Equality Policies

Equality Policies

Here are our policies relating to Equalities:

1.1 Equality Policy
1.2 Inclusiveness Policy
1.3 Disability Policy
1.4 Race Equality Policy
1.5 Gender Equality Policy
1.6 Student Charter
2 Background Information
3 Objectives
4 Responsibilities & Accountability
5 Implementation
6 Eliminating Unlawful Discrimination
7 Communication, Publication and Dissemination
8 Review

Appendix A
Appendix B

Please also see our equality monitoring statistics: Eq Report AY 2011-12

1 Policies

1.1 Equality Policy

The College will ensure that each person who comes to the College in search of employment or education / training shall be treated fairly and equally. No individual will receive less favourable treatment than another on the grounds of colour, racial, ethnic or national origins, gender, sexual orientation, marital status, age, religion or belief or disablement. Selection and promotion criteria and procedures will be reviewed regularly to ensure that they operate on the basis of fairness, equality of opportunity and anti-discrimination

While staff or students are with the College, we are determined to ensure that everyone has equal access to choices and opportunities for study or personal or professional development and that no one is discriminated against as a result of any action, intentional or otherwise. Where it is within its power, and allowed by law, the College will take positive action to promote choice, opportunity and progression for its staff and students and to modify and extend its arrangement generally to accommodate the needs of individuals and groups. Within the confines of legislation, the College is positive about meeting the needs of people with disabilities.

The College will ensure that there are procedures in operation for the monitoring of progress and review of its facilities and is committed to providing the appropriate human, physical and training resource to support its policy.

1.2 Inclusiveness Policy

South Lanarkshire College is committed to ensuring that opportunities for learning are made available to the widest range of prospective students with appropriate additional support to those who need it. The College is committed to promoting and facilitating Lifelong Learning. We aim to:

Identify the learning needs of our local community and design relevant courses
Foster aspirations of attainment and encourage individuals to reach their full potential irrespective of circumstances
Provide relevant and useful information to prospective learners about the courses and support which we can provide
Provide suitable facilities and arrangements to enable students to achieve success in learning
Be accessible, helpful and welcoming to current and prospective students
Participate in networks which share a common purpose in planning training and arranging support for individual learners

1.3 Disability Policy

South Lanarkshire College is committed to implementing the requirements of the Disability Discrimination Act and to ensuring that disabled people, including those with learning difficulties, are treated fairly.

All reasonable adjustments to provision will be made to ensure that disabled students and other disabled people are not substantially disadvantaged in accessing College curriculum, services for students, facilities or estates.
icon Disability Equality Scheme 2009

1.4 Race Equality Policy

The mission of the College defines its main purpose as the provision of further education and training services. The College believes in equality of opportunity for all and recognises that within one College there are many cultures. The community that is served by the College both internally and externally is very diverse. Many minority groups exist, whose needs and rights must be observed.

This policy is not just about the elimination of discrimination; it is about the promotion of equality and seeks to ensure that there is a pro-active drive throughout, which uses knowledge and understanding to foster positive behaviour and attitudes.

The College’s Race Equality Policy reflects the College’s commitment to equality of opportunity and to the statutory obligations under the Race Relations Amendment Act 2000 and to the general and specific duties placed on the College with regard to race equality. Sections 2-8 of this document set out how these obligations and duties with regard to race equality will be met.

The policy extends to all those who engage with the College, including associates, partners, customers and suppliers.

1.5 Gender Equality Policy

South Lanarkshire College is committed to implementing the requirements of the Equality Act 2006 when carrying out the functions of the College by having due regard to the need to eliminate unlawful discrimination and harassment and to promote equality of opportunity between men and women. Please follow the link for information on Equal Pay and Gender Equality

1.6 Student Charter

The students of this College are our most important people. We aim to offer all students

A welcoming environment
Equality of opportunity
High quality information and guidance
Good advice about ways to finance your studies
Clear information on opportunities for progression to further study
Helpful information and guidance on future career prospects

As a student, you are reasonably entitled to:

Equal access to services and facilities in an environment free from discrimination or harassment and which supports diversity.
A quality education in an environment designed to help you learn
A prompt and courteous reply to your enquiries
Information on costs and finance
A comprehensive induction to the College and your course
Ongoing guidance, learning support and feedback on progress while studying your course
Access to guidance on career opportunities and information about further courses
Confidentiality of personal information and access to information held about you
Representation through the Students Association

As a student, you are obliged to:

Abide by College rules and regulations and behave in accordance with the Student Code of Conduct
Participate fully in the learning and assessment process
Attend classes regularly and on time
Observe Health & Safety regulations
Comply with the College’s equality policy, treat others with consideration and respect and work with College staff to advance equality and diversity

2 College Background Information

2.1 Background
2.2 Promoting Equality

The College works closely with many agencies including South Lanarkshire Council, Scottish Enterprise Lanarkshire, Employers and Employer Organisations as well as Voluntary and Community Organisations to promote social inclusion and race equality.

