University of Glasgow Policy on Sexual Orientation

Index:

1.Introduction and statement of intent

1.1 The University of Glasgow values all its staff and students equally, regardless of their sexual orientation. We aim to create an environment in which all staff and students, whatever their sexuality, feel equally welcome and valued, and in which discriminatory behaviour is not tolerated.

1.2 In line with these values and in accordance with the Employment Equality (Sexual Orientation) Regulations 2003; (the Regulations also cover the treatment of students in Higher Education), the University seeks to ensure that;

1.2.1 Recruitment and promotion of staff, admission, and progression of students are based entirely on relevant criteria, which do not include sexual orientation.

1.2.2 Everyone is treated with equal dignity and fairness, regardless of their sexual orientation, or perceived sexual orientation.

1.2.3 Harassment or bullying is not tolerated. Examples of behaviour which can intimidate individuals because of their sexual orientation include: name-calling; derogatory jokes; intrusive questioning; deliberate isolation of individuals; offensive emails, etc. Such behaviour is unacceptable and will be dealt with under the Harassment Policy, the Student Complaint Procedure and the relevant staff and student disciplinary procedures.

1.2.4 A supportive environment is provided for staff or students who wish it to be known that they are Lesbian, Gay, Bisexual or Transgender (LGBT). However, it is the right of individuals to choose whether they wish to be open about their sexuality in the University. The University wishes to encourage individuals to be open about and feel able to disclose their sexuality without fear of exclusion.

1.2.5 LGBT staff and student groups are welcomed and supported.

1.2.6 LGBT issues are included in equality and diversity training and will be included in internal attitude surveys and the monitoring of harassment information.

1.2.7 Assumptions are not made that partners of staff and students are of the opposite sex. Whenever possible, workplace benefits will apply equally to same-sex partners. This will require review of policy and practice in areas such as time-off for dependents or bereavement leave etc. to ensure these are non-discriminatory.

1.2.8 The University recognises that Lesbian, Gay, Bisexual and Transgender staff and students come from diverse backgrounds. We will work to ensure that all staff and students are welcome in our community and do not face discrimination either on the grounds of their sexual orientation or with regard to other aspects of their identity, such as race, age, gender, disability, and religious belief.

2. Sexual orientation policy & other equality policies

2.1 This policy forms part of the suite of policies which reflect the University's approach to equality and diversity and is complemented by other equality and employment policies and procedures which are detailed at www.gla.ac.uk/services/humanresources/index.html

3. How might discrimination occur?

3.1 Where the University treats an individual less favourably because of their actual or perceived sexual orientation (direct discrimination). Where the University applies a criterion, provision or practice that disadvantages people of a particular sexual orientation unless it can be objectively justified (indirect discrimination).

3.2 Harassment or victimisation on the grounds of sexual orientation are also discriminatory. Harassment includes creating an environment which is offensive, intimidatory, humiliating, hostile or degrading to others. Harassment can be overt i.e. bullying that is obvious or violent however it can also be subtle and insidious. Individuals who have raised a complaint of harassment on grounds of sexual orientation must not be victimised for having raised such a complaint.

3.3 Threatening to publicise the sexuality of a member of staff or student without their permission will be regarded as a form of harassment and may therefore be subject to disciplinary procedures if upheld.

4. Definition of sexual orientation

4.1 The Regulations define "sexual orientation" as meaning a sexual orientation towards:

Persons of the same sex
The opposite sex
Both the same and the opposite sex

4.2 The Regulations prohibit discrimination "on grounds of sexual orientation." This includes the actual or perceived sexual orientation of an individual.

5. Monitoring

5.1 There is no legal requirement to monitor on the grounds of sexual orientation. The University does not intend currently to monitor on this basis however this will be kept under review.

6. Implementation and responsibilities

6.1 The University has identified a senior University manager as its sexual orientation champion to ensure that the University's strategic agenda reflects issues of sexual orientation. The current champion's details are listed under further support and guidance at the end of this policy.

6.2 All non-academic and academic line managers are responsible for familiarising themselves with this policy and for making their staff aware of it. They must take any incidents of discrimination seriously and investigate them following the relevant procedures. In the case of student complaints the relevant procedure is the Student Complaints Procedure. In the case of staff the relevant procedures are the Dignity at Work and Study Policy and Grievance Procedure(s). Individual staff (and students) are responsible for familiarising themselves with these policies.

Web link for students: www.gla.ac.uk/services/senateoffice/workingwithstudents/complaints/

Web link for staff: www.gla.ac.uk/services/humanresources/policies/a-g/grievance/

www.gla.ac.uk/services/equalitydiversity/dignityatwork/

6.3 Staff or students who experience discrimination from service providers or contractors working within the University, should inform an appropriate person e.g. their line manager or their student adviser or supervisor.

6.4 Staff and Students should be aware that within the terms of the Regulations it may be possible for individuals to be personally liable for their actions, including one-off acts of discrimination and that they may have to pay compensation themselves. This liability is separate and in addition to any compensation that the University may have to pay, under the terms of the Regulations.

7. Review of the policy

The University will consult and engage with LGBT staff and students in the ongoing review of this policy. The Policy will be subject to periodic review.

8. Further information, support and guidance

Stonewall
9 Howe Street
Edinburgh
EH3 6TE
Telephone No. 0131 557 3679
Web Link: www.stonewall.org.uk/

Equality Network
30 Bernard Street
Edinburgh
EH6 6PR
Tele No. +44 (0) 7020 933952
Web Link: www.equality-network.org/Equality/website.nsf/home?Openform

LGBT Students' association
Glasgow University SRC
John McIntyre Building
University Avenue
Glasgow
Web Link: www.gulgbt.co.uk/

SRC Advice Centre
Glasgow University
John McIntyre Building
Ground Floor
University Avenue
Glasgow
Tele No: 0141 339 8541
Web Link: www.glasgowstudent.net/services/advicecentre

The Sandyford Initiative
2-6 Sandyford Place
Sauchiehall Street
Glasgow
Tele No: 0141 211 8600
Web Link: www.sandyford.org/

PHACE Scotland
49 Bath Street
Glasgow
Tele No: 0141 332 3838
Web Link: www.stonewall.org.uk/beyond_barriers/directory/health/1023.asp

Employee Counselling Service
Savoy Tower
77 Renfrew Street
Sauchiehall Street
Glasgow
Tele No: 0800 389 7851

Student Counselling & Advisory Service
University of Glasgow
65 Oakfield Avenue
Glasgow
Tele No: 0141 330 4528
Web Link: www.gla.ac.uk/services/counselling/

University Sexual Orientation Equality Champion:
Noreen Burrows

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UNIVERSITY of GLASGOW