Public Sector Equality Duty
Colleges and public sector organisations have a statutory duty to produce an annual report under the specific duties of the Public Sector Equality Duty (PSED); this is a key measure of the Equality Act 2010.
To meet the general duties they are expected to show due regard to the following specific duties:
To publish annually relevant, proportionate information showing how they meet the equality duty.
To develop one or more equality objectives to meet the general duty, which can be refreshed every four years or earlier.
Those subject to the PSED must, in the exercise of their functions, have due regard to the ‘arms’ of the duty. The broad purpose of the equality duty is to integrate consideration of equality and good relations into the day-to-day business of public authorities - If you do not consider how a function can affect different groups in different ways, it is unlikely to have the intended effect.
This can contribute to greater inequality and poor outcomes. The general equality duty therefore requires organisations to consider how they could positively contribute to the advancement of equality and good relations.
Equality, Diversity and Inclusion 4 Year Objectives
Lincoln College is committed to the active promotion and advancement of equality of opportunity for all and opposes unlawful or unfair discrimination of any kind. To achieve this aim, the college has overall equality and diversity objectives that are refreshed every four years.
These are underpinned by specific objectives owned by curriculum areas and corporate departments to address issues that could potentially impact on a positive learner and/or employee experience in their areas of responsibility.
Reasonable Adjustments
The college recognises that reasonable steps should be taken in the way that we support our workforce, especially those who are considered to have a disability in order to ensure that they are not disadvantaged in any way in comparison to our non-disabled workforce.
We have a Reasonable Adjustment Policy in place to support our people. This policy is not intended to cover how the college would deal with every case, as each is different. However, the aim is to set out the following:
Our commitment to improving accessibility to our services
Define what is considered to be a reasonable adjustment
Explain our legal duty to provide reasonable adjustments for people with a disability, and
Explain the considerations made when dealing with requests for reasonable adjustments.
Disability Confident Employer
Under the Equality Act (2010), we have an obligation to ensure that Disabled people receive fair treatment throughout the recruitment and selection process and in their employment with us.
We don’t just stop there – as part of our commitment to equality and diversity, we have made a pledge to improve employment opportunities for people with disabilities. We have undertaken to interview all applicants with a disability (who meet the essential short-listing criteria for a job vacancy) and consider them on their abilities.
We are a Disability Confident Employer. The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to the workplace.
By being a part of the Disability Confident scheme we are aiming to:
Challenge attitudes towards disability
Increase understanding of disability
Remove barriers to disabled people and those with long-term health conditions
Ensure that disabled people have the opportunities to fulfil their potential and realise their aspirations
Read more about the Disability Confident Aims and Objectives
Please contact Kerri Robson (People Services Manager) if you have any queries regarding our commitment to being a Disability Confident employer.