2.3 Disability

In 2001/02, 6.9% of the student population had indicated? one of the disability categories at enrolment. By 2003/04, this figure had risen to 9.7%.

The number of lecturing staff involved in learning support and adult literacy support has increased from 0.5 FTE to 4 FTE over this period and members of staff have undertaken extensive staff development in supporting students with learning difficulties or disabilities.

2.4 Ethnicity – Staff and Students

Minority ethnic groups do not form a large proportion of the College’s staff or student population. In 2003/04, 0.7% of the College’s total student population came from a minority ethnic background – a rise from 2001/02, when the figure was 0.4%. This percentage is slightly lower than the population profile of South Lanarkshire as a whole, where the minority ethnic population is 1.1%. The number of College employees from minority ethnic backgrounds is 0.8%

Approximately 1.7% of the workforce employed in construction trades in the United Kingdom is from minority ethnic groups, which is higher percentage than the ethnic minority population of South Lanarkshire as a whole.

2.5 Gender

The gender balance of students at South Lanarkshire College varies by Campus, with the Cambuslang Campus having a very high proportion of male students on Construction programmes; the Allers Campus having a high proportion of female students on Hairdressing and Beauty programmes; and the Village Campus have more of a balance of male and female students in the Business and Care Faculties.

In 2001/02, the balance of female to male students was 60 : 40. By 2003/04 this had shifted to 45 : 55.

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3 Objectives

3.1 Equal Access and Discrimination

While staff or students are with the College, we are determined to ensure that everyone has equal access to choices and opportunities for study or personal or professional development and that no one is discriminated against as a result of any action, intentional or otherwise on the grounds of colour, racial, ethnic or national origins, gender, sexual orientation, marital status, age, religion or belief or disablement.

Where it is within its power, and allowed by law, the College will take positive action to promote choice, opportunity and progression for its staff and students and to modify and extend its arrangements generally to accommodate the needs of individuals and groups.

3.2 Disability Equality Objectives

The College has identified the following issues and objectives in relation to disability to ensure equality of opportunity for students with a disability:

We want to be a disability-friendly College. Staff, students, visitors and partners are requested to help us to achieve this by:

Bringing to our attention any potential discrimination against disabled people
Ensuring that we know about any reasonable adjustments we could make to give disabled people a fair deal in College
Ensuring that we know what individual’s need to that we can make all reasonable adjustments to help each individual to succeed.

We ask anyone who has a disability, to let us know what assistance we can give in making application for a course at the College. A member of our Student Services Team will be pleased to assist

with advice and information before you apply for a course
with the completion of the application form
at the pre-entry guidance interview
in obtaining information in a suitable format for specific needs

A member of the Learner Support Team will identify and provide support and any reasonable enabling technologies to assist students to access College services and to achieve their learning goals.

3.3 Race Equality General and Specific Duties

The College is positive about meeting its general and specific statutory duties under the terms of the Race Relations Act 1976 and the Race Relations Amendment Act 2000. The College will

eliminate unlawful discrimination
promote equality of opportunity
promote good relations between people of different racial groups

This commitment to race equality will be demonstrated through the following actions:

identifying and removing barriers to participation, retention and achievement of both students and staff
promoting non-discriminatory behaviour
encouraging participation in all areas of College activity: associations, committees, working groups, user groups, etc
ensuring representation of a wide range of cultures within the curriculum

3.4 Race Equality Objectives

The College has identified the following objectives in relation to race equality issues:

increasing the level of participation to reflect, as a minimum, the ethnic backgrounds of the communities served by the College
achieving, as a minimum, a similar level of retention, achievement, progression and student satisfaction from all ethnic backgrounds
having a workforce that reflects the profile of the communities from which the College fills its posts
having a profile of complaints (in level and nature) that shows no significant difference between the various ethnic groups (for both staff and students)

3.5 Disability Equality Objectives

Currently being drafted.

