Equal Opportunity in Employment - A Code of Practice
Bangor University is committed to a programme of action to make its Equal Opportunities Policy fully effective in all aspects of employment, including training and promotion, and will ensure that all members of staff it employs and all applicants for employment are given equal opportunity, irrespective of their personal circumstances and beliefs, in their access to posts and in the terms of benefits on which employment is available here.
The purpose of this Code of Practice is to define procedures which ensure that the University operates fairly in the recruitment, promotion, transfer, training, welfare and dismissal of employees.
B. IMPLEMENTING THE POLICY
 Application of the Policy
[a] All employment policy in Bangor University is based on the premise that there will be no discrimination, either direct or indirect, against applicants or employees and that the only criterion for appointment and promotion is ability to fulfil the requirements of the post in question.
[b] The Code of Practice is subject to review, and to this end discussions on its application shall be held with Campus Unions with a view to identifying areas for improvement.
[a] All members of staff are expected and encouraged to participate in the implementation and development of the University’s Equal Opportunities Policy and this Code of Practice.
b] A copy of the Equal Opportunities Policy will be issued to all existing members of staff and to new employees of Bangor University. A copy of this Code of Practice will be issued to all new employees and existing members of staff will be made aware of it.
[c] In order to ensure that the Equal Opportunities Policy is fully effective, the Registrar shall have overall responsibility for its implementation. The Director of Personnel Services shall have responsibility for the implementation of the Equal Opportunities in Employment Code of Practice. The Head of each Resource Centre has responsibility for the implementation of the Policy and Code of Practice within that Resource Centre, in such matters as fall within the Head’s jurisdiction.
 Recruitment and Appointment
[a] Bangor University will state that it is an Equal Opportunity Employer on further particulars sent to prospective applicants.
[b] Staff recruitment material will be written to ensure that applications from suitable persons are encouraged without discrimination. Unjustifiable requirements will be avoided as will desirable qualities that are not relevant for the post for which the application is being made.
[c] Job descriptions and person specifications will include only requirements that are necessary and justifiable for the effective performance of the post.
[d] External notices of job vacancies will be made available to as wide a public as possible and in accordance with the nature of the post.
[e] Requests from applicants for job-sharing will be considered in the light of operational requirements of the post.
[f] Recruitment practices will not discriminate against disabled people. Where practicable, recruitment material will be available in a range of formats and applications for employment will be accepted in a range of formats such as e-mail, computer disk, Braille or audio cassette as well as by way of the standard application form.
[g] The ability of an applicant to carry out the duties of a post will be assessed according to the requirements of the post. All interviews shall be conducted on an objective basis and questions shall deal exclusively with the applicant's ability to fulfil the necessary job requirements. Applicants invited for interview will be asked to indicate whether any reasonable adjustments can be made to the interview process to help overcome any possible disadvantage an applicant may face. Guidelines will be issued for all interviewing panels setting out acceptable procedures under this Code of Practice and in law. Staff involved in the short-listing, interviewing and selection of candidates will be given training and guidance on the effects which generalised assumptions about race, nationality, sex, marital status, disability, or any other characteristics which are not relevant to an applicant's merits and abilities, might have on a selection decision, and informed of the need for consistency and fairness in applying selection criteria.
[h] Any complaint, on the grounds of discrimination, arising from an unsuccessful application for a post in the University will be investigated in the first instance by the Director of Personnel, or nominated officer. To facilitate such investigation, all papers relevant to an appointment process shall be kept by Personnel Services for at least twelve months.
 Promotion and Career Development
[a] The University is committed to developing the careers of all members of staff. To this end, it shall endeavour to provide staff with opportunities for training and promotion within the terms of their employment and on the basis of their relevant qualifications and abilities.
[b] In assessing the training needs of individuals within their career structure, particular regard will be given to the possible special needs of individuals; for example, those with language difficulties, physical or mental disabilities, or those returning to work after a career break or long term of absence.
