements for each financial year.
3.4 The Academic Council, which has control of the internal academic affairs of the University, comprises senior academic officers, Heads of School and Directors of Institutes, and elected members of academic staff and students.
3.5 The University’s academic management is organised into five Faculties: the Faculties of: Engineering; Humanities; Legal, Social and Educational Sciences; Medicine and Health Sciences; and Science and Agriculture. Each Faculty is headed by a Dean, and comprises a number of schools and institutes, headed respectively by Heads or Directors.
3.6 The general administration of the University is the responsibility of a Registrar to whom a total of nine Directors report. Each Director in turn has a number of managers reporting to them as depicted in Appendix 3.
3.7 The Senate and Academic Council have a number of committees which are formally constituted with terms of reference and lay representation where appropriate. The
10 structure of committees is designed to facilitate and expedite the University’s business, and to ensure appropriate consultation and authorisation of decisions. It is shown diagrammatically in Appendix 2. The University’s management structure has been modified in response to changing needs and pressures. It is shown diagrammatically in Appendix 3, which also indicates lines of responsibility and relationships between named officers of the University.
3.8 The Chancellor is formally the head and chief officer of the University, but has a mainly ceremonial role. There are two or three Pro-Chancellors, the senior of whom normally chairs the Senate.
3.9 The Vice-Chancellor, as chief executive, has primary responsibility for ensuring that the University is managed effectively in accordance with its charter and statutes and government policy as formulated by the Northern Ireland Assembly and the Department for Employment and Learning. The Vice-Chancellor is also the University’s Accounting Officer, and in that capacity is responsible for the effective and efficient use of resources and the maintenance of appropriate standards of financial accountability. The Vice-Chancellor is assisted by the Pro-Vice-Chancellors, who are appointed by Senate from among the Professors of the University on the recommendation of the Vice-Chancellor.
The Vice-Chancellor is also assisted by the Registrar who is primarily responsible for the non-academic management of the University.
The Student President is elected annually by the student body. He/she may be re- elected.
3.10 The Queen’s University not only complies with all mandatory requirements, but also strives to operate that guidance which represents best practice. The University has adopted the Guide for Members of Governing Bodies of Universities and Colleges in England, Wales and Northern Ireland, which sets out current best practice for the
11 corporate governance of higher education institutions. It already satisfies all the key recommendations.
12 4. Statutory Duty
4.1 Schedule 9 to the Act requires the University to set out how it proposes to fulfil the duties imposed by Section 75. This document is intended to fulfil that statutory requirement. In particular, the Act requires that the Scheme must include:
A general introductory statement specifying the purpose of the Scheme, and the public authority’s commitment to the statutory duty and a description of the internal arrangements for ensuring that the duty is effectively implemented.
The authority’s arrangements for assessing its compliance with the Section 75 duties and for consulting on matters to which a duty under that section is likely to be relevant.
The authority’s arrangements for assessing and consulting on the impact of policies adopted or proposed to be adopted on the promotion of equality of opportunity.
The authority’s arrangements for monitoring adverse impact of policies adopted by the authority on the promotion of equality of opportunity.
The authority’s arrangements for publishing the results of equality impact assessments and of monitoring of any adverse impact of policies adopted by the authority on the promotion of equality of opportunity. This must include a commitment to including in the published results of an equality impact assessment:
A statement of the aims of the policy to which the assessment relates;
13 Details of any consideration given by the authority to measures which might mitigate any adverse impact of that policy on the promotion of equality of opportunity;
Details of any consideration given by the authority to alternative policies which might better achieve the promotion of equality of opportunity.
A commitment that in making any decision with respect to a policy adopted or proposed to be adopted by it, that the pubic authority shall take into account any equality impact assessment and consultation carried out in relation to the policy.
The authority’s arrangements for training staff on issues relevant to the duties.
The authority’s arrangements for ensuring, and assessing, public access to information and to services provided by the authority.
The authority’s timetable for measures proposed in the scheme.
Details of how the Scheme will be published.
The authority’s arrangements for dealing with complaints arising from a failure to comply with the Scheme.
A commitment to conducting a review of the Scheme within five years of its submission to the Equality Commission and to forwarding a report of this review to the Equality Commission.
For the purposes of this Scheme the term "policy" has been taken to signify the essential plans of action which inform the execution of the University’s duties and
14 functions both statutory and non-statutory, written and unwritten, current and proposed. A list of existing policy areas is shown in Appendix 4.
4.2 The University acknowledges that there may be difficulties in defining policies and in particular where policies cut across different functions or involve other public authorities. Where the University has lead responsibility for a policy which requires close co-operation with, or is managed by, other public authorities, it will ensure that there is active participation by all relevant authorities in any equality impact assessment. Where the University is required to implement a policy that has been formulated by another public authority, the implications of that policy on equality of opportunity and good relations will be addressed in partnership with the source organisation for that policy.
4.3 Objectives and targets relating to the statutory obligations under the Act will be integrated into the University's strategic and operational plans. The officers of the University will include implementation of the statutory obligations in performance plans, both individual and collective, and processes which are currently used to implement and monitor existing objectives and targets will be employed in relation to the targets and objectives set in relation to the duties.
The University will ensure, that implementation of its obligations under the Act is supported with the appropriate resources, human and financial. These will include resources for communicating with staff and providing the necessary training to those responsible for policy review.
15 5. Arrangements for Assessing Compliance with Section 75 Duties
5.1 The University is committed to the fulfilment of its Section 75 obligations in all parts of its organisation. To this end, internal arrangements have been put in place to ensure that this commitment will be effectively and demonstrably carried out, and that progress will continue to be monitored and reviewed.
The Vice-Chancellor will be accountable to the Senate for the development, delivery and review of the Scheme in accordance with legislation, good practice, and any guidance which may be issued by the Equality Commission. At each of its meetings, Senate will be kept informed by the Vice-Chancellor as to progress towards the implementation of the Equality Scheme. The Vice- Chancellor will also put in place such arrangements as are necessary to enable him to advise the Senate on a regular basis of progress in relation to the Scheme. In discharging these duties the Vice- Chancellor will delegate the following responsibilities.
5.2 Statutory responsibility for the implementation of the Scheme will rest with Senate. A Central Equality Committee, chaired by a Pro-Vice-Chancellor, and comprising named officers and representatives from various sections of the University, including the student body will be established to oversee the day-to-day implementation of the Scheme.
