We strive to be an inclusive College – a College which celebrates and affirms every person and does not discriminate.

We do not knowingly discriminate against people on grounds of disability, economic power, ethnicity, gender, gender identity, learning disability, mental health, neurodiversity, or sexuality.

We strongly believe that all staff and students are happier, enjoy their work more and perform better in an environment where everyone respects and understands the value of different people working together; where everyone is treated fairly and where negative behaviours and attitudes such as prejudice, discrimination and harassment are unacceptable and where people feel supported to challenge these. An inclusive and supportive environment is integral to what makes Durham an exceptional university and St Chad’s a place where all can thrive. It enables our staff and students, supporters and volunteers, to reach their full potential. Equality, Diversity, and Inclusion (EDI) requires ongoing commitment from all members of our College community.

What is Equality?

• Equality is about ensuring that every individual has an equal opportunity to make the most of their lives and talents. It is also the belief that no one should have poorer life chances because of the way they were born, where they come from, what they believe, or whether they have a disability (EHRC, 2018).
• It is about fairness and being treated fairly in all aspects of our employment. This also means we aim to eliminate any unlawful and unfair discrimination against particular groups in accordance with the Equality Act 2010.
• The Equality Act 2010 applies to the University in the areas of employment, education, and the provision of services (including goods and facilities). It is important that we do not discriminate against employees, students, or service users during our day-to-day activities.
• There are nine protected characteristics under the Equality Act 2010. These are Age, Disability, Race, Religion or Belief, Sex, Sexual Orientation, Gender Reassignment, Marriage and Civil Partnership, and Pregnancy and Maternity.

What is Diversity?

• Diversity is about difference and respecting difference.
• Everyone is a unique person. Even though people have things in common with each other they are also different in all sorts of ways.
• Differences can include both visible and non-visible factors, for example, educational background, personality, previous work and life experiences, height, weight, hair colour, accent, amongst others. These factors go far beyond the nine ‘protected characteristics’ of the Equality Act 2010.
• By understanding and respecting each other as individuals we can help to create a positive, inclusive, and supportive environment.

What is Inclusion?

• As a University, we foster a community of extraordinary people.  The key to achieve this is championing the University values and reflecting on what is stopping us from being inclusive, in the hope of forming a community that celebrates and respects colleagues regardless of their identity.
• Inclusion primarily rests on a concept of how individuals feel – do they feel valued, do they feel they belong to the University and do they feel it is safe for them to speak out and challenge unacceptable behaviours.
• The University has created an Inclusive Culture statement that provides for a sense of action and momentum and highlights a balance of rights and responsibilities, ownership and belonging.

“Together we celebrate difference, value one another and are each responsible for creating an inclusive community that is respectful and fair for all”

What can you do?

All members of the University community have a personal responsibility to ensure their own behaviour does not cause offence and is not discriminatory. This means we need to treat others fairly and respectfully in all we do.

• It is important to accept that we cannot expect everyone to be “like us” therefore we need to be flexible, open, tolerant of difference, and non-judgmental. We all need to treat each other with understanding and support.
• When considering your own behaviour, it can be helpful to consider the following reflective questions ideally before acting:

1. Would I say or do this in front of a member of the same sex/ race/ age etc.? For example, men will say things to women that they simply would not say to another man (and vice versa); older people will say things to younger people that they simply would not say to someone of the same age (and vice versa)
2. Would I say or do this in front of my family: partner/husband/wife or parents/ guardians or children…?
3. Would I be happy for my words or behaviour to be reported in the local newspaper? National newspaper?
4. How would I react if I were on the receiving end of this behaviour/ words?
5. Do I really need to say or do this at all?

Bullying and Harassment

Governors are asked to watch the below video which is originally made by the Royal Society of Chemistry. It provides clear definitions for Bullying and Harassment in addition to the text below.

What is Bullying?

Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate, or injure the recipient. Bullying can include (but is certainly not limited to):

• ridicule, isolation or non-cooperation, exclusion from everyday social interaction or activities;
• withholding important work-related information;
• shouting or swearing at a colleague;
• persistent negative and inaccurate attacks on a colleague’s personal or professional performance;
• undervaluing a colleague’s contribution, placing unreasonable demands on and / or over-monitoring a colleague’s performance;
• threatening behaviour, both verbal and physical.

What is Harassment?

Harassment is unwanted conduct which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. It may be persistent or an isolated incident. Harassment can be verbal and non-verbal, for example:

• unwanted physical conduct or “horseplay;”
• personal insults, insulting behaviour, or verbal abuse;
• racist, sexist, homophobic or ageist jokes, or derogatory or stereotypical remarks about a particular ethnic or religious group or gender or on the grounds of an actual or perceived disability;
• micro-aggressions which can be subtle, indirect, or unintentional behaviour or action and may be focused on those from a particular under-represented group or particular gender;
• continued suggestions for social activity after it has been made clear that such suggestions are unwelcome;
• sending or displaying material that is pornographic or that some people may find offensive;
• denying training or promotion opportunities without good reason; or offensive e-mails, text messages or social media content.

This is not a complete list, and many other actions could be considered harassment. The key is that the actions or comments are viewed as hostile or intimidating, demeaning or unacceptable by the person experiencing this behaviour and could be regarded as harassment by any reasonable person.