Foreword to Equality and Diversity Policy
KIST is committed to the principles of promoting equality
of opportunity, recognising and valuing diversity, and being
inclusive of all sectors of society in all aspects of Institute
life. These principles are a core part of the KIST’s
strategic objectives and vision. Therefore, the Institute
is working towards creating the conditions whereby staff and
students are selected and trained solely on the basis of their
merits, capabilities and potential regardless of sex, marital
status, disability, religion or belief, age, socio-economic
background, family circumstances, or any other irrelevant
distinction.
The Equality and Diversity Policy seeks to eradicate unfair
and discriminatory practices whenever they occur at KIST and
to actively promote a culture of equality and diversity, where
all staff and students may contribute as fully as possible.
This policy, and its implementation, is central to the work
of KIST. It has a role in shaping and informing all KIST activities,
and as such should not be viewed as a ‘stand alone’
policy.
In recognition of the importance that KIST places on implementing
the Policy, the Rector, with the support of all members of
the Management Committee, has Executive level responsibility
for overseeing the implementation, monitoring and development
of the policy, reporting to Senate and Council. However, the
Policy will only be fully effective if every individual member
of the KIST community, both staff and students play a full
part in understanding and implementing the policy through
placing it at the very heart of their everyday actions and
activities, and by taking their individual responsibility
to act in a non-discriminatory manner. Everyone associated
with KIST has a responsibility to ensure that this policy
is properly observed and fully complied with.
Signed Signed
Chair of Council Rector
Introduction
Kist’s Equality and Diversity Policy was developed
by a Working Group representative of academic, administrative
and technical, and support staff. In line with International
Conventions ( The UN Declaration of Human Rights, The
UN Declaration on the Elimination of all Forms of Racial Discrimination,
The UN Declaration on the Elimination of all Forms of Discrimination
Against Women and The UN Declaration on the Right
and Responsibility of Individuals, Groups and Organs of Society
to Promote and Protect Internationally Recognised Human Rights
and Fundamental Freedoms), National Policies (The
2020 Vision, The Poverty Reduction Strategic Paper and
the National Gender Policy) and the Statutes and Strategic
Plan of KIST (Article 7.9 and Article 54, Law NO 48/2001 On
the Establishment and Organisation of the Kigali institute
of Science and Management), the decision was taken to
have an inclusive policy and holistic approach to equality
and diversity,
The Equality and Diversity Strategy and Policy Committee,
appointed by the Rector, is responsible for overseeing the
development of the Policy. The Group is chaired by the Rector
and is made up of representatives from academic, administrative
and technical, and support staff.
The primary focus of this Policy is the promotion of equality
at KIST. The Institute is also committed to valuing the existing
diversity of staff and students, and any increased diversity
that may result from successful implementation of the work
on equality. However, diversity should not be viewed as a
substitute for equality, or considered at the expense of equality.
2. Mission and Vision
Throughout its Mission and Vision KIST is committed to promoting
equality of opportunity for all staff and students. KIST’s
mission maintains a commitment to providing flexible lifelong
learning opportunities to students from a wide variety of
backgrounds at different stages of their lives, and to developing
the capabilities of all staff. KIST values high levels of
achievement by all students and staff and its vision emphasises
inclusiveness of all sectors of society and responsiveness
to individual needs.
Policy Statement
KIST is committed to the principles of promoting equality
of opportunity through eliminating discrimination and disadvantage,
and recognising the benefits of diversity. KIST aims to ensure
that:
- All potential and current staff and students are treated
fairly, and are not discriminated against on grounds of
gender, marital status, disability, ethnicity, HIV/AIDS
status, religion or belief, age, socio-economic background,
family circumstances, or any other irrelevant distinction
- An inclusive and supportive environment is created for
staff, students and others associated with its work, that
truly recognises and values staff and student diversity,
and promotes good relations between different groups
- A shared awareness, understanding and commitment to equality
and diversity is developed to enable all staff and students
to act in accordance with this Policy, so that equality
and diversity can be effectively mainstreamed into the core
of all Institute functions
4. KIST commitment to mainstreaming equality and diversity
KIST is committed to taking active and reasonable steps
to ensure that all functions, policies, processes, planning
procedures, provision, mechanisms and initiatives do not discriminate
on the grounds listed at Section 3, including those that relate
to:
4.1 Governance and management
4.2 Student admissions and access
4.3 Student achievement and assessment
4.4 Guidance and support for students
4.5 Teaching and learning
4.6 Curriculum
4.7 Research
4.8 Staff recruitment, training, development and support
4.9 Partnerships and community links
4.10 Procurement and outsourcing
4.11 Grievance and Disciplinary procedures
4.12 Facilities and Estates
4.13 Marketing, Public Relations and information
4.14 Communications, language and terminology
4.15 Planning Units
Furthermore KIST will ensure that equality and diversity
are ‘mainstreamed’ into everyday functions of
the Institute, so that they are an integral part of the areas
listed above. KIST will ensure that in the planning of all
new buildings and the refurbishment of existing ones disability
access will be taken into account. The responsibilities and
implementation of these commitments are discussed in Sections
5 and 6, and are also outlined in the draft Equality and Diversity
Action Plan.