A small working group will be established from within this Committee to co-ordinate and manage the implementation of the Scheme, thus ensuring that the necessary actions are progressed in accordance with the Scheme’s commitments and timetables. This group will comprise the Pro-Vice-Chancellor, the Equal Opportunities Manager, and the Director of Human Resources, along with other nominated and co- opted members as appropriate.
16 The Equal Opportunities Manager, (see contact details, 5.10) will provide the central point of contact for the public, officials, the Equality Commission, and complainants. He, or his representative as nominated from the Central Equality Committee, will also represent the University in inter-departmental structures to co-ordinate the implementation of Section 75 obligations.
5.3 The Vice-Chancellor, through the Central Equality Committee, will delegate to the Registrar, Deans, Heads of Schools, and Directors of Institutes and Directors of Administrative Units, the duty to undertake equality impact assessments where necessary on existing and new policies in areas for which they are responsible. The Central Equality Committee will co-ordinate these activities and ensure that managers are appropriately trained in the requirements of Section 75 and Schedule 9, and that assessment of compliance with such duties becomes a mainstream element of their work.
5.4 The University will assess the extent to which each of its current policies has had an impact on the promotion of equality of opportunity and the promotion of good relations within the terms of the Act. This will be achieved through an inclusive and interactive process of (i) screening policies in consultation with representatives of affected groups, and (ii) subsequent equality impact assessments.
Where appropriate, an equality impact assessment will include an annex on the promotion of good relations. The organisations indicated at Appendix 6 in relation to each main policy area will be consulted on these equality impact assessments. The following organisations will also be consulted specifically in relation to any equality impact assessment which deals with the promotion of good relations:
Community Relations Council (N.I.)
Northern Ireland Council for Ethnic Minorities
Equality Commission for Northern Ireland
17 5.5In relation to the duty to promote good relations, the University will conduct an annual audit to determine (i) the state of community relations within the University; and (ii) how the University is perceived in the community it serves according to religious belief, political opinion and racial group.
The University will conduct an annual review of progress made and the limitations experienced concerning the implementation of the arrangements specified within this Equality Scheme and in terms of complying with the duties. This review will be made public via the University’s website.
The University will ensure that progress in meeting the objectives and targets set, in relation to the statutory duties, and also measures outlined in the Scheme will be included in an annual report to the Commission.
The University is committed to liaising with the Equality Commission to ensure that progress towards meeting its objectives and targets is maintained.
The Central Equality Committee will meet at least four times each year to review progress and to help prepare an annual statement for submission to the Equality Commission.
5.6 The University will address complaints that it has not fulfilled its statutory obligations and will seek to resolve such complaints bilaterally. It will aim to give a substantive response to any such complaints within one month. When a complainant claims to have been directly affected by a failure of the University to comply with the Scheme, that person shall be informed of the procedure for bringing such a complaint to the Equality Commission.
18 5.7 The University will liaise with the following public authorities which are also required to submit their own equality schemes but whose duties, functions and policies are likely to overlap with those of the University:
University of Ulster
Department for Employment and Learning
Department of Agriculture and Rural Development
Department of Health, Social Services and Public Safety
Department of Enterprise Trade and Investment
Northern Ireland Higher Education Council
5.8 The University will conduct a comprehensive review of the Scheme within five years of its submission to the Equality Commission. This review will include an assessment of how the University has complied with its Section 75 obligations and how equality of opportunity and good relations have been advanced in relation to the main functional areas.
5.9 The University will consult with those bodies listed at Appendix 6 before submission of the review to the Equality Commission, and will ensure that the consultation process is timely, open and inclusive.
5.10 Point of Contact: Mr Paul Browne, Equal Opportunities Manager Equal Opportunities Unit Level 4, Administration Building Queen’s University Belfast
19 Belfast, BT7 1NN telephone 028 90 335139 email: [email protected]
6. Arrangements for Screening and Prioritising
6.1 The University will undertake to complete the initial screening procedure within six months of the date of commencement of the Scheme. In identifying its policies, to be subject to initial screening, the University will use the listing as shown at Appendix 4.
6.2 The purpose of screening is to identify those policies which are likely to have a significant impact on equality of opportunity, so that greatest resources can be devoted to these policies. The University will systematically review each policy in terms of the nine categories listed at Section 75 of the Act. For each policy the following criteria will be considered:
Is there any evidence of higher or lower participation or uptake by different
groups?
Is there any evidence that different groups have different needs, experiences, issues and priorities in relation to the particular main functional areas?
Is there an opportunity to better promote equality of opportunity or good relations by altering policy or practice, or working with others in Government or the community at large?
Have consultations in the past with relevant representative organisations or individuals within the relevant groups indicated that particular policies, functions or duties create problems that are specific to them?
The main groups within each of the nine categories are identified at Appendix 7.
20 If the answer to any of these questions is positive then consideration will be given as to whether the policy will be subject to an equality impact assessment procedure. Where it is found that there is insufficient data to reach an opinion then additional information will be sought to inform the decision-making process.
6.3 Consultations will form an integral part of the screening process, and will include all those organisations listed in Appendix 6.
A detailed report of the screening exercise will be included in the annual report to the Equality Commission. This report will include a list of the policies to be impact assessed, a timetable for impact assessment, and a note of those policies which the University does not intend to impact assess but which consultees believe should be impact assessed.
Any new policies developed during the five year period will be screened for fuller impact assessment using the criteria as specified above.
21 7. Equality Impact Assessments
7.1 Following the screening process, the University will determine which policies will be subjected to equality impact assessment and will determine a timetable for these assessments. In addition, when the University is considering a new policy it will determine whether the policy has the potential to have significant implications for equality of opportunity and, if so, it will conduct a full impact assessment.
The University, in making any decision with respect to a policy adopted or proposed to be adopted, shall take into account any equality impact assessment and consultation carried out in relation to the policy. In conducting Equality impact assessments, the University will comply fully with the guidance in Annex one of the guidelines.
7.2 Consultation will take place with the relevant interest groups as well as the Equality Commission.
22 8. Timetabling
8.1 The screening process will lead to the establishment of a timetable for conducting equality impact assessments on the University's policies over the next five years.
The University will prioritise its policy review programme on the basis of:
relevance to social need
effect on people's daily lives
effect on economic, social and human rights
The timetable will be reviewed on an annual basis to accommodate necessary changes as dictated by altered circumstances.
Within six months of the University’s scheme being forwarded to the Commission, an initial screening report will be submitted for approval.
