1. General

We live in a multi-racial, multi-ethnic and multi-cultural society. In line with a belief in the principles of social justice and the active promotion of genuine equal opportunities for all, the LPC has committed itself to a policy of equality of opportunity in employment and educational provisions.

This document outlines the LPC Equal Opportunities Policy, its obligations under existing legislation and its intention to abide by and comply, not only with the letter, but also the spirit of the legislation. The LPC management will take steps to ensure that all future documents, procedures, codes of practice, management guidelines, and instructions to LPC personnel, examiner sub-contractors, members and candidates are developed in line with this Policy. In addition to the Legislative Obligations detailed at [1.2] below, other relevant LPC policies including Advice for Candidates with Particular Needs.

1. 1 Equal Opportunities policy statement

“ The LPC opposes discrimination against and/or harassment of anyone because of their race, ethnic or national origin, gender, sexual orientation, marital status, disability, class, age, religion or employment status.”

·   All LPC employees, examiner sub-contractors, work experience personnel, members and students are required to comply with this Policy Statement.

·   Any complaints of discrimination or harassment will be treated seriously. They will be fully investigated and may result in disciplinary action by LPC management.

·   Further policies and practices that promote equal opportunities will be developed, implemented and publicised by the LPC as required.

·   The LPC will provide briefing opportunities for all staff and examiner sub-contractors and members relating to the Equal Opportunities Policy and its implementation.

1.2. The Legislative Obligations

The LPC Equal Opportunities Policy goes beyond the minimum standards but has been developed within the framework of existing legislation. The relevant legislation is as follows:

1.3. Implications of the legislation

If the legal requirements of the above Acts are contravened, both LPC and the individual concerned will be rendered liable to legal proceedings. If LPC as employer can prove that it has taken the necessary steps to prevent acts of discrimination, only the individual would be considered liable for that unlawful act. This applies to the Race Relations Act 1976 and Sex Discrimination Act 1975/1986. It is essential that all persons bound by this Policy are aware of their obligations under the law, as ignorance is not a defence.

1.4. Definition of terms

Direct discrimination results from treating a person less favourably on grounds of gender, race, disability, colour, ethnic and national origin, nationality, sexuality, marital status, responsibility for dependants, religion, trade union activity or age (up to 65).

Indirect discrimination arises when a condition or a requirement, although applied equally to the above groups listed in the Policy Statement, has the effect of excluding, penalising or treating less favourably, any of these groups and cannot be shown to be justifiable and will be to the detriment of those who cannot comply with it.

Victimisation occurs if a person is given less favourable treatment than others because she/he has exercised her/his rights under the Policy of the relevant legislation.

Harassment is defined as: “Any hostile or offensive act, deliberate or otherwise, or any unwelcome attention against an individual or group; any incitement to commit such acts; any actions which affect a person’s safety or comfort or which demean that person in any way.”

The following list provides examples of acts that might occur in incidents of harassment:

Details of the College’s disability strategy are mentioned else where but from part of its equal opportunities policy.