Equality, Diversity & Inclusion (EDI) Policy

1. Statement and Purpose

BIG International College (UK) (“the College”) is committed to promoting equality of opportunity, eliminating unlawful discrimination, and fostering an inclusive, respectful, and safe environment for all members of our community. This policy sets out the College’s legal, ethical, and strategic commitments to Equality, Diversity and Inclusion (EDI), ensuring that all students, staff, applicants, and visitors are treated fairly and can thrive academically and personally.

The College aims to:

• Promote equality of opportunity across all activities and functions
• Recognise, value, and celebrate diversity
• Ensure that all individuals are treated with dignity and respect
• Eliminate unlawful discrimination, harassment, and victimisation
• Foster a culture where difference is embraced and contributes to institutional strength
• Make reasonable adjustments for disabled individuals
• Ensure that teaching, learning, assessment, support services, and employment practices are accessible and inclusive

This policy supports compliance with the Equality Act 2010, the Public Sector Equality Duty, and the Human Rights Act 1998, ensuring that people with the nine protected characteristics (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation) are protected from unlawful treatment.

2. Scope

This policy applies to:

• All employees (full-time, part-time, visiting, temporary, agency staff)
• All registered students and applicants
• Governors and senior leaders
• Contractors, suppliers, and delivery partners
• Visitors and external stakeholders
• All College activities including:
  • Admissions and recruitment
  • Teaching, assessment, and curriculum design
  • Student support and wellbeing
  • HR and employment practices
  • Governance, decision-making, and quality assurance
  • Partnerships, procurement, marketing, and public engagement

3. Legal and Policy Framework

This policy is underpinned by:

• Equality Act 2010 (including the Public Sector Equality Duty)
• Human Rights Act 1998
• Racial and Religious Hatred Act 2006
• Civil Partnership Act 2004
• Gender Recognition Act 2004
• Equality Act 2010 (Specific Duties) Regulations
• Prevent Duty Guidance (Counter-Terrorism and Security Act 2015)
• SEND Code of Practice (2015)
• OfS Conditions of Registration (B, C, E)
• Data Protection Act 2018 / UK GDPR
• OIA Good Practice Framework (Equality & Disability)

These frameworks collectively require the College to promote equality, remove barriers, prevent discrimination, foster good relations, and provide reasonable adjustments.

4. Roles and Responsibilities

Leadership / Senior Management

Senior leaders are responsible for ensuring:

• Strategic implementation of the EDI Policy
• Policies undergo Equality Impact Assessments (EIAs)
• Adequate resourcing for EDI work
• Reporting of EDI outcomes to the Board of Governors
• Compliance with UK legislation and OfS conditions
• Inclusive procurement and partnership arrangements

Board of Governors

• Holds overall accountability for EDI performance
• Reviews annual EDI reports and progress on equality objectives
• Ensures governance structures reflect EDI commitments

Student Services

• Ensures student policies, support systems, and welfare practices comply with the Equality Act
• Provides accessible support for students from under-represented or disadvantaged backgrounds
• Coordinates reasonable adjustments for disabled students

Human Resources

• Ensures staff-related policies comply with equality legislation
• Promotes inclusive recruitment, onboarding, development, and wellbeing
• Ensures employment decisions are fair, objective, and free from discrimination

Academic Departments

• Ensure accessible curriculum, teaching, and assessment practices
• Embed inclusive pedagogy and diverse perspectives
• Review attainment gaps and implement interventions where needed

All Staff, Students, and Service Users

Everyone must:

• Treat others with dignity and respect
• Challenge discriminatory behaviours
• Report concerns regarding discrimination, harassment, or victimisation
• Engage in required EDI training
• Promote and contribute to an inclusive culture

5. Our Commitments

The College commits to:

• Eliminating unlawful discrimination, harassment, and victimisation
• Advancing equality of opportunity between people who share and do not share a protected characteristic
• Fostering good relations across all groups
• Using data and insights (including attainment gaps, access data, complaints, and wellbeing indicators) to improve equality outcomes
• Ensuring teaching, assessment, digital services, and facilities meet accessibility standards
• Providing reasonable adjustments for disabled students and staff
• Ensuring that external providers, contractors, and partners meet EDI standards
• Embedding inclusion in strategic planning, governance, and quality assurance systems

6. Implementation and Accessibility

This policy will be implemented through:

• Staff induction and mandatory EDI training
• Student welcome and orientation programmes
• Clear communication of EDI expectations
• Regular review of policies to ensure inclusivity
• Use of inclusive language in all documentation
• Ensuring that complaints and appeals routes are accessible
• Regular monitoring of applications, progression, attainment, and outcomes across demographic groups
• Accessibility audits of digital and physical environments

The College ensures that all policies and information are available in accessible formats upon request.

7. Complaints and Reporting Procedures

The College does not tolerate discrimination, harassment, bullying, or victimisation.

Reporting Routes

• Students: via Student Complaints Procedure
• Staff: via HR Grievance Procedure
• Visitors/Contractors: via HR or Senior Management contact

Complaints will be:

• Treated seriously, confidentially, and fairly
• Investigated in accordance with relevant procedures
• Handled without prejudice
• Monitored for patterns or systemic issues

No individual will face victimisation for raising a legitimate concern.

8. Religion and Belief Equality

The College respects and protects freedom of religion, belief, and non-belief. We will:

• Provide reasonable opportunities for religious observance (e.g., prayer space)
• Accommodate dietary needs, festival observance, and dress requirements where practicable
• Consider timetable adjustments for significant religious commitments
• Respond swiftly to any incidents of harassment or exclusion based on religion or belief
• Apply safety and safeguarding rules proportionately and without discrimination

All requests are handled sensitively and in line with operational requirements.

9. Inclusive Practice in Service Delivery

The College ensures that:

• Admissions are fair, transparent, and free from bias
• Entry requirements and assessments are justified and inclusive
• Services are accessible to individuals with disabilities or specific needs
• Accessible teaching and digital formats are offered where possible
• Marketing and communications reflect diversity
• Policies and processes do not inadvertently disadvantage particular groups

10. Inclusive Employment Practice

The College is committed to:

• Fair and transparent recruitment processes
• Adjustments for disabled applicants and staff
• Inclusive decision-making and performance review
• Supporting staff needs relating to disability, religion, pregnancy, caring responsibilities, or other protected characteristics
• Building inclusive leadership capability
• Preventing bias in recruitment, promotion, and disciplinary processes

11. Communication and Awareness

To ensure policy effectiveness, the College will:

• Publish this policy on internal and public platforms
• Promote EDI through training, workshops, events, and campaigns
• Embed EDI expectations into job descriptions and student handbooks
• Use inclusive and accessible communication methods
• Ensure regular updates on EDI initiatives and progress

12. Complaints and Enforcement

Non-compliance with this policy may result in:

• Disciplinary action (staff or students)
• Contract termination (suppliers or partners)
• Mandatory training or remediation plans

Where complaints indicate systemic issues, the College will implement corrective actions and review relevant procedures.

13. Monitoring and Review Arrangements

The College will:

• Review the implementation of this policy annually
• Publish EDI objectives and progress reports (as required under the Equality Act)
• Analyse student and staff equality data to identify disparities
• Report key findings to the Senior Leadership Team and Board of Governors
• Review this policy every three years, or earlier if significant legal or organisational changes occur

14. Associated Policies

This policy should be read in conjunction with:

• Harassment and Sexual Misconduct Policy
• Student Complaints & Appeals Procedures
• Staff Recruitment & Development Policy
• Reasonable Adjustments & Disability Support Policy
• Safeguarding & Prevent Policy
• Data Protection Policy
• Admissions and Access & Participation Policies

15. Contact Information

16. Document Control