8.2 The University will report to the Equality Commission in its first annual progress statement on the results of consultation on the screening exercise and the timetable for carrying out assessments of existing policies, who was consulted, their comments, and any changes made consequent to consultation. This report will indicate progress made and any problems experienced concerning the implementation of the arrangements specified in the Equality Scheme and in complying with the duties, including the good relations duty.
23 9. Consultation
9.1 Consultation will begin as early as possible in the process. The University will consult, with the Equality Commission, the Community Relations Council and all the bodies listed at Appendix 6. It should be noted that this list is not exhaustive and may be amended in the light of experience. The University will respond constructively to proposals from these bodies relating to any aspect of its compliance with the Section 75 obligations.
The University recognises the central role of DEL in determining policy and guidelines for all bodies within higher education. In taking forward its Scheme, the University will work closely with the Department in relation to those policies which the Department has developed or for which it has responsibility under Section 75 of the Act, in order to avoid duplication of effort and the inefficient use of resources.
The University will consult on each stage of the screening process and subsequently on equality impact assessments and on other matters relevant to the statutory duties, with interested parties, the public, trade unions, relevant public sector and non- governmental organisations (NGOs). Consultations will pay due regard to sensitivities of particular groups. The University considers it particularly important that sufficient, timely and appropriate information is provided to enable all affected groups and individuals to consider the full implications of proposals, and it will take all necessary steps to ensure this.
9.2 The public and voluntary sector bodies and NGOs to be consulted will include those listed in Appendix 6. In addition to consultations of the screening process and equality impact assessments, the University will also, from time to time, have need to consult on legislation, strategies, reviews and other plans. The bodies listed at Appendix 6 will be included in relevant consultations of this kind.
24 In consulting NGOs and individuals, the University will aim to provide a period for response of at least eight weeks and to begin consultation as early as possible. However, there may be circumstances when this timescale is not feasible, for example in order to ensure continuity of the provision of services in an emergency. Where it has not been possible to comply with this requirement the University will monitor and keep under review such circumstances and justify its actions, in the University’s Annual Review. Adequate time will be allowed for groups to consult among themselves as part of the process of forming a view.
9.3 In consulting on any matter to which this scheme relates, the University will write to the relevant bodies in the first instance. The University will also consult through other means such as meetings, standing or ad hoc consultative forums, attitude surveys, consultative panels, questionnaires and Internet discussion groups, having determined through partnerships with individuals and umbrella groups which format is most effective in providing satisfactory consultation for the groups identified.
9.4 Barriers to proper consultation will be removed by ensuring accessibility of language and appropriate format. In relation to the policy on which consultation is to take place, information will be made available on request in accessible formats, and including Braille, large print, audio cassette, signed video cassette, and minority languages to meet the needs of those not fluent in English. Arrangements for these contingencies are in hand with the service providers concerned. Consideration will be given as to how information may best be communicated to young people and to those with learning disabilities. This will be achieved by consulting representative groups and individuals.
Specific training will be provided for those engaged in consultation exercises to ensure that they have the necessary skills.
In organising consultation meetings, the University will aim to ensure a full participation in setting the time, venue, accessibility, and the provision of childcare.
25 The University will also consider the use of language and the provision of a signer as required.
26 10. Monitoring
10.1 Information concerning the uptake of services provided by the University and the impact of its policies on the different groups within the Section 75 categories will be of assistance in assessing progress towards equality of opportunity.
Within one year of approval of the Scheme, the University will complete an assessment of the extent of its baseline data and of existing monitoring arrangements within each of the University’s policy areas.
10.2 The University will assess, in the first instance, the extent to which data relevant to its policies and those groups affected by them are held internally. It will then explore other sources of data, including sources available to the affected groups.
In some cases an equality impact assessment may identify an anticipated differential adverse impact on particular groups within the Section 75 categories. Assuming that no alternative policy is feasible, steps will be taken to mitigate such anticipated adverse impact. The University may, in such circumstances, commission special monitoring analysis to confirm the extent of the adverse impact and/or the success of any mitigating measures. Information collated in this special monitoring would be taken into account in any future review of the policy involved. A system will be established to monitor the impact of policies in order to identify their effects on the relevant groups.
This will be reviewed on an annual basis and the results must be widely and openly published. The Scheme will specify how and where such monitoring information will be published.
If monitoring and evaluation show that a policy results in greater adverse impact than predicted, or if opportunities arise which would allow for greater equality of opportunity to be promoted, the University will ensure that the policy is revised.
27 10.3 The University will have regard to other sources of information, where relevant and available, including those provided by affected groups. Feasibility of alternative policies will be assessed, in so far as is possible, in ways which are acceptable to all sector representative groups.
In its review of existing arrangements and its consideration of special monitoring of anticipated adverse impacts, the University will seek to co-operate closely with bodies including the Equality Commission and the Northern Ireland Statistics and Research Agency (NISRA).
28 11. Publication of Assessments and Monitoring
11.1 The University will make publicly available the outcome of any equality impact assessment and of any monitoring undertaken in relation to Section 75, as described above. This material will be accessible on the University's Internet website at www.qub.ac.uk. It will also be available, in printed form and in alternative formats, from the Equal Opportunities Manager.
The University will inform the general public about the availability of this material through a variety of processes, including press releases and any other such mechanisms as may be required to ensure compliance with Section 75. It will also directly inform the bodies listed at the appropriate sections of Appendix 6 when such material is available.
11.2 The published documentation on an equality impact assessment will include:
the aims of the relevant policy;
details of the outcome of the assessment, highlighting any adverse impact which has been identified;
associated available monitoring data;
details of consideration given to means of mitigating any adverse impact of the policy on the promotion of equality of opportunity;
details of consideration given to alternative policies which might better achieve the promotion of equality of opportunity.
29 Such information will be made available on request in accessible formats such as braille, disc and audio cassette and in minority languages to meet the needs of those who are not fluent in English. Specific consideration will be given to how best to communicate with young people and those with learning disabilities.
30 12. Training
12.1 The University will develop an internal and external Communications strategy re S75 which will outline its commitment to the statutory duties.
12.2 Building on existing training (which has included equal opportunities training for all full-time and part-time staff), the University will ensure that all of its staff will receive a programme of relevant communication and training on the Section 75 obligations.
All new staff will be informed of the requirements of Section 75 in their induction training.
The training delivered will reflect the advice tendered to the University by groups representative of the S75 categories.
