The increasing diversity among staff and students, and growing body of equality legislation poses new challenges for managers, especially in terms of dealing with equality and diversity issues.

Some FAQs below will help managers (academic and non-academic) to deal with these issues more effectively. These FAQs are not exhaustive and will be updated and refined over time.

FAQs

a) What is covered under the current equality legislation?

The current equality legislation, i.e., the Equality Act 2010 covers nine different protected characteristics. These include age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

b) What is meant by an equality and diversity issue?

Equality and diversity includes any issue which could result in less favourable treatment to an individual or group of individuals based on their disability, gender, race, age, sexual orientation, religion or belief etc. In addition, bullying, harassment or victimization are also regarded as equality and diversity issues.

c) What is meant by a 'protected characteristic' and who could be included in it?

Protected characteristics are the grounds on which discrimination is unlawful. Each of the nine protected characteristics could include various manifestations. For instance, disability includes not just physical disability, but also a range of learning disabilities. Race includes a range of ethnic groups, such as Asian or Asian British, Black or Black British, Chinese, Mixed White/Asian/Black African/Caribbean or Other Asian/Black/Ethnic/Mixed/Other, and White British/Irish/Welsh/Other. Age covers all age groups. Sexual orientation includes lesbian, gay, and bisexual people. Religion or belief includes all defined religions (for instance, Christianity, Judaism, Islam, Hinduism, etc.) or beliefs (for instance, agnostics, atheism, etc.).

For legal definitions of the nine protected characteristic, please see the Equality and Human Rights Commission's website|.

d) What are different types of discrimination?

Discrimination could be direct or indirect, and both are covered by legislation.

Direct discrimination is when an individual or a group of individuals is treated less favourably, for example, by refusing to employ or admit potential students or staff based on their disability, gender, race, age etc. or by dismissing or expelling because of a person's sexual orientation, disability or religion/belief etc.

The Equality Act 2010 also allows complaints of 'combined discrimination' when a person is directly discriminated against because of a combination of two protected characteristics.

Indirect discrimination is when an apparently neutral criterion, provision, or practice is applied which has the effect of disadvantaging people of a particular disability, gender, race, age, etc.

Also included in discrimination are harassment and victimisation. Harassment is subjecting someone to unwanted conduct that violates that person's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment for them regardless of intention. Victimisation is a retaliation against someone because they have made a complaint or allegation of discrimination.

e) What is meant by promoting equality?

Promoting equality means that we need to:

Treat all students and staff with fairness
Respond to needs and interests of students and staff through reasonable measures
Foster an inclusive environment for all students and staff to access opportunities, and participate fully in the learning process
Equip students and staff with the skills, concepts and values which enable them to challenge inequality and injustice in their future work
Ensure that learning or any other materials do not discriminate against any individuals or groups

f) What is meant by eliminating discrimination?

Eliminating unlawful discrimination requires us to:

Actively oppose all forms of discrimination
Reflect on prejudices, including examining the use of inappropriate language
Strive to create an environment in which staff and student goals may be pursued without fear or intimidation
Not victimise any student or staff who has complained, or who has given information in connection with such a complaint
Challenge and/or report unacceptable behavior which is contrary to the equality legislations and principles.

g) How can I ensure that the departmental policies, procedures and practices are not discriminatory?

This can be ensured by: a) reviewing policies, procedures and practices from time to time in terms of any equality impact (which includes active involvement of equality groups such as disabled, gender, race etc); and b) proactively anticipating the impact on any equality group whenever a new policy, procedure or practice is being developed or introduced.

A more formal method of ensuring the above is to conduct an Equality Impact Assessment (EIA). An EIA tool is currently being developed, which will then be applied to all new policies and policies undergoing review. For more information, please contact the Diversity Adviser, Carolyn Solomon-Pryce, ext 3698, email: c.solomon-pryce@lse.ac.uk|

h) How can I ensure that my staff have the skills to deal with equality and diversity issues?

Equality and Diversity training is available to all staff and is run by the Staff Development Unit|. There is also an on-line interactive program, 'Accessible Education Matters|'. Please complete the quiz and hand a printed copy of the completion message in to Sue Haines in the Disability Office (A40).

i) Who do I contact if I need to make reasonable adjustment for a disabled student or staff?

Reasonable Adjustment for Students: Please contact the Disability and Well-being Office at Disability-Dyslexia@lse.ac.uk|. For specific areas of disability and reasonable adjustments see the Disability Equality Reference Folder. There should be a copy in your departmental office, or else you could contact Sue Haines, the Disability Office Administrator: s.haines@lse.ac.uk|. There is also a practical guide available on line at Disability Equality at LSE: students with disabilities a practical guide| (PDF).

Reasonable Adjustment for Staff: Please contact the Employment Relations Team: Room W100, 020 7955 6672, g.keeley@lse.ac.uk| who will be able to advise you on this.

j) Does the equality legislation cover overseas and non-EU staff and students who are currently working/enrolled at LSE?

The answer is yes. Once an overseas student is registered with LSE, or a staff member has been employed, s/he is covered under the equality legislation.

k) Who should I contact if I want to raise a bullying or harassment issue?

If it is an issue related to a student, then please contact Kevin Haynes Ext 7823, email: k.j.haynes@lse.ac.uk|. The student may also wish to take advice from their Personal Tutor, Deans, Student Union Welfare Officer or Warden (if an issue takes place in the Halls of Residence).

For staff issues, staff member may wish to talk to their line manager or to the Employment Relations Team g.keeley@lse.ac.uk| who will be able to advise on this issue.

l) Who do I need to contact if someone is sexually assaulted?

If you come across an issue related to sexual assault, then please contact the Head of Security, Paul Thornbury mobile: 0780 9481283 or email p.c.thornbury@lse.ac.uk|

m) Who do I need to contact if there is an issue related to male and/or female student?

For any issues related to male students, please contact Matthew Engelke, Adviser to Male Students (m.engelke@lse.ac.uk|), office number A609, and office line 020 7955 6494. For any issues related to female students, please contact Adviser to Female Students, Shani Orgad (s.s.orgad@lse.ac.uk|)

n) How can I accommodate staff request for flexible working and a decrease in hours due to childcare and carer commitments?

The School aims to support staff in achieving work/life balance. Staff wishing to discuss changes to working patterns should discuss this issue first with their line manager. It is the manager's responsibility to discuss their request taking account of operational considerations. More information on family friendly policies is available from Human Resources Website, for further information please contact, Employment Relations Team g.keeley@lse.ac.uk|.

o) Who do I contact in case there is a religion or belief issue in my department?

For any religion or belief issue please contact the Chaplain on d.peebles@lse.ac.uk|. The Chaplain will also be able to provide advice on interfaith issues.

p) Who do I need to contact if I need advice on any equality and diversity issue?

To discuss any equality and diversity issue, please contact:

Carolyn Solomon-Pryce
Diversity Adviser
Planning and Corporate Policy Division
Ext 3698
Email: c.solomon-pryce@lse.ac.uk|

Frequently asked questions

FAQs

See also