USSA Equal Opportunities Policy - Student, Student Group and Member Version

1 Introduction

1.1 Discrimination of any nature is unacceptable and as a result will not be tolerated by the University of Strathclyde Students' Association ("USSA"). Furthermore, USSA resolves to create a positive and welcoming atmosphere for its staff, students and visitors and to ensure that they are treated fairly. USSA is committed to encouraging and ensuring fairness and equality of opportunity and access for all those who access or use USSA's services or premises. All students, student groups and members of USSA agree to abide by the terms of this Policy as adjusted from time to time.
1.2 USSA aims to:-
(a) encourage a community in which all individuals may contribute without fear of discriminatory or unfair attitudes and practices
(b) set out a code of conduct for USSA
(c) meet legislative requirements and exceed them wherever possible
(d) create an Association which respects its members and takes pride in the diversity of its membership and strives to treat each individual and group fairly
1.3 USSA principles in respect of Equal Opportunities include:-
(a) this Policy exists to ensure that USSA is proactive in matters relating to Equal Opportunities
(b) this Policy exists to set detailed, practical and realistic procedures, set down unambiguous guidelines for behaviour and to set sanctions for those that fail to comply with the procedures and guidelines in place
(c) USSA is committed to monitoring the implementation of this Policy and evaluating its effectiveness
(d) USSA considers that it is the personal responsibility of everyone to uphold this Policy. Failure to do so may result in disciplinary action
(e) USSA considers that any form of discrimination or less favourable treatment on grounds of gender, age, race, ethnic origin, sexual orientation, disability, religious belief, HIV status, gender reassignment, political belief (which is not intended to be exhaustive) is unacceptable
(f) each section of this Policy will clearly define individual and/or group responsibility for its implementation
(g) nothing in this Policy is intended to, or shall be interpreted in any way in which it would, curtail the rights and freedoms of individuals as laid down by law
1.4 Disciplinary Action
(a) Members of USSA are bound by the policies and regulations of USSA. Students, Student Groups or individuals who are in breach of this Policy may be subject to disciplinary action which is set out in schedule 2 of the USSA constitution.
1.5 This Policy In each area of activity involving USSA, USSA seeks to promote Equal Opportunities and access for everyone irrespective of any differences. In addition to the general principles and aims which are detailed above, this Policy highlights a number of specific areas and the procedure applicable to particular parts of USSA activities.

2 Student Activities

2.1 Aims:
(a) USSA requires all student activity groups to acknowledge that their responsibilities regarding Equal Opportunities affect more than just their members but the membership of USSA as a whole
(b) That all organised student groups within USSA abide by this Policy
2.2 Implementation:
(a) Membership of a group will be taken to imply an understanding to commitment and acceptance of this Policy. Commitment to this Policy will be reflected by the inclusion of "Committed to Equal Opportunities" on membership cards
(b) All organised groups within USSA must promote a welcoming atmosphere of non-exclusivity for all members and potential members
(c) It will be the responsibility of each group's governing committee to ensure that all meetings, publications, communications and activities of its respective club or society are fully in line with this Policy
(d) Part of the responsibility of a group is that at least one member of its governing committee attends an Equal Opportunities training session organised by USSA. Failure to comply with this requirement may lead to disciplinary action, possibly including suspension or closure
(e) The Equal Opportunities Officer will be responsible for promoting attendance at the Equal Opportunities Training Course.

3 Elections

3.1 Aims:
(a) USSA aims to ensure that all aspects of practice in relation to elections abide by the requirements and guidelines set out in this Policy
(b) USSA considers that members from all areas of the student body should be encouraged to stand for and vote in elections
3.2 Implementation:
(a) USSA regards the Democratic Services Committee as responsible for ensuring that all aspects of practice within the election process comply with this Policy
(b) The Equal Opportunities Policy Group ("EOPG") will work with the DSC to improve participation of minority groups in elections.

4 Entertainments

4.1 Aims:
(a) USSA aims to recognise the wide-ranging diversity of tastes and interests held by the student body and seek to ensure that entertainment within USSA reflects such diversity and to provide a welcoming atmosphere without fear of harassment to all members of the student body for all USSA events
4.2 Implementation:
(a) Commercial Services are responsible for ensuring that any events or activities that fall within their area of responsibility, adhere to this Policy at all times
(b) USSA events which are organised by an USSA student group or any event organised by USSA members for predominantly non USSA members must adhere to this Policy at all times
(c) Events organised by outside bodies, within USSA premises, should adhere to this Policy at all times. No bookings should be made in respect of organisations known by reputation to breach this Policy.

