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This page is for reference, as the below have been superseded by the Equality Act 2010.

Age Diversity Guidelines

 

The University (and therefore each employee and student) is bound by law not to discriminate unjustifiably, directly or indirectly, against any person in any work or educational activity on the grounds of age.

Age diversity offers positive advantages for the University, just like any other sort of diversity in work and life and treating people fairly, regardless of age, is central to the principles of our business.

Ageism and age-related issues are especially relevant in the UK given the introduction of The Employment Equality (Age) Regulations 2006, effective from 1st October 2006. This aspect of age equality at work is consistent with legislation across Europe.

The main points of the Regulations are:

  1. The regulations protect employees and other workers (partners, agency staff, etc) from discrimination, harassment and any other unfair treatment (for example relating to recruitment, training, pay, promotion, retirement and pensions) on the basis of age.
  2. Age means any age - not just older people - any age, including young people.
  3. People protected by these regulations include:
    • current employees and workers
    • job applicants
    • vocational trainees
    • vocational training applicants
    • and under certain circumstances people for whom the working relationship has ended (eg., in giving references).
  4. The regulations apply to:
    • employers of all types
    • private and public sector vocational training providers trade unions
    • employer organisations
    • trustees and managers of occupational pension schemes and, employees and workers themselves (for example extending to liability for pay compensation in cases of harassment against someone).
  5. The regulations make it unlawful on the grounds of age, unless it can 'objectively justified', specifically to:
    • discriminate directly against anyone (workers and employees as defined above)
    • discriminate indirectly against anyone ('indirectly' covers a very wide range of possibilities, including unintentional ones, such as processes or policies which disadvantage a person because of their age)
    • harass or bully anyone, or expose them to harassment or bullying by others, (harassment as perceived and experienced by the victim; the perpetrator's views and intentions are not the issue)
    • victimise anyone complaining or giving evidence, or intending action in relation to an age discrimination complaint.
  6. The implications of the legislation particularly affect and extend to:
    • recruitment and interviewing and selection
    • training
    • pay and benefits
    • performance appraisals
    • promotion
    • work-related social activities
    • dismissal
    • redundancy
    • retirement
    • pensions
    • the general conduct of everyone in work, and their awareness of their responsibilities within the regulations and therefore all documentation, systems and processes used in the above.
  7. As well as giving people protection, the UK age discrimination legislation also places certain responsibilities on individuals and it should be noted that the regulations also allow for individuals to be held responsible for certain types of discriminatory behaviour against others (and to be pursued for compensation), aside from the responsibility of the employer or organisation.
  8. The regulations are not designed to force unreasonable or unsafe changes on people and organisations, and so the rules provide for 'objective justification' to be used where any age discrimination can be proved to be proportionate (appropriate) and legitimate (truly necessary) for the purpose or aim of the organisation.

 

Gender Equality Scheme & Action Plan

 

The University of Dundee currently has a population of around 17500 students and 3300 staff from different and diverse backgrounds and is one of Scotland's leading Universities with an international reputation of excellence in providing a diverse portfolio of undergraduate and postgraduate courses and an excellent record in Teaching Quality and Research Assessment Exercises (RAE).

The University is committed to equality for all, irrespective of age, disability, race, religion or belief, sex, sexual orientation or other irrelevant distinction.

The University is committed to maintaining a learning and working environment free from discrimination, in which all staff, students and visitors are treated equally and with dignity and respect. Our commitment is embodied in the University's Charter, which states:

No test related to sex, race, colour or religion and political belief shall be imposed on any person in order to entitle him or her to be admitted as a member, teacher or student of the University or to hold office therein or to graduate thereat or to hold any advantage or privilege thereof.

This Gender Equality Scheme is one of many policies and procedures, which the University has in place to support its commitment to an institutional Equality and Diversity strategy. It outlines the framework and commitment within which the University will promote gender equality including its obligations under the Gender Equality Duty of the Equality Act 2006.

Gender Equality Scheme & Action Plan

 

Race Equality Policy & Action Plan


The University of Dundee is fully committed to the principles of promoting race equality for all staff, students and others associated with the University (e.g. visitors and contractors). These principles will be core to the University's Corporate Vision, Aims, Objectives Strategies and Plans. We will build an inclusive and supportive institutional culture that will ensure good practice for all members of the University community, irrespective of their background. Our commitment is embodied in the University's Charter, which states:

No test related to sex, race, colour or religion and political belief shall be imposed on any person in order to entitle him or her to be admitted as a member, teacher or student of the University or to hold office therein or to graduate thereat or to hold any advantage or privilege thereof.

The University acknowledges that it is the responsibility of every member of the community to ensure that they promote the aims and values of race equality through the implementation of this Policy and its associated Action Plan.

I am happy, therefore, to commend Dundee University's Race Equality Policy and Action Plan  .

Principal
(Sir Alan Langlands)

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