3.6 Gender Equality Objectives

In order to meet the specific duties under the Equality Act 2006, the College will

publish a gender equality scheme showing how we will meet the general and specific duties, setting out our gender equality objectives
consider the need to include objectives to address the causes of any gender pay gap
gather and use information on how policies and practices affect gender equality in the workforce and the delivery of services
consult stakeholders and take account of relevant information in order to determine our gender equality objectives
assess the impact of our current and proposed policies and practices on gender equality, having due regard to the results of those impact assessments
implement the actions set out in our scheme within three years unless it is unreasonable or impracticable to do so
report against the scheme every year and review the scheme at least every three years

4 Responsibilities and Accountability

4.1 Board of Management

The Board of Management is responsible for ensuring that the College complies with its statutory obligations under the race equality legislation and will regularly consider equal opportunity issues and review the College’s policy and action plans.

4.2 Senior Management Team

The Senior Management Team (Principal and Depute Principal) is responsible for ensuring that the College’s commitment to equality of opportunity in general and race equality in particular is communicated both externally and internally; and that the policies and action plans are implemented.

4.3 Equality Group

The College will set up an Equality Group which will encourage as wide a contribution as possible, will monitor progress and will work with other partners and organisations to promote equality. The Equality Group will meet three times a year and comprise:

Principal
President of Student Association
Head of Student Services*
Human Resources Manager*
Head of Faculty of Care
Curriculum Manager: Learning Support Representatives from: South Lanarkshire Council
Lanarkshire Health Board
Local ethnic minority groups
Local disability groups
Colleges and Higher Education Institutions in the surrounding area

The Head of Student Services and the Human Resource Manager will form partnerships with and consult with the following organisations in order to inform the College Equality Group. From time to time, members of these partner organisation may be invited to attend meetings of the Equality Group and advise the Group.

4.4 Senior Staff

Senior members of College staff (ie those responsible for managing or supervising staff) are responsible for

putting the College’s Equal Opportunities and Race and Disability Equality Policies into practice
ensuring that all staff receive information, support and training to carry out their responsibilities and on the actions that will be taken against employees who discriminate for reasons of race, religion, gender, age, disability or sexual orientation
ensuring, where appropriate, that students are informed of the College’s policies on Equal Opportunities, Race Equality and Disability and on the actions that will be taken against students who discriminate for reasons of race, religion, gender, age, disability or sexual orientation
following the College’s procedures and where appropriate taking action against staff or students who discriminate for reasons of race, religion, gender, age, disability or sexual orientation
supporting their staff if issues relating to equality on the basis of race, religion, gender, age, disability or sexual orientation arise

4.5 Employees

Employees of the College are responsible for

understanding their individual legal obligations with regard to equality legislationpromoting race equality and good race relations
being able to recognise bias and stereotyping in relation to race, religion, gender, age, disability or sexual orientation
ensuring there is no bias or stereotyping in relation to race, religion, gender, age, disability or sexual orientation in curriculum or promotional resources
taking up learning opportunities and training to enhance their understanding of the College’s commitment to ensuring ethnic diversity, promoting race equality and eliminating unlawful discrimination.

4.6 Students

Students of South Lanarkshire College will be required to promote race equality and good race relations and avoid discrimination. Students will be encouraged and empowered to report bias or harassment on the basis of race, religion, gender, age, disability or sexual orientation.

4.7 Service Providers and Contractors

All service providers and contractors appointed by and/or working on behalf of the College will be responsible for following the College Equality Policy on race, religion, gender, age, disability and sexual orientation.

The College will include the appropriate conditions in any contracts or agreements with external service providers. The College will take all reasonable steps to confirm acceptance of the conditions by the service providers / contractors.

The dietary requirements of ethnic minorities will be catered for by the catering service provider.
Disability access requirements and the needs of different ethnic, racial and religious groups will be taken into consideration by those engaged in planning, constructing or modifying estates, facilities and services.

5 Implementation

The following are the main functions performed by the College and these prioritised functions will be addressed in relation to the implementation of the Race Relations Amendment Act (2000) and the Disability Discrimination Act (SENDA 2001):

1. Delivery of learning and teaching, both in-house and outreach
2. Recruitment, selection, induction and development of staff
3. Recruitment of students, including marketing and admissions
4. Provision of guidance, induction, personal welfare and support services to students, student funding (including bursaries / educational maintenance allowance, child care and hardship funds)
5. Student enrolment and attendance recording and reporting; and subject registration and achievement recording
6. Quality assurance
7. Arrangement of work experience / work placements for students
8. Provision of services to students and staff such as College nursery, canteen, accommodation and general facilities

The implementation and maintenance of the policy will be focused in three parts:

1. All aspects of access to services will be reviewed.
2. Opportunities for employment, development and progression will be scrutinised, monitored and reported.
3. The learning context, within which the core educational service of the College is delivered, will be moderated to ensure that content and context are reflective of a wholly pervasive positive race equality strategy.