5 Harassment - Students

5.1 Definition of Harassment "Unwanted conduct based on gender, age, race, ethnic origin, sexual orientation, disability, religious belief, political belief, HIV status or gender reassignment which affects the dignity of individuals or groups. Harassment can include unwelcome physical or non-verbal contact." This list is not exhaustive.
5.2 This Policy recognises that harassment on a long term basis may constitute bullying. USSA will not condone bullying in any form
5.3 Whether an act constitutes harassment depends on how it is regarded by the recipient rather than the motive or intention of the alleged perpetrator.
5.4 Aims:
(a) to actively promote an environment free from intimidation or victimisation on any of the grounds set out at 5.1 above
(b) to create an atmosphere of respect for diversity of the student membership
(c) to ensure that every member of USSA abides by this Policy with respect to their treatment of others
(d) to provide clear guidelines on harassment, so that individuals feel sufficiently confident to raise any problems they experience
(e) to provide effective procedures for dealing with the perpetrators of harassment/bullying
5.5 Implementation:
(a) USSA will not tolerate harassment/bullying and complaints made will be treated seriously, confidentially and with sensitivity
(b) in the interests of impartiality and fairness, every effort will be made to carefully establish the facts of the case before the appropriate course of action is determined so far is as possible
(c) membership of USSA requires a commitment to Equal Opportunities. Individuals must comply with the Equal Opportunities Policy and failure to do so may result in disciplinary action
(d) implementation of this Policy is the duty of all members of USSA and its staff. Everyone is expected to comply with its provisions
(e) any complaints of harassment/bullying should be reported to the Equal Opportunities Officer
5.6 Examples of Unacceptable Behaviour: The following list gives examples of unacceptable behaviour that USSA would classify as "harassment" This list is not exhaustive.

Physical Contact

• Unwanted touching, patting, pinching
• Brushing up against someone in a suggestive manner
• Serious assault
• Threats of physical violence
• Unwelcome sexual advances
• Threatened or actual sexual violence
• Lewd acts

  Verbal Conduct

• Unwelcome propositions
• Lewd comments
• Abusive language
• Offensive jokes
• Derogatory terms or jokes Promoting the superiority of one form of relationship over another

  Non-Verbal Conduct

• Display of pornographic or offensive materials, pictures or posters
• Offensive graffiti
• Offensive gestures
• Offensive emails, memos
• Promoting the superiority of one form of relationship over another.

  Unacceptable Conduct

• Blackmail
• Bribery
• Coercion, pressure for sexual favours, pressure to join a particular political or religious group
• The behaviour may include one or several of the above examples from this non-exhaustive list.

  6 Publications

  6.1 Aims:
  (a) USSA aims to ensure that all practice in relation to publications complies with this Policy
  (b) Publicity and the student media should reflect the diversity of USSA's membership
  6.2 Implementation
  (a) the Convenor or President of all USSA student groups or committees will take overall responsibility for publicity and written materials published by those groups and committees
  (b) it is further the responsibility of anyone accredited as being an editor of any publication to ensure that all articles or publicity abides by the Equal Opportunities Policy
  (c) complaints regarding the Equal Opportunities practices of clubs, societies or committees should be reported to the Equal Opportunities Officer. The Equal Opportunities Officer will investigate the matter in accordance with the procedures and sanctions laid out elsewhere in this Policy and should consult will all appropriate officers in doing so
  (d) all individual office bearers or members of USSA activity groups are responsible for their own actions ( in addition to those of there group in observing this Policy and can be investigated accordingly on an individual basis under the procedures set out in this Policy.

  7 USSA Access

  7.1 Aims:
  (a) USSA aims to enable all students, staff and visitors to access the facilities on the premises and, wherever possible, to be of practical assistance
  (b) USSA believes that, wherever possible, the services of USSA should cater for students, staff and visitors with disabilities and that this aim should be reflected in managerial decision making and staff training
  7.2 Implementation
  (a) USSA will comply with and exceed the terms set out in the Disability Discrimination Act(1995), Race Relations Act 1976 ,Sex Discrimination Act 1975 and the Human Rights Act 1998.
  (b) Following any difficulties with accessibility the Equal Opportunities Officer should be informed so that a long-term solution can be found
  (c) Complaints regarding matters relating to building access should be handled by the Equal Opportunities Officer and dealt with as soon as possible.

