Christ Church welcomes diversity amongst its members, staff and visitors, recognising the particular contributions to the achievement of its statutory objects that can be made by individuals from a wide range of backgrounds and experiences.
This section provides a general overview of legislation relating to race, and our response as we endeavour to ensure that discrimination on the grounds of race or ethnic background does not take place.
Discrimination on the grounds of race is prohibited by the Equality Act 2010. A wide definition of race is provided in the legislation under the term "racial grounds", which includes race, colour, nationality, and ethnic or national origin.
As a general rule, a group may be identified as a race or of the same ethnic origin where the group views itself, and is viewed by others, as "a distinct community by virtue of certain characteristics".
Discrimination (all types), harassment and victimisation are all prohibited.
The legislation allows that there are some cases where indirect race discrimination is legal, but this is where the indirect discrimination can be objectively justified as a proportionate means of achieving a legitimate aim.
Under UK legislation, Christ Church has a general positive duty to promote racial equality, to seek to eliminate unlawful racial discrimination and to promote good relations between people of different racial groups. The specific duties imposed under the Race Relations Amendment Act 2000 have been integrated into the Equality Act; these duties include the need for us: to assess the impact of policies on ethnic minority students and staff; to monitor their recruitment and progress; and to set out arrangements for publishing the results of impact assessments and monitoring.
Christ Church policies and practices which are relevant are as follows:
The racial distribution of staff is monitored by Christ Church. See Table.
The racial distribution of students is not currently monitored by Christ Church.
Christ Church does not currently publish statistics on the racial distribution of students.
Guidance on our personnel policy may be sought from the Steward or, the Sub-Dean in relation to the Cathedral. Students may seek advice from the Senior Censor.
The University Equality and Diversity Unit (DEO) provides a network of harassment advisers and is also responsible for updating the Code of Practice on Harassment.
The University offers training in best practice for those involved in the admissions process, recruitment and selection, management and teaching.
The University website contains useful links to relevant legislation, as well as providing details of the ways in which the University has sought to fulfil its commitments to promoting race equality.
Specific advice is also available from the Careers Service, which has a range of services especially targeted at offering ethnic minority students work experience and CV services for entry into professions where they are under-represented. Oxford University Students' Union (OUSU) runs a number of diversity campaigns.
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