Race Equality and Diversity

Applicable to employees of the Central Academic Bodies and central activities of the University of London (the "central University").

1 Race Relations (Amendment) Act 2000  

2 Summary of the University’s Duties under the Race Relations (Amendment) Act 2000  

3 The central University’s Race Relations and Diversity Policy and Action Plan  

4 Manager’s Responsibilities 

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1 Race Relations (Amendment) Act 2000

1.1
The Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000 places a general duty on the central University to promote race equality with the aim of putting promotion of race equality at the centre of the way we work, with particular emphasis on the availability and delivery of services and in relation to matters of employment and recruitment.

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2 Summary of the central University's Duties under the Race Relations (Amendment) Act 2000

2.1
Under the Act, the central University must, in carrying out its functions, have due regard for the need to eliminate unlawful racial discrimination and to promote equality of opportunity and harmonious race relations.   Our further, specific, duties under the Act are to:

  • prepare and publish a Race Equality Policy, including an indication of arrangements for the  publication of the policy and, annually, the results of impact assessments and monitoring;
  • make arrangements to meet our specific duties on policy and employment and assess the impact of our policies (including the race equality policy) on different racial groups;
  •  monitor, by reference to racial group, the admission and progress of students and the recruitment and career progression of staff.

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3 The central University's Race Relations and Diversity Policy and Action Plan

3.1
The central University's Race Equality and Diversity Action Plan and Policy affirms its specific commitment to the promotion of equality, diversity and good race relations and its opposition to all forms of unfair or inequitable treatment, including discrimination, harassment, or victimisation, whether directed at groups or individuals, on the grounds of race, colour, racial, ethnic or national origin or group, traveller status, or refugee/asylum/immigration status.

3.2
The Policy and Plan addresses:

  • our duties and responsibilities under the Act;
  • our aims and objectives under the policy;
  • leadership, management and responsibility under the policy;
  • information, consultation and communication in relation to the policy;
  • functional implementation and monitoring of the policy;
  • action on actual or potential breaches of the policy or failure to implement the plan.

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4 Manager's Responsibilities

4.1
Specific responsibilities of individual managers are described in the University’s Policy and Plan.  In general terms, however, managers need to be aware of the provisions of, and their responsibilities under, the Race Relations (Amendment) Act 2000, the Race Equality and Diversity Policy and Action Plan, and our Equal Opportunities Policy and Statement. 

4.2
In particular, Managers must:

  • positively promote equality of opportunity and good and harmonious race relations;
  • recognise and value diversity;
  • ensure that their staff are aware of their similar responsibilities;
  • identify any instances of unfair discrimination, harassment or victimisation and take appropriate action to address the problem and prevent repetition.

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