  8 Dealing with Complaints

  8.1 Informal Procedure
  (a) Any person or group who believes that they have been discriminated against on any of the grounds specified in this Policy should keep a record of any instances of discrimination. A detailed record should be kept in respect of what happened, where and when it happened, how that individual or group felt at the time, whether there were any witnesses to the discrimination and if so the identity of the witnesses
  (b) Individuals who are the victims of minor incidents of discrimination should, if possible, speak to the offender and make it clear that such behaviour is unacceptable and must stop immediately
  8.2 Formal Procedure
  (a) Where the informal procedure fails, where it is impracticable to follow the informal procedure or where serious discrimination occurs individuals and/or groups should bring the matter to the attention of the Equal Opportunities Officer immediately. Where the Equal Opportunities Officer is the person about whom the individual wishes to complain, the individual should bring the matter to the attention of the Association President by the way of
  (b) The formal complaint should be in writing and should contain:- - the name of the alleged offender - the nature of the discrimination - dates and times when the discrimination occurred - the names of any witnesses to the alleged discrimination - any action taken to seek to stop the discrimination
  (c) Confidential discussions will then take place between the individual and the Equal Opportunities Officer to discuss the complaint and in order that the Equal Opportunities Officer can explain the procedure to be followed
  (d) Upon receipt of a formal complaint and after the meeting has taken place, the Equal Opportunities Officer may investigate the matter fully and/or appoint an investigating officer to carry out a full investigation, such investigation may include interviewing the alleged offender and any witnesses
  (e) All individuals involved in the investigation must respect the need for confidentiality and they will be advised of this during their interview. Failure to respect confidentiality could result in disciplinary action
  (f) In cases where the investigating officer and/or the Equal Opportunities Officer concludes that the complaint is well founded, the offender will be subject to the USSA disciplinary Policy
  (g) In cases where the investigating officer and/or the Equal Opportunities Officer concludes that the complaint is not well founded and has not been made in good faith, the complainant may be subject to the USSA disciplinary Policy.

  9 Disciplinary Procedures

  9.1 Individuals:
  a) it is the responsibility of the Equal Opportunities Officer to recommend an appropriate course of action if a complaint is made
  b) the Equal Opportunities Officer will consult with other relevant staff or officers during the process of investigation
  c) the Equal Opportunities Officer may decide to write a letter of warning to the individual or individuals concerned
  d) for more serious cases, the Equal Opportunities Officer may invoke the disciplinary process
  e) the making of false or malicious complaints will be regarded as making statements of a prejudicial nature and any such complaints will result in a full investigation by the Equal Opportunities Officer who may choose to invoke the disciplinary process against the person making the false or malicious allegation
  f) if the complainant at any time feels that the course of action taken by the Equal Opportunities Officer on their behalf is inappropriate, they can appeal to the President, who may choose another member of the Executive committee to act in place of the Equal Opportunities Officer
  g) if any complaint is raised which involves the Equal Opportunities Officer, the complainer can raise the matter directly with the President who may choose another member of the Executive Committee to act in place of the Equal Opportunities Officer
  9.2 Groups: If any group is judged to be showing insufficient commitment to or disregard for this Policy it may be sanctioned in the following ways:
  a) warning
  b) fine
  c) withdrawal of all publicity and advertising
  d) suspension of use of financial accounts
  e) suspension or closure of the group
  f) Complaints regarding the Equal Opportunities practices of USSA student groups should be reported to the Equal Opportunities Officer
  g) The Equal Opportunities Officer will consult with other relevant staff and officers during the process of investigation
  h) The Executive committee will decide on an appropriate course of action
  i) All individual office bearers or members of USSA student groups are responsible for their own actions in observing this Policy and can be investigated accordingly on an individual basis under the procedures set out in this Policy
  9.3 Elections:
  a) If a candidate is believed to have acted in breach of this Policy in any aspect of the election process, a complaint should be submitted to the Returning Officer who will deal with it under the procedure for election complaints as outlined in USSA's constitution. The complainant at all times has the right to refer their complaint for further action to the Equal Opportunities Officer or the President who will investigate it in accordance with the procedures and sanctions set out in this Policy
  9.4 Harassment:
  a) it is the responsibility of the Equal Opportunities Officer to recommend an appropriate course of action if a complaint of harassment is made
  b) the Equal Opportunities Officer will consult with other relevant staff or officers during the process of investigation
  c) the Equal Opportunities Officer may decide to write a letter of warning to the individual(s) concerned
  d) for more serious cases, the Equal Opportunities Officer may invoke the disciplinary procedure
  e) the making of false or malicious complaints of harassment will be regarded as gross misconduct and will result in a formal investigation. If proven, it will result in disciplinary action
  f) If the complainant feels at any time that the course of action taken by the Equal Opportunities Officer on their behalf is inappropriate, they can appeal to the President, who may choose to appoint another member of the Executive committee to act in place of the Equal Opportunities Officer
  9.5 Entertainments:
  a) Any complaints regarding USSA entertainment should be addressed to the Vice-President Finance and Commercial Services and copied to the Equal Opportunities Officer. Any alterations will be made if necessary
  b) Any complaints regarding the behaviour or attitude of another member of the student body during any event held within the Union should be addressed to the Equal Opportunities Officer and investigated in accordance with the procedures and sanctions laid out elsewhere in this Policy.