12.3 The University will ensure that all existing staff receive training on Section 75 obligations, the requirements of this Equality Scheme, and arrangements for equality impact assessment, appropriate to their grade and responsibilities.
Those who are charged with policy development and review will have specific training to assist them in embedding these obligations in any decision-making process associated with policy development and review.
Those involved in consultation and impact assessment of existing policies will receive training in these duties. Skills training for those engaged in consultation exercises will be put in place to ensure that they have the necessary skills and knowledge to do this work effectively.
Training will also pay regard to the good relations duty.
31 12.4 A summary of this Equality Scheme will be made available to all staff. The complete scheme will be made available to all staff and students via the University’s website. Annual reviews will be drawn to the attention of all staff.
12.5 A planned programme of training, including content and delivery mechanisms will be developed to cover the initial 5 year period of the operation of the Scheme.
The University’s training scheme will reflect the following training objectives:-
(i) To prepare a detailed training plan for all QUB staff over the 5 year period to which the Equality Scheme refers, which will aim to achieve the objectives outlined below.
(ii) To raise awareness of current anti-discrimination legislation in Northern Ireland, including the provisions of Section 75, Schedule 9 and Section 76 of the Northern Ireland Act 1998. This should include an explanation of the duties and their implications for all employees.
(iii) To provide those employees involved in the screening of policies with the necessary skills and knowledge to do this work effectively.
(iv) To provide those employees involved in the quality impact assessment of policies with the necessary skills and knowledge to do this work effectively.
(v) To provide those employees who deal with complaints in relation to the implementation of the University’s Scheme, with the necessary skills and knowledge to investigate and monitor complaints effectively.
(vi) To provide those employees involved in the consultation processes with the necessary skills and knowledge to do this work effectively.
32 (vii) To provide those employees involved in the implementation and monitoring of the effective implementation of the University’s Equality Scheme to do this work effectively.
(viii) To evaluate the extent to which all participants in this training programme have acquired the necessary skills and knowledge to achieve each of the above objectives.
33 13. Public Access to Information and Services
13.1 The University is committed to effective communication with the public. It recognises, however, that there is a risk that some sections of the public will not enjoy equality of opportunity in accessing information provided by the University. There are three particular areas of concern:
people with sensory communication and learning disabilities may have particular difficulties with information in print;
members of minority ethnic groups, who are not fluent in English, may have difficulties with information provided only in English;
some local newspapers are read predominantly by members of only one community
In disseminating information through the local press, the University will ensure that press statements and public advertisements are accessible to both main communities.
13.2 The University will assess its arrangements for providing information in Braille, large print, audiocassette, signed videocassette, and minority ethnic language formats. Within the first 12 months following approval of the Scheme, the University will liaise with representatives of the nine groups with a view to identifying their needs with regard to information provision. The University will also consult with the Equality Commission during the review and prior to the implementation of new arrangements.
The University intends that all of its services are fully accessible to all parts of the community. Equality impact assessments will highlight any factors which create differential impact by making a service linked to a particular policy relatively inaccessible to particular groups.
34 The arrangements employed in relation to the provision of information relating to Equality impact assessments will be employed in relation to the general provision of information.
13.3 The University will release relevant quantitative and qualitative data and other documentation such as consultants’ reports to ensure meaningful consultation. Relevant data is that data or information used by the University to make a decision or inform a decision it has made.
35 14. Publication of the Scheme
Following submission to the Equality Commission, the University's Equality Scheme (revised as appropriate following the consultation process) will be made available in print form and accessible formats to include Braille, disc, audio cassette and minority ethnic languages. free on request from the Equal Opportunities Manager. It can also be accessed on the University's Internet website at www.qub.ac.uk
Following approval of the Scheme by the Equality Commission, a further version (once more revised as necessary) will be available from the same location and website address. The University will issue a press release when the Scheme is approved by the Equality Commission, and will place a prominent advertisement in the local press.
The University will give consideration as to how best it will publicise the scheme to young people and those with learning disabilities.
36 15. Complaints
15.1 When a person believes that he/she has been directly affected by a failure of the University to comply with this Scheme, he/she should, in the first instance, bring a complaint to the attention of the Equal Opportunities Manager (contact Mr Paul Browne, Equal Opportunities Unit, Level 4, Administration building, Queen’s University Belfast). The University will carry out an internal initial investigation of the complaint and will undertake to respond to the complainant within one month.
In responding to the complainant, the University will inform him/her of the procedure for pursuing the complaint further with the Equality Commission, as set out in Paragraph 10 of Schedule 9 to the Northern Ireland Act 1998. In addition, the University will ensure that the complaints procedure is fully accessible.
15.2 In any subsequent investigation by the Equality Commission, the University will co- operate fully, providing access to any relevant documentation that the Commission may require. Similarly, the University will co-operate fully with any investigation by the Equality Commission under sub-paragraph 11(1)(b) of Schedule 9 to the Northern Ireland Act 1998.
Complaints relating to the failure of the University to comply with this scheme must be submitted to the Equality Commission within twelve months from the day on which the complainant first knew of the matters alleged.
37 16. Summary Timetable and Action Plan
The following timetable summarises the measures which the University proposes to take during the five years following the approval of this scheme.
Year One
Take all necessary steps to ensure website meets full access standards of web design
Establish policy screening process, including development of pro forma
Prioritise policies for screening in Year One
Screen policies
Develop timetable of equality impact assessments for subsequent years
Conduct information audit
Initiate pilot impact assessments on selected policies
Assess training needs
Deliver awareness training to appropriate staff
Deliver skills training to appropriate staff
Prepare annual report
Prepare annual action plan
Review implementation of Scheme
Screen all new policies
Years Two – Four
38 Screen all new policies
Conduct impact assessment on prioritised policies
Further train relevant staff
Prepare annual report
Prepare annual action plan
Review implementation of Scheme
Year Five
Screen all new policies
Conduct impact assessment on prioritised policies
Further train relevant staff
Prepare annual report
Prepare annual action plan
Review Scheme and report to Equality Commission
39 Appendices
Appendix 1: The University Charter
Appendix 2: The University’s Committee Structure
Appendix 3: The University’s Administrative Structure
Appendix 4: The Policy Framework
Appendix 5: Membership of the Central Equality Committee (as yet to be determined)
Appendix 6: List of Consultees
Appendix 7: Main Groups within each Equality Category
Appendix 8: Response to the Draft Equality Scheme
40 Appendix 1
CHARTER
ELIZABETH THE SECOND
by the Grace of God of the United Kingdom of Great Britain and Northern Ireland and Our other Realms and Territories Queen, Head of the Commonwealth, Defender of the Faith;
TO ALL WHOM THESE PRESENTS SHALL COME, GREETING!