The following table gives an indication of the main actions, responsibility and review dates.

Selection and promotion criteria and procedures will be reviewed regularly to ensure that they operate on the basis of fairness, equality of oppotunity and anti-discrimination.

Marketing materials will include images and text to promote inclusiveness.

Application forms will include a section to monitor age, gender, ethnic diversity and disability and the complaints procedure will be brought to the attention of applicants on this form and in the prospectus.

Any rejected applications will be scrutinised and investigated by the Admissions Officer who will report findings to the Head of Student Services.

5.1.2 Learning and Teaching

Learning and teaching materials, including Library and central learning resources, will be reviewed and redesigned/resourced to promote cultural diversity and gender and race equality and to ensure that there is no stereotyping or bias in their language or illustrations.

Assessment instruments and assessment methods will be reviewed and action taken to remove cultural bias or race, gender, age, sexual orientation or disability discrimination.

Gender, disability and race relations and ethnic diversity topics will be included in core skills and communication studies.

Due account will be taken of the major celebration dates for all ethnic backgrounds when examination or assessment dates are being set.

5.1.3 Quality Assurance and Quality Improvement

The Self-evaluation, Operational Planning and Internal Moderation processes will be used to encourage staff to review and modify in line with Equal Opportunities legislation on Race and Disability:

learning and teaching resources and assessments
learning and teaching approaches
departmental systems and procedures

Principal Assessors and Internal Moderators will have a responsibility to monitor master folder contents for instances of race or gender discrimination and to ensure positive action is being taken to promote race and gender equality and ensure accessibility.

The Quality Audit process will be used to monitor compliance with legislation.

5.1.4 Student Services and Facilities

Where appropriate and reasonable, the College will provide specialist support and facilities for students with disabilities or from ethnic minority backgrounds.

Students will be made aware that disciplinary action will be taken against perpetrators of any discriminatory or racist incident. Any racist or discriminatory graffiti found on College grounds or premises will be promptly removed.

The College Nursery will take account of the requirements of children from different ethnic backgrounds and will actively promote cultural diversity through the activities, toys and books available to children. All reasonable steps will be taken to make activities, toys and books accessible to children with a disability.

5.1.5 Guidance, Induction and Support

Communications, information services, marketing, advice and guidance will take into account the needs of individuals of all backgrounds. In particular, consideration will be given to the beliefs, traditions and customs of those from different ethnic groups and this will be reflected in systems and procedures for dealing with enquiries, applications, admissions and guidance.

The College’s policies on equal opportunities will be promoted through the College website, prospectus, student and staff handbooks. Information on the complaints procedures, including the special arrangements for dealing with complaints on the grounds of race, will be published in these publications.

The College marketing publications will promote inclusiveness in the broadest sense and will include images and text to encourage participation from socially excluded groups, including those from ethnic minority backgrounds, or those with a disability.

The general complaints procedure and the race discrimination complaints procedure will be publicised to all students and prospective students.

5.1.6 Work Experience and Work Placement

All organisations working in partnership with the College to provide work placements and/or work experience arranged by the College for College students, will be bound by the same general and specific duties under the Race Relations Amendment Act (2000) and the requirements of the Special Education Needs and Disability Act (2001). The organisations will be informed in writing of these obligations and will be asked to confirm in writing that they will comply with these obligations.

5.2 Employees:

5.2.1 Recruitment and Selection

Human Resource services will ensure that an objective assessment is applied to all approaches for employment, training or promotion. Wherever possible, alternative arrangements will be made to accommodate an individual’s requirements arising from their racial origin.

Employment opportunities will be promoted for those in the local community from ethnic minority backgrounds and opportunities for work experience will be offered to people from ethnic minority backgrounds.

All members of staff involved in the recruitment and selection process will take part in training in diversity to obviate the possibility of racial or other bias in the selection process.

The job application process will collect data on gender, ethnicity and disability for monitoring purposes only. This information will not be made available to the selection panel.

