Equal Opportunities Policy

The Academy of Forensic Medical Sciences is committed in its pursuit of academic excellence to equality of opportunity and to a pro-active and inclusive approach to equality, which supports and encourages all under-represented groups, promotes an inclusive culture, and values diversity. This commitment is underpinned by the Academy’s core values.

Subject to statutory provisions, no student, member of staff, applicant for admission as a student, or applicant for appointment as a member of staff will be treated less favourably than another because of her or his belonging to a protected group. This commitment applies to a former student, alumnus or alumna, or former employee where the alleged unlawful conduct arises out of and is closely connected to the former student’s or former staff member’s previous relationship with the Academy.

Protected groups are defined in the Equality Act 2010 as Sex, Gender Reassignment, Marriage or Civil Partnership, Pregnancy or Maternity, Race (including Ethnic or National Origin, Nationality or Colour), Disability, Sexual Orientation, Age, or Religion or Belief. The Academy respects all religious and philosophical beliefs, as well as the lack of religion or belief, and the right of all members of its community to discuss and debate these issues freely.

If any person admitted as a student or appointed as a member of staff considers that he or she is suffering from unlawful discrimination, harassment, or victimization in her or his admission, appointment, or progression through the Academy because of belonging to any of the above protected groups, he or she may make a complaint, which will be dealt with through the agreed procedures for complaints or grievances or the procedures for dealing with bullying and harassment, as appropriate.

The Academy will take active steps to promote good practice. In particular the Academy will strive to:

• Provide equality of opportunity between all persons.
• Eliminate unlawful discrimination and harassment based on any protected characteristic (whether actual, perceived of associative).
• Create a culture which promotes inclusion and good practice in teaching, earning and assessment. This will be achieved through efficient training and relevant policies.
• Take swift action where necessary to support the policy and its aims.

The Academy will work to meet all statutory obligations under relevant legislation. This will be informed by:

• The Equality Act (2010) and associated secondary legislation.
• Criminal Justice and Immigration Act (2008).
• The Racial and Religious Hatred Act (2006).
• The Civil Partnership Act (2004).
• The Gender Recognition Act (2004).
• Criminal Justice Act (2003).
• The Human Rights Act (1998).
• The Protection from Harassment Act (1997).
• Special Education Needs and Disability Act (2001).

In addition, this will be informed by the Codes of Practice or Guidance issued by the Equality and Human Rights Commission and other relevant bodies. These Codes are not legally binding (though they are admissible as evidence in Employment Tribunals) and the Academy supports them fully.

This policy will be amended as appropriate to meet the demands of future legislation.