5. Responsibilities
All individuals associated with KIST have responsibility
for adhering to the Policy and applying it in their day to
day work. The following section outlines the specific responsibilities
in relation to this Policy:
5.1 Council is responsible for ensuring that KIST implements
the Policy and for making sure the Policy and its procedures
are fulfilled. In order to fulfil this responsibility Council
will receive an annual report, via Senate and the Senior Management
Committee, on the implementation of the Policy to enable the
members to ensure that the policy is being incorporated in
forward plans, implemented, monitored, enhanced and continuously
reviewed.
5.2 The Rector, who gives a consistent
and high profile lead on equality and diversity issues, is
responsible for ensuring that; the Policy is effectively implemented
(with Council); staff are aware of their responsibilities,
accountabilities, and training needs to fulfil these; and
appropriate action is taken against staff or students who
are found to have undertaken or supported any acts of discrimination
on the grounds listed in section 3.
5.3 The Personnel Officer is responsible for implementing
the policy with respect to staff, specifying and implementing
specific related policies and procedures.
5.4 The Vice-Rector Academic is responsible for implementing
the Policy with respect to students and all the academic work
of the Institute. The Vice-Rector Academic is also responsible
for dealing with reported incidents of discrimination and
harassment for students.
5.5 The Vice-Rector Administration is responsible for the
implementation of the Policy with respect to staff and specifying
and implementing specific related policies and procedures
and, in relation to facilities management, finance (including
procurement), academic administration, marketing and public
relations and, print and design related functions. The Vice-Rector
is also responsible for dealing with reported incidents of
discrimination and harassment for staff.
5.6 Deans and/or Directors of Support Departments are responsible
for:
5.6.1 Implementation of the policy, strategy and procedures
within their area of responsibility, including mainstreaming
equality, and specifying this implementation within their
annual planning submission.
5.6.2 Ensuring that all staff are aware of their responsibilities
under this policy and that they receive appropriate support
and training.
5.6.3 Following the relevant procedures including those
for possible action against staff or students who may be discriminating
on the grounds listed in Section 3 of the Policy
5.6.4 Working with other institutions, local communities
and others in tackling discrimination, and promotion of equality
and diversity
5.7 All staff and students have a responsibility to promote
equality and diversity, to eliminate discrimination on the
grounds listed in Section 3, and to abide by this Policy.
Any act of discrimination (including harassment) by an employee
or student is viewed very seriously and could result in disciplinary
action through the appropriate Institute disciplinary procedures.
6. Implementation
Section 4 outlines the Kist’s commitment to promoting
equality and diversity throughout all areas of its activities.
Some specific mechanisms will be used to ensure that this
Policy is implemented effectively and put into practice.
6.1 Monitoring
6.1.1 To inform planning and to identify gaps in provision
and representation, staff recruitment and progression, and
student admission and progression, will be monitored by ethnicity,
gender, disability, religion and age. The following will be
monitored:
6.1.2 Applicants for employment –
job application rates, selection success rates and success
rates at different stages of the process, selecting and training
panel members.
6.1.3 Staff – including representation
of disabled people, gender, ethnicity and age balance and
religious groups in relation to training, promotions, complaints,
grievances and disciplinary proceedings, permanent, temporary
and fixed term appointments, local or international status
and leaving the Institute (including dismissals, resignations,
redundancies and retirement).
6.1.4 Students – including admissions,
selection methods, choice of subject, change of subject, selection
method and drop out rates for each programme, assessment (including
the results of different assessment methods), work placement,
(including success rates, satisfaction levels and job offers
connected to placements), results of programmes targeted at
people from particular equality groups, complaints, grievances
and disciplinary proceedings.
- Data will be gained through :
- an equality monitoring form for all job applicants;
- the HR record for employees;
- application and registration forms for students;
- the module evaluation questionnaire;
- an exit questionnaire for staff
(Data collected will be treated confidentially and will
be used only for purposes of statistical analysis in connection
with this Policy.)