The University will consult with all disabled employees, on a yearly basis, to determine what is required for them to continue to develop and use their abilities at work.
[c] Appropriate training and guidance will be provided to all members of staff, particularly those with managerial responsibility, to develop their awareness of fair and non-discriminatory practises and of disability issues for both staff and students.
 Conditions of Service
[a] The University is committed to maintaining an environment which encourages all members of staff to contribute fully and on an equal basis in their work to the life of the University.
[b] Efforts will continue to ensure that, having taken into account any reasonable adjustment, all parts of the University are accessible and safe for all staff, regardless of physical disablement.
[c] Actions or words embodying discrimination against members of particular groups liable to cause offence to them are not conducive to good working relationships. Any complaint arising from behaviour of this kind will be investigated in the first instance by the Director of Personnel Services, or nominated officer.
[d] The University accepts the need to provide a work-life balance for members of staff, including parental and family responsibility leave, and will review regularly the adequacy of its provision.
 Change of Circumstances
[a] Every effort will be made to enable any employee who becomes disabled, who has problems returning to work after illness, or whose disability worsens during service, to continue in employment in the University. This will include making reasonable adjustments for disabled employees to maintain, or return to, a role appropriate to their experience and abilities and involve re-training or re-deployment dependent on the circumstances. The disabled employee will be consulted at the appropriate time, or times, about their needs and any effect the disability might have on future employment.
[b] When requested by the employee, job‑sharing, reduced hours or flexible working arrangements will be considered positively for existing employees, including those who return to work after leave taken for domestic reasons, or whose personal circumstances alter radically.
 Investigation of Complaints
[a] The University will give a proper hearing, through its established procedures, to any employee who alleges that she or he has been unfairly discriminated against. Such allegations will be treated seriously and handled with sensitivity, speed and confidentiality.
[b] Complaints of acts of unfair discrimination by individual employees will be investigated by a nominated officer.
 Bangor University Procedures
[a] The University will endeavour to use non‑discriminatory language in all cases.
[b] Information will not be divulged about someone's disability to any other employee unless it is absolutely necessary to do so, to ensure a reasonable adjustment can be implemented. Where it becomes necessary to pass on such information, the matter will be discussed with the disabled employee in the first instance.
 Religious and Cultural Provision
[a] The University will not place constraints on any individual that would unreasonably affect her or his religious or cultural obligations. Wherever practicable, requests will be met for the timing of annual leave and for special leave without pay in order to meet major religious, family or cultural obligations.
[b] Requests for changes in normal hours of work in order to comply with religious obligations will be met, wherever practicable.
[a] The operation of the Equal Opportunities Policy and this Code of Practice will be kept under review, and the University will work towards their development and improvement.
[b] The University will take steps to monitor the implementation of the Policy and Code of Practice. For monitoring to be effective, the maintenance of a statistical record is necessary, and every effort shall be made to maintain and update this record. Data reports will be given annually to the Equal Opportunities Committee.
[c] The University will review its commitments regarding disability, on a yearly basis, to determine what has been achieved and plan ways of improvement. Progress and future plans will be communicated to all employees.
 Co-operation with Statutory Authorities
The University will seek the specialist help and advice of the relevant advisory service or commission in resolving any problem that might arise in the implementation of this Policy and Code of Practice and in amending or adding to the Policy and/or Code of Practice.
 Committee on Equal Opportunities
[a] The University has established a Committee on Equal Opportunities, which is chaired by the Vice-Chancellor, with representation from all of the Campus Unions, to oversee the implementation and development of the Policy and the Code of Practice, and to act on any appropriate matters referred to it.
[b] The Committee will make a report annually to Council through the Finance & General Purposes Committee, and to the Joint Unions Committee on the steps taken to implement the Equal Opportunities Policy, including the results of monitoring, and provide an account of specific measures adopted in that year to promote equality of opportunity.