WHEREAS in pursuance of the Irish Universities Act 1908 His Majesty King Edward the Seventh in the year of our Lord One thousand nine-hundred and eight was pleased to found by Royal Charter (hereafter referred to as the “original Charter”) a University under the name of “The Queen’s University of Belfast” (hereafter referred to as “the University”):
AND WHEREAS an humble petition has been presented unto Us by the Senate of the University praying that We would be graciously pleased to grant a new Charter to the University:
AND WHEREAS We have taken the said petition into our Royal Consideration and are minded to accede thereto:
NOW THEREFORE KNOW YE that We by virtue of Our Prerogative Royal and of Our especial grace, certain knowledge and mere motion have willed and ordained and by these Presents do for Us, Our Heirs and Successors will and ordain as follows:
1. The provisions of the New Charter of the University shall take effect from the first day of January One thousand nine hundred and eighty-two and from that date the provisions of the original Charter and of the existing Statutes shall be revoked, but nothing in this revocation shall affect the validity of any act, deed or thing lawfully done thereunder.
2. The Chancellor, the Pro-Chancellor, the President and Vice-Chancellor, the Honorary Treasurer and the Pro-Vice-Chancellors of the University for the time being, the members for the time being of the Senate, the Academic Council, the members of the academic staff and the registered students of the University, and all
41 Appendix 1
others who shall, pursuant to this Our Charter and the Statutes of the University for the time being, be members of the University are hereby continued and confirmed as one Body Politic and Corporate with perpetual succession and a Common Seal by the name and style of “The Queen’s University of Belfast” with a grant of armorial bearings recorded in Our College of Arms and with power in that name to sue, be sued, to take, purchase, hold, charge, sell, exchange, demise, or otherwise dispose of real and personal property, to invest, lend or borrow money and, subject to the provisions of this Our Charter, to perform such other acts as by law Bodies Corporate may do.
3. We, Our Heirs and Successors shall be and remain the Visitor and Visitors of the University acting through such Board of Visitors as We or They may from time to time on the representation of the University by order in Council appoint for such period as We or They shall think fit. In the exercise of the Visitorial Authority We, Our Heirs and Successors for the time being shall think fit, to direct an inspection of the University, its buildings, laboratories and general equipment, and also of the examinations, teaching and other work done by the University.
4. The objects of the University shall be the advancement and dissemination of learning and knowledge by teaching and research, and through the practice and inculcation of professional and other skills appropriate to the provision of higher education, and by the example and influence of its corporate life.
5. The University shall be a teaching, research and examining body and shall, in furtherance of its objects (but not further or otherwise) and subject to the provisions of this Our Charter and the Statutes, have the following powers:
5.1 To provide instruction by a diversity of means in such branches of learning as the University may think fit and to make provision for research and for the advancement and dissemination of knowledge in such manner and by such means as the University may determine.
5.2 To prescribe in the Statutes or Regulations the conditions under which persons including persons of mature age may be admitted as students of the University or of any particular course of study within the University or to the use of any facilities provided by the University.
5.3 Under such conditions as may be presented in the Statutes or Regulations:-
(a) to grant and confer Degrees, Diplomas, Certificates and other academic distinctions on persons who shall have pursued a course of study or research approved by the University and shall have passed such examinations, tests or other assessments as may be prescribed by the University;
42 Appendix 1
(b) to admit graduates of other Universities to Degrees of equal or similar rank in the University;
(c) to grant and confer Degrees on members of the academic and other staff of the University and on other persons who hold office in the University;
(d) to grant and confer Honorary Degrees and other distinctions on persons approved by the University.
5.4 For what the University shall deem to be good cause to deprive persons of any Degrees or other distinctions conferred upon them by the University and to revoke any Diplomas or Certificates granted to them by the University.
5.5 To accept the examinations passed and periods of study or research spent at other Universities, places of learning or elsewhere as equivalent to such examinations and periods of study or research in the University as the University may determine, and to withdraw such acceptance at any time.
5.6 To admit to the privileges of the University or to recognize for any purpose, and either in whole or in part, any College or other Institution or the members of staff or students thereof, on such terms and conditions as may from time to time to prescribed in the Statutes and Regulations.
5.7 To institute and award Fellowships, Studentships, Scholarships, Exhibitions, Bursaries, Prizes and other aids to study and research.
5.8 To provide for the printing, recording, broadcasting and distribution of teaching material, research reports and other works.
5.9 To prescribe rules of discipline to which the students of the University shall be subject and to make such arrangements as may be necessary to secure the observance of such rules.
5.10 To institute such offices and employ such academic and other staff as the purposes of the University may require, to appoint persons to and remove them from such offices and employment, and to prescribe their conditions of service.
5.11 To enter into any agreement for the incorporation within or association with the University of any other institution and for taking over, in whole or in part, its rights, property, privileges and liabilities and for any other purposes not repugnant to this Our Charter.
5.12 To demand and receive fees, subscriptions and deposits, to impose charges, to accept legacies, endowments, bequests and other gifts, to procure and
43 Appendix 1
receive contributions to the funds of the University and to raise money in such other manner as the University may deem fit.
5.13 To maintain, manage, administer, dispose of and save as hereinafter provided, to invest all the property, money, assets and rights of the University, to mortgage, to lend, to borrow and to accept obligations and liabilities in all respects without any restriction whatsoever and in the same manner as an individual may manage his own affairs.
5.14 To establish, hire, maintain, administer, govern, license, and supervise places of residence, recreation and study for holders of office, staff, students and guests of the University.
5.15 To make provision for the welfare of persons holding appointments in and persons in the employment of the University, of persons formerly in any such category and of dependants of such persons, including the provision for the payment of money, pensions or other payments and to subscribe to benevolent and other funds for the benefit of such persons, and to make such provisions as from time to time seem desirable for the welfare of students.
5.16 To give guarantees for the payment of any sum or sums of money or the performance of any contract or obligation by any company, body, society or person if it is in the interests of the University to do so.