  10 Responsibility and Monitoring

  10.1 Responsibility
  (a) it will be the responsibility of the Equal Opportunities Officer to interpret this Policy and decide upon appropriate courses of action. If at any time this is deemed inappropriate, the President will appoint another member of the Executive Committee to act in place of the Equal Opportunities Officer
  (b) the Equal Opportunities Officer will be responsible for being the primary representative and spokesperson for Equal Opportunities in the USSA
  10.2 Monitoring
  (a) the Equal Opportunities Officer will receive a statistical profile of the student body as soon as it becomes available
  (b) the Equal Opportunities Officer will receive from Commercial Services copies of all discipline charge sheets. The Equal Opportunities Officer will also receive abridged minutes of all meetings of the Discipline Committee and Discipline Appeals committee with the names all accused individuals blanked out.
  (c) the Equal Opportunities Officer will receive from the Association President a full list of those banned from the USSA building or otherwise charged with disciplinary offences
  (d) the Equal Opportunities Policy Group will liaise with the Equal Opportunities Commission and any other relevant agencies in order to establish and improve itself as an effective monitoring body
  10.3 Equal Opportunities Identity and Publicity
  (a) the Equal Opportunities Policy will be readily available and extensively publicised
  (b) an Equal Opportunities Statement will be posted on all noticeboards within the USSA building as well as the Students' Association noticeboards at Jordanhill and within Toby's Bar
  (c) the full Equal Opportunities Policy will be posted on the association notice board in the USSA building and on the USSA website. It will be available in booklet form from the Equal Opportunities Officer, the President, Vice-President Advice and Support, Ask 4, Democratic Services, Level 7 Reception, Jordanhill offices and Union Reception
  (d) an Equal Opportunities statement will be distributed to all Freshers in their Freshers' Pack
  10.4 Equal Opportunities Policy Group
  (a) Membership of the Equal Opportunities Policy Group is set out in Schedule 3, para 3.12.a of the USSA constitution.
  (b) the Equal Opportunities Policy Group shall be responsible for promoting equal rights, opportunities and services for all students within USSA and for liasing with the University and outside bodies on matters of Equal Opportunities. The Policy Group shall also be responsible for reviewing and upholding USSA's Equal Opportunities Policies and for making sure these policies are up to date. This Equal Opportunities Policy will be formally reviewed annually or more frequently if the need arises. Any changes require the approval of SRC or an AGM.

  11 Conclusion

  USSA is committed to providing Equal Opportunities to all individuals who use USSA services and access its premises. USSA is committed to ensuring that there will be no less favourable treatment of any individual, member, service user on grounds of gender, age, race, ethnic origin, sexual orientation, disability, religious belief, HIV status, gender reassignment, political belief etc. USSA depends upon the assistance of all students, student groups and members to ensure that the principals for equal treatment for all are maintained at all