Equality, diversity & inclusion
SRUC is committed to valuing diversity and advancing equality of opportunity in all aspects of our activities. We believe that this is fundamental to the development of an inclusive working and learning environment in which all employees and learners can fulfil their potential.
Our activities are structured around our legal obligations and voluntary commitments.
Public Sector Equality Duty
As a public authority the Public Sector Equality Duty requirements of The Equality Act 2010 require us to :
- Eliminate unlawful discrimination, harassment and victimisation, and other prohibited conduct.
- Advance equality of opportunity between people who share a relevant protected characteristic and those who do not.
- Foster good relations between people who share a protected characteristic and those who do not.
- The Public Sector Equality Duty covers the following protected characteristics:
- Gender reassignment
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
The Public Sector Equality Duty also covers marriage and civil partnerships, with regard to eliminating unlawful discrimination in employment. These functions include those concerned with service provision and employment.
Scottish Specific Duties
The specific duties in Scotland were created by secondary legislation in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 and came into force on 27th May 2012. The eight components are:
- Publish equality outcomes by the 30th April 2013 and report progress every two years.
- Report on mainstreaming the equality duty by the 30th April 2013, and thereafter every two years.
- Assess and review policies and practices, on-going.
- Gather and use employee information, and publish in the mainstreaming report.
- Publish gender pay gap information by the 30th April 2013 and report progress every two years.
- Publish statements on equal pay by the 30th April 2013, and at four year intervals.
- Consider award criteria and conditions in relation to public procurement.
- Publish in a manner that is accessible.
In April 2017 SRUC published the Mainstreaming and Equality Outcomes Report as per the requirements of the Public Sector Equality Duty and the 2017-2019 update report was published in April 2019:
- SRUC mainstreaming and equality outcomes reports
- SRUC mainstreaming and equality outcomes update 2019
- Gender pay gap information
Copies in alternative formats and community languages will be made available on request.
SRUC Gender Action Plan 2017-2021
In August 2016 the Scottish Funding Council launched its plans to address gender imbalance in subjects offered across Scotland’s Colleges and Universities and the gender gap between male and female undergraduates.
To contribute to the sector’s achievement, SRUC has developed a Gender Action Plan to cover the academic years 2017/18 –2020/21.
The outputs from, and impact of, the plan will be regularly reviewed and the plan updated accordingly. The plan provides greater detail to aims and actions included within the Outcome Agreement and SRUC’s Equality Outcomes and Action Plan 2017-2021.
SRUC’s support for our care experienced students and students who are carers
SRUC seeks to support those considering further and higher education who are care experienced or act as carers. We encourage those who are thinking of studying at SRUC who are care experienced or are carers to contact us to discuss how we can support their transition.
The Education Division has identified staff to guide, advise and support and has a plan of action to further develop its services and evaluate progress.
SRUC BSL Action Plan
At SRUC we are committed to creating and maintaining an inclusive culture that ensures we have a supportive environment for prospective and current staff and students, and members of the public.
We aim to create an environment where everyone is aware of the support we offer and to ensure that our services are accessible to all ensuring that all members of our community are able to participate equally.
This is the BSL Plan for SRUC – Scotland’s Rural College. It outlines the actions that we will take during the period of 2018-2024, as required by the BSL (Scotland) Act.
This document follows the Scottish Governments BSL National Plan, which was published on 24th October 2017 and created through wide-ranging engagement with the Deaf and Deafblind BSL Community/Users and the network that support them.
It is in keeping with the same long-term goals as the National Plan, where these are relevant to the work of SRUC.
*Where we refer to ‘BSL Users’ we mean D/deaf and/or Deafblind people (those who receive the language in a tactile form due to sight loss) whose first or preferred language is British Sign Language.
To further support our efforts we have committed to the principles of several equality initiatives:
Athena Swan - a framework which is used across the globe to support and transform gender equality within higher education (HE) and research. Find out more here
Our activity in this area is led by our Self Assessment Team (SAT) who are responsible for the development and implementation of our action plan to ensure that we meet the requirements of the framework.
Disability Confident - a scheme which supports us to make the most of the talents disabled people can bring to our workplace. Find out more here
Our HR and Recruitment Teams lead the activity which ensure that we meet the standards of the scheme which relate to job applicants and existing employees.
Agrespect - an initiative which promotes and supports diversity in the countryside by supporting rural organisations, colleges and businesses to be welcoming places for LGBTQ+ people. Find out more here
Our Rainbow Staff Network is a key part of our support for Agrespect. The network is open to all staff who identify as LGBTQI+ as well as staff who wish to support diversity and inclusion by becoming Network Allies.
More information on the Network will be posted in due course. In the meantime, the Network can be contacted via email@example.com
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