Gender Equality Policy

1. The University of Oxford welcomes diversity amongst its students, staff and visitors, recognising the contributions to the achievement of the University’s mission that can be made by all individuals, regardless of gender or gender reassignment. The University aims to provide an inclusive working, learning and social environment in which the rights and dignity of all its staff and students are respected to assist them in reaching their full potential. The University will work to remove any barriers which might deter people of the highest ability from applying to Oxford, either as staff or students.

Background

2. The Equality Act 2006 places a positive duty on all public bodies including the University to promote equality between women and men and to eliminate unlawful discrimination and harassment. The University is required to have in place (from April 2007) a Gender Equality Scheme (GES) setting out the ways in which the University will meet the general duty, outlined above, and specific duties:

• to prepare and publish a gender equality scheme, showing how it will meet its general and specific duties and setting out its gender equality objectives.

• in formulating its overall objectives, to consider the need to include objectives to address the causes of any gender pay gap.

• to gather and use information on how the University’s policies and practices affect gender equality in the workforce and in the delivery of services.

• to consult stakeholders (i.e. employees, service users and others, including trade unions and students) and take account of relevant information in order to determine its gender equality objectives.

• to assess the impact of its current and proposed policies and practices on gender equality.

• to implement the actions set out in its Scheme within three years, unless it is unreasonable or impracticable to do so.

• to report against the Scheme every year and review the Scheme at least every three years

The University’s commitment

3. The University is committed to promoting equality of opportunity between women and men and eliminating harassment and unlawful discrimination. The University will assess the impact of policies on students and staff, monitor their recruitment and progression and publish the results of impact assessments and monitoring.

4. Any unlawful discriminatory behaviour, including harassment or bullying by individuals or groups, will be regarded extremely seriously and could be regarded as grounds for disciplinary action, which may include expulsion or dismissal.

Consultation

5. Arrangements for consultation will be maintained for all aspects of the implementation and review of the University’s Gender Equality Scheme. This includes staff and students and also includes Joint committees, and other interested and relevant groups within the University.

Community partnership

6. The University will work in partnership with local and national gender equality organizations and networks so that involvement and engagement develops between the University and the wider community.

Guidance, support and training

7. Guidance, support and training will be provided to members of staff to ensure that the University's commitment to gender equality is fully realised.

Monitoring and audit

8. The University has in place arrangements to monitor, by reference to gender, the selection and recruitment of members of staff and the admission of students. The results of this monitoring process are collated by the University's Equality and Diversity Unit and reported to the University. Additional monitoring is undertaken as necessary to ensure that the University is able to identify possible improvements in its practices in relation to:

• teaching, learning and assessment; management and governance;

• admissions, access and participation;

• support and guidance for students;

• behaviour and discipline;

• partnership and community links;

• staff recruitment, training and career development;

• and service delivery.

9. The Action Plan for the University's Gender Equality Scheme sets out arrangements for monitoring in particular areas and reports on outcomes.

Responsibilities

10. Council is responsible for securing compliance with the general and specific duties and for overseeing implementation of the Scheme.

11. The Vice-Chancellor is responsible for providing leadership in the promotion and implementation of the Scheme¹.

12. The Equality and Diversity Unit is responsible to Council for the promotion, development, implementation, monitoring, prioritisation, and review of equality policies generally.

13. All committees are responsible for ensuring that this policy is embedded in their duties and functions in relation to both students and staff.

14. Those with managerial responsibilities have a duty to take forward specific actions under this policy as identified in the action plan in addition to the general duties under the Act.

Contractors and service providers

15. The University's procurement policies will address, where appropriate the obligation to promote gender equality and equality between women and men.

Review

16. The General Purposes Committee on behalf of the Council will consider a report of the Gender Equality Scheme at the end of the Hilary Term each year. A full review of the Gender Equality Scheme will take place every three years from initial publication (the first review to take place in the Hilary Term 2010).

Publication

17. The University will publish the Gender Equality Policy and Scheme and results of monitoring and assessments as part of the annual report of the Scheme.

Complaints

18. Any prospective or current student or member of staff who has a complaint concerning a breach of this policy may bring such a complaint to the University. Information and guidance on complaints procedures.