5.2.2 Induction

The staff handbook, which is issued at staff induction, will contain the College Equality Policy, including the Race Equality Policy, Disability Policy and Inclusiveness Policy.
All employees will be issued with leaflets drawing their attention to the requirements of the Race Relations Amendment Act (2000) and the Special Education Needs & Disability Act (2001).

All Lecturers will be issued with a copy of the Teachability pack.

5.2.3 Staff Development and Training

The College Board of Management and all College employees will participate in diversity awareness training. Particular emphasis will be given to ensure that all employees understand their general and individual responsibilities under the Race Relations Discrimination Act (2000) and under other Equal Opportunities legislation.

Line managers will be made aware of their responsibility to support their staff in dealing with incidents relating to equal opportunities and race discrimination.

Lecturers and curriculum support staff will be given support and training to identify and eliminate stereotyping and bias in learning and teaching resources.

5.2.4 Partnership Delivery, Procurement and Outsourcing of Staff or Services

All organisations working in partnership with the College, will be bound by the same general and specific duties under the Race Relations Amendment Act (2000) and will be informed in writing of these obligations.

5.3 Monitoring and MIS

The College will use the ethnicity and disability categories set out in Appendix A and Appendix B for all monitoring purposes. Additional information on first language and refugee status will be collected at the recruitment stage.

No individuals will be identified through the monitoring process and access to data will be restricted.

The College will ensure that there are procedures in operation for the monitoring of staff, progress and review of its facilities, and is committed to providing the appropriate human, physical and training resource to support its policy.

Course Teams, which include student class representatives, are responsible for the monitoring and reporting of Performance Indicators to the Academic Standards Group. The Course Teams will consider both curriculum and guidance in light of course statistics on recruitment, achievement and progression, analysed on the basis of gender, ethnicity and disability.

The Academic Standards Group is responsible for the monitoring and reporting of Performance Indicators to the Academic Board and reports on enrolment, achievement and progression on the basis of gender, ethnicity and disability to the Academic Board.

5.3.1 The following monitoring of students will be undertaken

Data By Reporting to / impact assessment by
Course admissions, recruitment and guidance Head of Student Services Senior Management
Enrolment, progression, achievement, dropout, assessment appeals Head of Student Services Academic Board
Disciplinary Action Depute Principal Race Equality Group
Curriculum, pedagogy and assessment Academic Board Development Sub-committee of Board
Racist incidents and complaints Depute Pricipal

5.3.2 The following monitoring of staff will be undertaken

Data By Reporting to
Recruitment, progression, promotion Human Resource Manager Senior Management
Staff development and achievement Human Resource Manager Human Resources Sub-committee of Board of Management
Grievances / Disciplinary Action Human Resource Manager Joint Negotiating Committee>
Leaving including dismissals Human Resource Manager Race Equality Group
Racisit incidents and complaints Depute Principal

5.4 Action Plan

(being updated)

6 Eliminating Unlawful Discrimination

To ensure the effectiveness of the policy a special reporting mechanism will operate. Notwithstanding that a clear general complaints procedure is already in existence in the College and available to all, the separate arrangement will be available for those who identify an issue in relation to racial equality.

The College recognises the distinction between direct discrimination:

different treatment
less fair treatment
segregation

and indirect discrimination

victimisation
harassment
instruction or pressure to discriminate
unjustified rule or condition

and the distinctions between personal, cultural, structural and institutional discrimination.

6.1 Types of Incident

Categories of behaviour which it is considered may constitute discrimination include the following but are by no means exhaustive:

Physical assault
Derogatory name-calling, insults and racist jokes
Racist graffiti
Wearing racist badges or insignia
Bringing racist materials such as leaflets or other literature into College
Verbal abuse and threats
Incitement of others to behave in a racist manner
Racist comments in the course of discussion
Attempts to recruit for racist organisations and groups
Ridicule of an individual for cultural differences
Refusal to co-operate with others because of their colour, ethnicity or language
Written derogatory remarks

6.2 Breaches of Policy

The College will operate a policy on harassment. The equal opportunities policy will run in conjunction with this. The College is positive about receiving comments from interested parties who may suggest further improvements to its approach to equality of opportunity.

6.3 Complaints

6.3.1 If any person wishes to report a racial incident they should do so in writing to the Depute Principal. Correspondence should be marked private and confidential and provide full details of the incident. Investigation of the incident may involve complainants being interviewed. As the investigation will be carried out confidentially, anonymous allegations are considered to be unhelpful.

