Equal Opportunities Policy
1. Statement
Business School England is a private higher education school. Members of the school community –
which includes students, staff, supply staff, volunteers, parents and prospective applicants – come
from all over the world and so comprise a diverse and dynamic community of people.
2. Aims
School is committed to offering all of its members equality of opportunity. This policy has been
developed in accordance with the Equality Act 2010 and aims to ensure no members of the School
Community are subjected to unfair and unlawful discrimination based on the following protected
characteristics:
• gender
• marital or civil partnership status
• pregnancy and maternity
• gender reassignment
• race
• disability
• sexual orientation
• religion or belief (including lack of religion or belief)
• age
School further opposes any form of bullying and discrimination against those with a special
educational need, learning difficulty or learning impediment such as having English as a second
language.
3. Related policies
School’s commitment to equal opportunities and compliance with the Equality Act are further
outlined in the following specific policies:
• Admissions
• Accessibility
• Anti-Bullying
• Child Protection and Safeguarding
• Disabilities
• Safer Recruitment and Selection of Staff
• SEND and Access Arrangements
• Student Behaviour and Exclusions
With regard to curriculum, efforts are made to recognise and be aware of the possibility of bias (for
example gender or racial), so that this can be eliminated in both the School’s teaching and learning
materials and teaching styles. Materials are carefully selected for all areas of the curriculum so as to
avoid stereotypes and bias.
Nevertheless, curriculum is excluded from Equal Opportunities because it allows schools to engage
with issues and expose their students to ideas of all kinds, however challenging or controversial,
without fear of legal challenge based on a protected characteristic.
All policies are accessible on this website and can be made available in large print or other formats if
required.
4. Positive action
School actively encourages mutual respect between all members of the Community to create a
positive, open and supportive environment where everyone can feel confident they will not be
subjected to unfair discrimination. This culture is also supported for students through PSHEE
(personal, social, health and economic education).
All staff members are expected to act as role models for students and therefore should be mindful to
set a tone and use language that encourages respect and calls out unfair discrimination. This is
particularly pertinent for teachers who in their privileged relationship with impressionable students
may have a greater degree of influence. Staff are obliged to read and comply with all relevant
policies pertaining to equal opportunities.
School also aims to help remove or overcome barriers to equal opportunities where they exist
including making ‘reasonable adjustments’ for disabled students and students with special
educational needs in respect of the education and associated services provided to ensure that such
students are not placed at a substantial disadvantage in comparison with other students. Please see
our Disabilities and SEND and Access Arrangements policies for further details.
School monitors applicants’ gender, nationality, ethnicity, religious beliefs and disability,
confidentially, as part of our admissions and recruitment procedure in order to assess balance in
representation.
4. Unlawful discrimination
Discrimination may be intentional or unintentional.
4.1 Direct discrimination
Direct discrimination occurs when a person is treated less favourably than another because of a
protected characteristic, as set out in paragraph 2 above. For example, rejecting an applicant on the
basis on race would be direct discrimination.
There are limited exceptions in which discrimination based on a protected characteristic may be
permitted where there is a specified and legitimate requirement to do so.
4.2 Indirect discrimination
Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or
practice which puts them at a particular disadvantage because of their protected characteristic. For
example, a minimum height requirement would be likely to eliminate proportionately more women
than men. If these criteria cannot be objectively justified for a reason unconnected with gender,
they would be indirectly discriminatory on the grounds of gender.
4.3 Harassment
Harassment is unwanted behaviour that relates to a protected characteristic which is intended to be
or has the effect of being offensive, intimidating or humiliating. It is also harassment when such
unwanted behaviour is directed at individual who is perceived to have protected characteristics,
even when they do not. Forms of harassment may include spoken or written abuse, offensive
messaging, imagery, physical gestures, facial expressions and jokes.
Harassment also includes discriminating against someone for associating with another individual or
groups who have protected characteristics. For example, harassment of an individual for
campaigning for the rights of a particular group with protected characteristics.
Harassment does not cover marriage and civil partnership, pregnancy and maternity. These
protected characteristics are subsumed into other classified protected characteristics. For example,
harassment in relation to pregnancy would fall under sex discrimination.
4.4 Victimisation
Victimisation occurs when an individual is penalised or denied opportunities as a result of making or
supporting a complaint or raising a grievance relating to the Equality Act 2010 or is suspected of
doing so.
5. Religion
5.1 Religious symbols
Certain items of jewellery and headwear, such as the turban or headscarves, may be worn by
students when doing so is genuinely based on manifesting religious or cultural beliefs or identity.
This is subject to considerations of safety and welfare and the School’s existing dress code principles.
Where there is uncertainty the issue must be referred to the Principal, whose decision will be final,
subject to the complaints procedure.
5.2 Religious belief
The School has no religious affiliation. Nonetheless we respect the right and freedom of individuals
to worship in accordance with their faiths, or no faith, subject always to their respecting the rights
and freedoms of the School Community as a whole and considerations of safety and welfare.
5.3 Religious festivals
Students must request leave for religious festivals as they would for any other absence. The School’s
decision to grant authorised absence will be final, subject to the complaints procedure.
6. Responsibility
The Principal has overall responsibility for the effective operation of the School’s Equal
Opportunities Policy and for ensuring compliance with the relevant statutory framework prohibiting
discrimination. The Principal has delegated to the Director of Studies day-to-day responsibility for
operating the policy and ensuring its accessibility, availability, maintenance and review.
7. Reporting and complaints
If you believe that you have been discriminated against on any of the grounds listed in paragraph 2
above or if you feel that this policy has been breached in any way to your detriment you are
encouraged to raise the matter through the School’s formal complaints process; you can access the
Communication and Complaints Policy on this website or request a different format. Allegations of
unfair discrimination will be treated very seriously, in confidence and investigated in accordance
with the complaints procedure.
Disciplinary action may be taken against any member of the School Community who is found to have
acted in contravention of this policy. Discrimination, harassment, bullying and victimisation may
amount to gross misconduct and could lead to expulsion or immediate dismissal.
Staff have a duty to report to the Director of Studies any behaviour that may be considered
unlawfully discriminatory.
Serious acts of discrimination and harassment may constitute a criminal offence.
8. Monitoring and review
The Director of Studies is responsible for monitoring compliance with this policy throughout all areas
of the School and taking appropriate action to eliminate unlawful direct and indirect discrimination
where applicable. Any questions about the content or application of this policy should be directed to
the Director of Studies to assess.
This policy is reviewed annually by the Director of Studies with recommendations for any
amendments reported to the Principal.