5.17 To act as a trustee or manager of any property, legacy, endowment, bequest or gift for purposes of education or research or otherwise in furtherance of the work and welfare of the University and to invest any funds representing the same in accordance with the provisions of the Statutes.
5.18 To make arrangements for the erection, furnishing, and equipping of buildings and the provision of goods and services for the University and, to such an extent as may be deemed expedient and consistent with the objects of the University as a place of teaching, learning and research to sell or provide for reward or otherwise goods and services for its members and their families, its guests and servants; and, without prejudice to the generality of this Article, to establish or assist financially or otherwise under such terms and conditions as the University may decide, any body, institution, company or association the objects of which are compatible with the objects of the University and the meeting of the material needs of the University.
5.19 To join or co-operate with any other University or with any Department of the Government of Our United Kingdom or with any authority or other public or private body, institution, organisation, company or association having in view or promoting any activity the same as, or similar or related to, or which can provide a service for, any activity of the University for such purposes as may
44 Appendix 1
be agreed upon or as may be provided for or permitted by law, being purposes consistent with the provisions of this Our Charter, and in such manner as may be authorised by the Statutes and Regulations; and to provide professional or related services (including research, design development, testing, instructional and advisory services) for any such University, Department, authority, body, institution, organisation, company or association.
5.20 To do all such acts and things whether incidental to the powers aforesaid or not as may be requisite to further the objects of the University.
6. There shall be a Chancellor of the University who shall be the head and chief officer of the University.
7. There shall either be two or three Pro-Chancellors of the University. One of the Pro- Chancellors in the absence of the Chancellor and subject to the Statutes, preside over the meetings of the Senate and shall in the absence of the Chancellor or during a vacancy in the office of Chancellor, exercise and perform, subject to the Statutes, all the functions of the Chancellor except the conferring of Degrees, Diplomas, Certificates and other academic distinctions.
8. There shall be a President and Vice-Chancellor of the University who shall be the Chief Academic and Administrative Officer of the University and shall preside over meetings of the Academic Council and who shall in the absence of the Chancellor or during a vacancy in the office of Chancellor confer Degrees, Diplomas, Certificates and other academic distinctions.
9. There shall be a Pro-Vice-Chancellor or Pro-Vice-Chancellors of the University not exceeding five in number who shall, subject to the Statutes, exercise and perform such of the functions and duties of the President and Vice-Chancellor as the President and Vice-Chancellor or, if the President and Vice-Chancellor should be incapacitated, the Senate may delegate to him or them.
10. There shall be an Honorary Treasurer of the University.
11. There shall be such other holders of office in the University as the Statutes may prescribe and as the Senate may from time to time determine.
12. There shall be a Senate of the University (in this our Charter referred to as “the Senate”) which, subject to the provisions of this Our Charter and of the Statutes, shall be the executive governing body of the University and shall have custody and use of the Common Seal and shall be responsible for the management and administration of the revenue and property of the University and, subject to the powers of the Academic Council as provided in this our Charter and the Statutes, shall have general control over the conduct of the affairs of the University and shall have all such other powers and duties as may be conferred upon it by the Statutes.
45 Appendix 1
13. There shall be an Academic Council of the University (in this Our Charter referred to as the “Academic Council”) which shall, subject to the powers of the Senate as provided in this Our Charter and the Statutes, have control of the internal academic affairs of the University, both in teaching and in research, and for the regulation and superintendence of the education and discipline of the students of the University.
14. There shall be constituted, subject to the provisions of this Our Charter and of the Statutes, such other bodies as the Senate and the Academic Council may from time to time consider necessary for the administration of teaching and research and other work, duties and activities of the University.
15. There shall be Convocation of the University.
16. There shall be an organisation of students of the University whose constitution, powers and functions shall be prescribed by the Statutes.
17. Subject to the provisions of this our Charter, the Statutes may prescribe or regulate as the case may be:
17.1 The status, election or appointment and continuance in office of the Chancellor, Pro-Chancellors, President and Vice-Chancellor, Honorary Treasurer, Pro-Vice-Chancellors and other holders of office in the University.
17.2 The constitution, powers, duties and functions (as the case may be) of the Senate, the Academic Council and the Convocation.
17.3 All such other matters as the Senate may deem fit with respect to or for the governing of the University, its members and constituent parts or otherwise for the promotion of the objects of this Our Charter.
17.4 The Statutes set out in the First Schedule to this Our Charter shall be the Statutes of the University and shall remain in force until they have been added to, amended or repealed in the manner prescribed in paragraph 17.5 of this Article.
17.5 The Senate may by Special Resolution (as defined in Article 22.2 of this Our Charter) make Statutes for the University which may add to, amend or repeal the Statutes for the time being in force, provided that such Statutes be not repugnant to the provisions of this Our Charter and that no such Statutes shall have effect until approved by the Lords of Our Most Honourable Privy Council, of which approval a Certificate under the hand of the Clerk of Our said Privy Council shall be conclusive evidence.
18. Subject to the provisions of this Our Charter and of the Statutes, the Senate may make Regulations for the purpose of furthering the objects of the University and for
46 Appendix 1
the good order and government of the University, provided that Regulations concerning academic matters may be made only on the recommendation of the Academic Council. Regulations may add to, amend or repeal Regulations for the time being in force.
19. The Statutes may direct that any of the matters prescribed or regulated by Statute as authorised or directed in this Our Charter shall be further prescribed or regulated by Regulations, provided that any further prescription or regulation shall not be repugnant to the provisions of this Our Charter or of the Statutes.
20. Persons shall not be excluded unlawfully by reason of religious belief, political opinion, racial group, age, marital status, disability, sexual orientation or gender or whether or not they have dependants, from admission as members of the University or from an advantage or privilege thereof; preference shall not be given to or advantage be withheld from any person on grounds of religious belief, political opinion, racial group, age, marital status, disability, sexual orientation or gender or whether or not they have dependants and the religious beliefs of the members of the University shall be treated with due respect.
21. The University shall not make any dividend, gift, division or bonus in money unto or between any of its members except by way of prize, award or special grant.
22. The Senate may at any time after consultation with the Academic Council and Convocation (or Standing Committee of Convocation if Convocation so authorises it to act in this behalf) by Special Resolution add to, amend or repeal this Our Charter and such addition, amendment or repeal shall when allowed by Us, Our Heirs or Successors in Council become effectual so that this Our Charter shall thenceforth continue and operate as so added to, amended or repealed in the manner aforesaid.