6.3.2 College employees must not ignore any incident which falls into the above categories or any other situation which they consider to be racist. The procedure for dealing with issues of the type above is as detailed above.

Staff should endeavour wherever possible to explain to other perpetrators that such behaviour will not be tolerated and that it will be reported for further action. All incidents must be reported using the Racist Incident Form and sent to the Depute Principal. The envelope should be marked private and confidential.

6.3.3 Where evidence indicates that the allegation is confirmed, disciplinary action may be taken against the individual(s) involved. Where the incident impacts on the community outwith the College, or is of a sufficiently severe nature, the incident may be reported to the Police.

6.3.4 Any appeal against actions or decision arising out of the above should be made in writing to the Principal of the College within fourteen days.

7 Communication, Publication and Dissemination

7.1 Communication and Publication of the Equal Opportunity Policy
7.1.1 To employee

The policy will be published in the staff handbook, College policies manual, and on the College intranet and website. It will be brought to their attention during induction and all new employees will be issued with the College information leafletsRace Relations (Amendment) Act 2000 : Race Equality in Scottish Further Education Colleges and “Special Educational Needs & Disability Act (SENDA) 2001 Promoting Good Practice”

7.1.2 To students:

All students will be issued with a summary in the Student Handbook.

7.1.3 To contractors and service providers:

All contractors will be issued with a summarised version of the Equality Policy and the policy will be promoted through the related sections in contractual documents

7.1.4 To the public

The Equality Policy, including the Race Equality Policy, Inclusiveness Policy and Disability Policy will be publicised on the College website, in the student and staff handbooks, prospectus, annual report, and other publications. The full and summarised versions of the Equality Policy, including the Race Equality Policy, Inclusiveness Policy and Disability Policy will be made available in a range of formats and languages, recognising the needs of people with a disability or from a minority ethnic group.
7.2 Dissemination and Consideration of Reports

7.2.1 The College will produce an annual Equality Monitoring Report, covering gender, race and disability which will be considered by the Academic Board, Board of Management and College Management Team.

7.2.2 Extracts from the Equality Monitoring Report will be published on the College website, in the Strategic Plan, Operational Plan and Annual Report and Accounts.

7.2.3 The Board of Management, Senior Management Team and College Management Team will take account of the findings and conclusions of the Equality Monitoring Report in both strategic and operational planning.

7.2.4 College policies, systems and procedures will be reviewed in light of the findings of the annual Equality Monitoring Reports.

8 Resourcing

The targets and resourcing for all areas of College activity are identified and agreed through the annual Strategic and Operational Planning cycle and the Self-Evaluation and Career Review processes.

Achieving continuous quality improvement is a key feature of the Self-Evaluation process. Through this process, which involves all curriculum and support departments, an Action Plan for Improvement is produced by each department and these Action Plans will address the priorities and incorporate as appropriate the actions outlined in Section 5.

Senior Management, Faculty and Department Heads discuss and review these annual plans. The Board of Management approves the College Strategic Plan, College Operational Plan and the College Budget.

Faculty and Departmental budgets are allocated and expenditure is prioritised by Department and Faculty Heads in line with the agreed targets.

9 Review

The Equality Group will review the Equality Policy on an annual basis, in consultation with and taking account of feedback from students, employees, the Trades Union Representatives and external representatives from ethnic minority and disability groups.

The College will work with Equality Officers in other public bodies to ensure that a co-ordinated and cohesive approach is taken in the local area, drawing on the available knowledge and expertise.

Appendix A: Equal Opportunities Monitoring – Ethnicity

The following categories will be used in monitoring ethnic background:

1 WHITE
Scottish
English
Welsh
Irish
Other white background to be indicated

2 MIXED
Any mixed background to be indicated

3 ASIAN
Indian
Pakistani
Bangladeshi
Chinese
Any other Asian background to be indicated

4 BLACK
African
Caribbean
Any other Black background to be indicated

5 OTHER
Any other background to be indicated

The following categories will be used in monitoring disability:

Appendix B: Equal Opportunities Monitoring – Disability

Disability Registration – Yes – Registered / Yes – Not registered / No

Disability:

1. Not known
2. Dyslexia
3. Blind / partially sighted
4. Deaf / hearing impaired
5. Wheelchair user / mobility difficulties
6. Personal care support
7. Mental health difficulties
8. Unseen disability
9. Multiple disabilities
10. Disability not listed

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