1. Introduction and statement of intent

1.1 The University of Glasgow is committed to promoting and implementing equality of opportunity in the learning, teaching, research and working environment.

1.2 The University recognises the valuable present and potential contribution made by staff and students of all ages to the benefit of the University community, in respect of its learning, teaching, research, management, administration and support service activities.

1.3 The University seeks to eliminate all forms of direct and indirect age-related discrimination, victimisation and harassment and supports the creation of a learning and working environment based on good relations.

2. Scope of the Policy

2.1 This Policy covers all members of the University community, including:

• All members of staff(1) holding a contract of employment, honorary staff, and staff from other institutions on placement at, or visiting the University
• All students, including visiting and placement students
• Visitors (where practical), including persons using the University’s premises
• Contractors working at the University
• Individuals working or acting on the University’s behalf, including suppliers of goods and services.

(1)All staff include - full and part time, sessional, and honorary staff.

3. The Policy

3.1 The University aims to ensure its community is treated with fairness, dignity and respect in relation to age equality.

3.2 The University has developed the Policy in compliance with and in the spirit of relevant legislation(2), specifically the Equality Act 2010 .

3.3 Age will not be considered as one of the criteria in any decisions concerning student admissions, progression and support provision, or learning and teaching (such as assessments or placement opportunities). Any exception applied by professional regulatory bodies(3) will be in accord with the Equality Act 2010.

3.4 Age will not be included in the criteria applied to staff recruitment and selection, career development, promotion and staff development opportunities, the terms of employment offered , transfer or training, performance management or application of employee relations procedures including discipline, capability and redundancy selection procedures (4)(5).

3.5 With effect from the 6 April 2011 the University will no longer operate a default retirement age.   Transitional arrangements will apply to members of staff who are age 65 or over on the 30 September 2011 and were notified of their retirement date prior to the 6 April 2011.  These retirements will proceed as notified.

3.6 Members of staff who have been notified of their retirement date have the right to request to defer their retirement and applications will be considered on a case by case basis. The transitional arrangements for notification of retirement age and requests to defer retirement dates can be found in Appendix A.

3.7 Members of staff can still choose to retire from their post by giving their normal contractual notice. Guidance for managers and staff regarding retirement and planning for retirement can be found in Appendix B.

3.8 The University aims to create a learning and working environment based on good relations between people of all ages; promoting respect for all by a shared commitment to challenging and preventing stereotyping, prejudice, discrimination.

3.9 Monitoring by age (together with information on gender, ethnic origin and disability, and where practicable, on religion/belief and sexual orientation) will be recorded by the University to ensure that all people applying for jobs or for entry on to degree programmes and courses are being fairly treated (see Appendix C).

3.10 Under-represented groups are encouraged to apply for work and study at the University.

(2) Including the Human Rights Act 1998.
(3)Skills Development Scotland provides funding for meeting the training costs of Modern Apprenticeship opportunities. These rules currently provide for funding for 16-18 year olds only.
(4)The University will work within the rules of the appropriate pension schemes for employees and cost criteria may apply.
(5)The Government’s Statutory Redundancy payment scheme has age-based criteria.

4. University Responsibilities

The University will ensure that:

4.1 Staff and students are made aware of the Age Equality Policy through the University’s web pages, publications and, where appropriate, by training.

4.2 Publicity material reflects the diversity of the University’s community.

4.3 Staff and students are treated fairly, regardless of their age, and the University will take prompt action over alleged age discrimination or harassment. Existing procedures for staff and student complaints and discipline will be applied to ensure that they are handled in a just, fair, open and timely manner.

4.4 Staff involved in staff recruitment and student admissions selection panels should receive prior and follow-up training on equality and diversity matters.

4.5 Learning and teaching material includes positive, non-stereotypical content for students of all ages.

4.6 External contractors will be made aware of their responsibility in relation to equality and diversity including age and will be required to comply with University policies and regulations.

4.7 As part of the Equality Impact Assessment (EIA) process, all University policies will be checked to ensure that no one receives less favourable treatment based on their age (6).

(6)The Equality and Diversity Unit (EDU) is responsible for providing guidance and support on how to conduct EIA on policy and practice.

5. Individual Responsibilities

The co-operation of all University staff, students, contractors and (where practicable) visitors is essential to ensure the success of the Age Equality Policy. All individuals are:

5.1 Responsible for making themselves aware of the University’s Age Equality Policy.

5.2 Asked to participate in training which supports the implementation of the Age Equality Policy, as appropriate.

5.3 Responsible for their behaviour and expected to treat others with dignity and respect. This includes cases where alleged or proven discrimination, harassment, bullying or victimisation has occurred.

5.4 Staff responsible for schemes of work, teaching content and resources should demonstrate sensitivity to issues of age diversity.

6. Where to seek advice and further information (see section 9)

Where staff and students perceive that they have been unfairly treated in respect of age equality, the following protocol applies:

6.1 Staff should speak to their Line Manager in the first instance. Further advice can be sought from the Human Resources Service, the Equality & Diversity Unit and Trade Union.

6.2 Students should speak to their Advisor of Studies in the first instance. Further advice can be sought from the SRC Advice Centre, the Equality & Diversity Unit and the Senate Office.

7. Monitoring

The Age Equality Group (AEG) will monitor the implementation of this Policy. The AEG may, based on outcomes of monitoring, recommend actions to the University’s Equality and Diversity Strategy Committee, as appropriate.

7.1 The University will monitor age equality for staff and student processes, including:

• Staff: recruitment & selection, access to promotion, training, grievances and disciplinary procedures
• Students: Recruitment and International Office (RIO), Planning Office and Senate Office will monitor age equality in respect of admissions, retention, progression, degree classification, complaints, appeals and disciplines
• The Careers Service First Destination Survey of graduates.

7.2 Information collected for equality groups will be reported in the University’s Equality & Diversity Annual Report.

8. Relevance to other University policies

8.1 This Policy forms part of the University’s portfolio of equality policies which reflect the University’s approach to equal opportunity and diversity: www.gla.ac.uk/services/equalitydiversity/

8.2 Staff related policy information can be found on the University’s Human Resources Service web page: www.gla.ac.uk/services/humanresources/policies/

8.3 Information on student policies can be found on the University’s Senate Office web page: www.gla.ac.uk/services/senateoffice/academic/studentpolicies/

8.4  The transitional arrangements for dealing with retirement requests are contained in Appendix A, on page 7.

8.5  For other age related staff issues, whilst it is the intention that they be addressed locally, there may occasionally be disagreement. In this event the help of the Equality and Diversity Unit or of Human Resources may be sought. If the matter is not resolved, the member of staff may consider the use of the Grievance procedure: www.gla.ac.uk/services/humanresources/policies/a-g/grievance/

9. Useful contacts