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In order that we may make an assessment of your current equality and diversity status, please provide answers to the following questions below. If relevant to what is to be delivered by the contract, the University may also require you to answer additional questions depending on the nature of the contract.
Note: If a question is not applicable to your organisation because it is a small business (i.e. have a total of less than 5 staff) please skip questions 1A and 1B.
All organisations have statutory obligations under the Equality Act 2010. The Act replaces previous anti-discrimination law, consolidating it into a single act, and recognises the following protected characteristics:
Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (this includes ethnic or national origin, colour or nationality), religion and belief (this includes lack of belief), sex, sexual orientation.
The University also has a Public Sector Equality Duty (PSED) as part of the Equality Act 2010 which requires it to have due regard to the need to:
eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
advance equality of opportunity between people who share a protected characteristic and people who do not
foster good relations between people who share a protected characteristic and people who do not
The University must consider the three parts of this duty when making decisions as an employer, service provider and education institution and must ensure the organisations it contracts to deliver goods and services on its behalf will support it in meeting this duty.
1B. Does your equality and diversity policy cover: Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, religion and belief, sex, sexual orientation, recruitment, selection, training, promotion, discipline and dismissal, discrimination, harassment and victimisation making it clear that these are disciplinary offences?
2. In the last three years, has any finding of unlawful discrimination been made against your organisation by an Employment Tribunal, an Employment Appeal Tribunal or any other court (or in comparable proceedings in any jurisdiction other than the UK)?
3. In the last three years, has your organisation had a complaint upheld following an investigation by the Equality and Human Rights Commission or its predecessors (or a comparable body in any jurisdiction other than the UK), on grounds of alleged unlawful discrimination?
You may be excluded if you are unable to demonstrate to the University’s satisfaction that appropriate remedial action has been taken to prevent similar unlawful discrimination reoccurring.
6. In relation to what is to be delivered under the contract, are you able to tailor your offering of goods and services to meet the needs of people with different protected characteristics e.g. the needs of disabled people?
7. If you use sub-contractors, do you have processes in place to check whether any of the above circumstances apply to these other organisations?