6.1.6 The Institute, through the Rector will make an annual
report on the working of this Policy. This will include information
on the outcome of the year’s monitoring, and review
specific measures to promote equality and diversity, and make
appropriate recommendations where necessary.
6.2 Positive Action
If the monitoring process identifies significant differences
between equality groups in terms of student admissions, achievement
levels, progress, or in staff recruitment and promotion, KIST
will assess the reasons for this and will take positive action
where appropriate to address under representation where appropriate.
6.3 Equality Impact Assessment of KIST policies, practices
and procedures
The policies, practices and procedures of the Institute,
including this Policy, will be assessed for their impact on
equality of opportunity for all groups including gender, disability,
religion and age. The policies, practices and procedures subject
to impact assessment will include those that relate to the
curriculum, teaching and learning, assessment, admissions,
access and participation, student support and guidance, partnerships
and community outreach, research and knowledge transfer, staff
recruitment, training and career development, HR Policies
and management and governance.
6.4 Religious obligations
KIST will, where reasonable and practicable, meet the needs
of an individual arising from their religion or belief and
not place unreasonable constraints upon such individuals.
Where this is not reasonable and practicable, KIST will provide
an explanation justifying the inability of the Institute to
respond to the individual need.
6.5 Students with disabilities
Applications for admission to Kist’s academic programmes
form people with disabilities will be considered against the
same criteria as those from potential students without a disability.
KIST will not discriminate on grounds of disability through
less favourable treatment where this cannot be justified,
or a failure to make reasonable adjustments, where this cannot
be justified. The institute will take into account the need
to provide physical access for people with disabilities when
planning new buildings and carrying out the refurbishment
of existing buildings
6.6 Staff with disabilities
Applications from potential employees with a disability
will be considered against the same criteria for the post
as applications from potential employees without a disability.
KIST will not discriminate on grounds of disability through
less favourable treatment where this cannot be justified,
or a failure to make reasonable adjustments, where this cannot
be justified. The institute will take into account the need
to provide physical access for people with disabilities when
planning new buildings and carrying out the refurbishment
of existing buildings
6.7 Working arrangements for Staff
Consideration will be given to arrangements for working
part time and the introduction of flexible working hour, where
reasonable and practicable, to improve job opportunities subject
to effectiveness, efficiency and affordability.
6.8 Training
Training programmes will be offered by KIST to inform staff
of this Policy and raise awareness of good practice in promoting
equality and diversity, and also to meet the specific needs
of Faculties and Departments of the Institute. Staff will
be required to attend training events on equality and diversity
issues as appropriate to enable them to carry out their responsibilities
with respect to this Policy.
6.9 Communication, consultation and participation
KIST will ensure that its work on equality and diversity
is communicated to staff and students to ensure that they
are kept up to date. Staff and students will be consulted
to gauge their opinions, experiences and ideas and they will
be given the opportunity to participate in the development
and implementation of policy and practice. This process will
be extended to external stakeholders and groups; KIST will
seek to develop links with community and interest groups both
locally and nationally with a view to enabling them to be
involved in informing and developing the equality and diversity
agenda
6.10 I mplementation Strategy
The successful implementation of the Equality and Diversity
Policy will be secured via an implementation strategy which
provides:
- Clear aims
- Specific actions needed to achieve the aims
- Identification of the responsible senior manager
- Specifies strict timescales to achieve them
- Ways of continually reviewing the aims, the outcomes
and the policy
The implementation strategy will be carried through by an
Action plan which will be regularly monitored and reviewed
by the Equality and Diversity Strategy and Policy Committee
in consultation with relevant parties.
7 Publishing, Monitoring and Reviewing Arrangements
7.1 This policy will be provided to new employees within
their induction pack, it will be accessible via the University’s
website, as well as being made available in alternative formats
where reasonable and practicable.
7.2 Consultations will take place on the outcomes from the
annual monitoring and review process, and will involve representatives
from throughout the University including Students. Staff will
be able to provide feedback through their line managers.
7.3 Recommendations for amendments will be considered, together
with the monitoring and review report, by the Equality and
Diversity Strategy and Policy Committee, Senate, the Senior
management Committee and Council.
7.4 The review and monitoring report, and if relevant the
amended policy, will be placed on the KIST website. A summary
of the outcomes of the monitoring and review will be included
in the KIST Annual Report.
See Appendix 2 for
definitions of ‘equality’ and ‘diversity’
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