22.1 This Article shall apply to this Our Charter as added to, amended or repealed in manner aforesaid.
22.2 For the purposes of this Our Charter, a “Special Resolution” means a Resolution passed at one meeting of the Senate and confirmed at a subsequent meeting held not less than one calendar month nor more than three calendar months after the former meeting. Provided that notice of each meeting shall be given to each member of the Senate not less than fourteen days before the meeting to be held and that the Resolution be passed at each meeting by not less than three-fourths of those present and voting.
23. In case of conflict the provisions of this Our Charter shall prevail over the Statutes and Regulations, and the Provisions of the Statutes shall prevail over those of the Regulations.
47 Appendix 1
24. Our Royal Will and Pleasure is that this Our Charter and the Statutes and Regulations shall ever be construed benevolently and in every case more favourably to the University and the promotion of the objects of this Our Charter as well in all Our Courts as elsewhere notwithstanding any non-recital, misrecital, uncertainty or imperfection therein.
IN WITNESS whereof We have caused these Our Letters to be made Patent.
WITNESS Ourself at Westminster this day of in the year of Our Reign
BY WARRANT UNDER THE QUEEN’S SIGN MANUAL
48 Appendix 2
CORE COMMITTEE STRUCTURE
Senate
Standing Committee Remuneration Committee Academic Council Audit Committee Equal Opportunities Committee Nominations Committee Planning & Finance Committee Membership Committee
Estates Investment & Human Information Student Regional & Academic Research Committee Finance Resources Services Services Communications Planning Committee S/Committee Committee Committee Committee Committee Committee
49 Appendix 3 ADMINISTRATIVE STRUCTURE
VICE-CHANCELLOR
PRO-VICE-CHANCELLORS 1. Academic Planning & Resources 2. Students & Learning 3. Research & Development 4. Community & Communications
Registrar
Faculty Research & Development & Student Finance Estates Communic. Information Human Academic Deans Regional Alumni Relations Services Services Resources Registrar Services Office
Engineering
Research Income Students’ Union Financial Planning Buildings Internal Library Personnel Academic Humanities Generation for & Land Communications Council Office Capital Projects Sport Budgets Space Allocation Computing Staff Training Research Policy External Relations Services Development LSES * & Postgraduates Fundraising Health Accounting Maintenance Admissions Campaigns Financial Control Publications Management Equal Opportunities Regional Affairs Catering Income Capital Development Information Centre for Medicine Corporate Payments Events Systems Health & Safety Enhancement Sponsorship Student of Learning & Accommodation Financial Services Visitors Centre Audio Legal Services Teaching Sc & Agric.* Alumni Salaries & Wages Visual Information Careers Pensions Arts Programme Services (Festival, QFT) Secretarial Student Purchasing Services Records & Alumni Services Disability Campus Services Examinations Insurance Student Hardship International Office Notes: 1.The Pro-Vice-Chancellors take special responsibility for academic leadership and the development, formulation and co-ordination of policy in the areas listed. 2.The heads of the functional areas listed above have direct access to the Vice-Chancellor and the Pro-Vice-Chancellors, as necessary. * LSES: Legal,Social and Educational Sciences * Sc & Agric: Science and Agriculture
50 Appendix 4
POLICY AREAS
Teaching and Learning Research External Relations Quality Enhancement Regional Development Student Services Physical Resources Communications Planning & Governance Services Finance Information Services Human Resources Student’s Union
51 Appendix 5
Membership of the Central Equality Committee
The membership of this committee has not yet been determined. Consultation is ongoing and QUB will inform the Equality Commission of the Committee membership within 6 months.
52 Appendix 6
List of Consultees*
A Adult Literacy Age Concern Alliance Party of Northern Ireland Amalgamated Engineering and Electrical Union Amalgamated Transport and General Workers Union Association of Chief Officers of Voluntary Organisations Association of Teachers and Lecturers Association of University Teachers
B Bahai Office for Northern Ireland Bar Council Belfast Centre for the Unemployed Belfast City Council Belfast City Hospital HSS Trust Belfast Education and Library Board Belfast Hebrew Community Belfast Islamic Centre Belfast Public Library Belfast Traveller Education and Development Group Blind Centre (NI) British Council British Deaf Association (NI) Bryson House Business in the Community
C Cara Friend Carers National Association Northern Ireland Cedar Foundation Central Services Agency Child Poverty Action Group Children’s Law Centre Chinese Welfare Association Church of Ireland Coalition on Sexual Orientation (CoSo) Committee on the Administration of Justice Community Relations Council Community Relations Training/Learning Consortium Confederation of British Industry (NI) Co-operation Ireland Council for Catholic Maintained Schools
53 Appendix 6
Council for the Curriculum, Examinations and Assessment Counteract
D Democratic Left Democratic Unionist Party Department of Culture, Arts and Leisure Department of Education (NI) Department of Higher and Further Education Training and Employment Disability Action
E East Belfast Community Development Agency Eastern Health and Social Services Board Educational Guidance to Adults Employers’ Forum on Disability Equality Coalition Equality Commission Equality Forum Northern Ireland Equality Unit, Office of the First and Deputy Ministers Extern
F Falls Community Council Federation of Small Businesses Fermanagh Women’s Network Foyle Women’s Information Network Free Presbyterian Church
G Gay and Lesbian Youth (NI) General Consumer Council Gingerbread Northern Ireland Greater Shankill Partnership
H Help the Aged
I Initiative on Conflict Resolution and Ethnicity Indian Community Centre Institute of Directors Irish National Teachers Organisation
L Labour Party Northern Ireland
54 Appendix 6
Law Centre Northern Ireland Lesbian Line Lifestart Local Authorities Local Enterprise Agencies
M Manufacturing Science and Finance (trade union) Men’s Action Network MENCAP Methodist Church MPs and MEPs Multi-cultural Resource Centre
N National Association of Educational Inspectors, Advisors and Consultants National Board for Nursing, Midwifery and Health Visiting (NI) National Energy Action Charity National Society for the Prevention of Cruelty to Children National Union of Students/ Union of Students of Ireland North West Community Network North Eastern Education and Library Board Northern Health and Social Services Board Northern Ireland African Cultural Centre Northern Ireland Anti-Poverty Network Northern Ireland Association for Care and Rehabilitation of Offenders Northern Ireland Association for Mental Health Northern Ireland Chamber of Commerce and Industry Northern Ireland Consumer Committee for Electricity Northern Ireland Co-operative Development Agency (NI Social Economic Agency) Northern Ireland Committee for Irish Congress of Trade Unions Northern Ireland Council for Ethnic Minorities Northern Ireland Council for Voluntary Action Northern Ireland Economic Council Northern Ireland Economic Research Council Northern Ireland Gay Rights Association Northern Ireland Islamic Centre Northern Ireland Human Rights Commission Northern Ireland Public Service Alliance Northern Ireland Statistics and Research Agency Northern Ireland Unionist Party Northern Ireland Volunteer Development Agency Northern Ireland Voluntary Trust Northern Ireland Women’s Aid Federation Northern Ireland Women’s European Platform Northern Ireland Assembly Members
55 Appendix 6
Northern Ireland Political Parties
O Orange Order
P Peace and Reconciliation Group Physically Handicapped and Able Bodied (PHAB) Praxis Presbyterian Church in Ireland Press for Change Prince’s Youth Business Trust Progressive Unionist Party POBAL, ‘Community’
Q Quakers Religious Society of Friends
R Rainbow Project Relate Royal College of Nursing Royal Group of Hospitals and Dental Hospital HSS Trust Royal National Institute for the Blind Royal National Institute for the Deaf Roman Catholic Church Rural Community Network Rural Development Council
S Shelter (Northern Ireland) Sikh Cultural Centre Simon Community Sinn Fein Skill (Northern Ireland) Social Democratic and Labour Party South Eastern Education and Library Board Southern Education and Library Board Southern Health and Social Services Board Sportsability Staff Commission for Education and Library Boards
T Traveller Movement (Northern Ireland) Training for Women’s Network
56 Appendix 6
U United Kingdom Unionist Party Ulster Cancer Foundation Ulster Democratic Party Ulster Scots Heritage Council Ulster Teachers Union Ulster Unionist Party
W West Belfast Economic Forum Western Education and Library Board Western Health and Social Services Board Women’s Coalition Women’s Forum Women’s Information Group Women’s Resource and Development Agency Women’s Support Network Women Together for Peace Workers’ Educational Association Workers’ Party
Y Youth Action Northern Ireland Gender Equality Unit Youth Council for Northern Ireland
*This list is not exhaustive and may be amended in the light of experience.
57 Appendix 7
Main groups identified as relevant to the Section 75 Categories for Northern Ireland*
Category Main Groups
Religious belief Protestants; Catholics; people of other religious belief; people of no religious belief
Political opinion Unionists generally; Nationalists generally; members/supporters of any political party
Racial group White people; Chinese; Irish Travellers; Indians; Pakistanis; Bangladeshis; Black Africans; Black Caribbean people; people of mixed ethnic group
‘Men and women generally’ Men (including boys); women (including girls); trans-gendered people
Marital status Married people; unmarried people; divorced or separated people; widowed people
Age For most purposes, the main categories are: children under 18; people aged between 18 and 65. However the definition of age groups will need to be sensitive to the policy under consideration. For example, for some employment policies, children under 16 could be distinguished from people of working age
‘Persons with a disability’ Persons with a physical, sensory or learning disability as defined in sections 1 and 2 and Schedules 1 and 2 of the Disability Discrimination Act 1995
‘Persons with dependants’ Persons with primary responsibility for the care of a child; persons with personal responsibility for the care of a person with a disability; persons with primary responsibility for the care of a dependant elderly person
Sexual orientation Heterosexuals; bisexuals; gays; lesbians;
*This list is not exclusive but may be amended or added to as appropriate.
58 Appendix 8
Response to the Draft Equality Scheme
Queen’s University received written responses to its Draft Equality Scheme from the following organisations:-
Disability Action
N. Ireland Association for the Care and Rehabilitation of Offenders
The Committee on the Administration of Justice
NUS / USI
West Belfast Economic Forum
Age Sector Reference Group
Training for Women Network
Rural Community Network
Equality Commission for N. Ireland
The following is a summary of the comments made by those consulted by the University.
Disability Action Made a number of helpful suggestions re emphasis on the needs of the disabled community.
The University amended the text accordingly where it felt able to do so.
NI Association for the Care and Rehabilitation of Offenders supplied a general response concerning the needs of ex-offenders.
The University noted their submission.
59 Appendix 8
The Committee on the Administration of Justice Enquired how earlier discrimination complaints had been dealt with. Requested greater clarity as to what was contained within the policy areas. Queried the operation of the complaints process. Emphasised the importance of the practical guidance issued by the Equality Commission regarding impact assessments.
The University considers that its scheme satisfies the concerns raised by the CAJ. The University does not view an examination of earlier discrimination complaints as being within the spirit of the S75 process.
National Union of Students/Union of Students in Ireland Raised concerns about the nature of training being undertaken by Queen’s. Were concerned about the emphasis placed on the good relations duty. Were unsure about the membership of the Central Equality Committee. Asked why a student had not been on the Committee which had produced the draft scheme. Were unhappy about the timing of the consultation process. Pointed out that the website was inaccessible. Requested resources to facilitate training for students, particularly part- time students in equality of opportunity.
In response the University contacted NUS/USI to explain that: 1. The Student President had been on the committee drafting the Equality Scheme. 2. The consultation period had been determined by the date upon which the University had been designated a Public Authority. 3. The University website would be made more user-friendly with respect to the draft scheme. 4. The question of the training of students in equal opportunities was being looked at in the context of overall training for University staff.
60 Appendix 8
West Belfast Economic Forum West Belfast Economic Forum furnished the University with a response which appears to have been issued to all designated Public Authorities.
The University is of the opinion that compliance with the Equality Commission’s review of the draft scheme will address the issues raised by the Forum.
Age Sector Reference Group Noted with satisfaction the number of students aged 50+ who were enrolled on accredited courses with the University. Offered assistance with respect to the organisation of public consultation. Emphasised the need to devote the allocation of necessary resources. Provided the University with ‘Guidance Notes on Consulting with Older People’.
The University noted the comments made.
Training for Women Network Congratulated the University on the implementation of its draft Equality Scheme, describing it as an ‘excellent model’.
The University noted the comments made.
Rural Community Network Made general comments about the scheme with no particular emphasis placed on any aspect of the draft Equality Scheme.
The University noted the comments made.
Equality Commission for Northern Ireland Made a very detailed submission, resulting in two meetings with staff from the Commission.
61 Appendix 8
The University welcomes the comments made and hopes that the revised scheme matches the observations made by the Commission.
62