GCU is committed to age equality for students and staff.
Staff and students at GCU are entitled to work and study in an environment where age discrimination (or ageism) is not accepted and individuals feel included, supported and not discriminated against because of their age.
Staff Staff can contact People Services Casework should they wish to speak to someone about bullying or harassment, and refer to the Staff Conflict and Complaints Policy for further information.
External links Age UK website
GCU is committed to disability equality for applicants and members of staff.
GCU support The definition of disability under the Equality Act 2010 covers a very broad of impairments, and the University is committed to supporting disabled staff.
Occupational Health has a role to play to ensure that the work we are asking you to do will not cause you any ill health or exacerbate pre-existing medical conditions, including disabilities.
Line managers and People Services should be involved in discussions about disability, and potential reasonable adjustments.
Disabled staff who require help in evacuation during an emergency, will require a PEEP (Personal Emergency Evacuation Plan). Guidance on writing the PEEP can be accessed via the link. The collation of the PEEP is the responsibility of the School/Department Health and Safety Chair or elected responsible person. The PEEP is to be reviewed periodically in line with timetabling requirements and the nature of disability.
Reasonable adjustments One way that GCU fulfills our responsibilities to support equality for disabled staff is through reasonable adjustments .
The duty to make reasonable adjustments aims to make sure that, as far as is reasonable, a disabled member of staff has the same access to everything that is part of the experience of working at GCU as a non-disabled person.
Reasonable adjustments may include removing physical barriers, changing working patterns, and/or providing extra support to disabled staff. It requires a positive and proactive approach to taking steps that remove, reduce or prevent the obstacles a disabled member of staff (or job applicant) may face. Reasonable adjustments will depend on individual circumstances, and require a collective approach where relevant people, including the staff member, line manager and Occupational Health, discuss and agree on the most appropriate adjustments.
Access to Work Disabled members of staff who require help in relation to starting or staying in work can apply for an Access to Work grant, which is a Government scheme run by Jobcentre Plus. Grants are considered on an individual basis and depend on the applicant’s circumstances.
Email: atwosu.glasgow@dwp.gsi.gov.uk Telephone: 0141 950 5327 or text phone: 0845 602 5850
Disabled students The Disability Service provides advice, information and services to disabled students and applicants. This includes students with long term medical conditions, sensory impairment, mental health difficulties, physical impairment, specific learning disabilities (such as dyslexia) and students on the autism spectrum.
GCU is committed to trans equality for students and staff.
Staff and students at GCU are entitled to work and study in an environment where gender is accepted, supported and not discriminated against.
According to the Equality Act 2010, gender reassignment is defined as a person who is proposing to undergo, is undergoing, or has undergone a process (or part of a process) for the purpose of reassigning a person’s sex by changing physiological or other attributes of sex. The University has also developed a Trans Student Support Policy to raise awareness of this aspect of gender equality and ensure that trans students do not suffer any discrimination, harassment or victimisation.
Staff who feel they are being discriminated against can contact People Services Casework should they wish to speak to someone about bullying or harassment and refer to the Staff Conflict and Complaints Policy for further information. Students who feel that they are being discriminated against because of Gender Reassignment can speak to the Students' Association or Student Wellbeing.
The following important film, produced by the LGBT Health and Wellbeing in Edinburgh, features candid conversations with transgender people that challenge the stigma and misunderstandings surrounding transgender identities.
VIDEO
GCU is committed to equality for students and staff in relation to pregnancy and maternity.
Staff and students at GCU are entitled to work and study in an environment where pregnancy and maternity are accepted, supported and not discriminated against.
The University is responsible for ensuring that the necessary provisions are in place to assist and support staff and students who are new and expectant mothers, including appropriate welfare facilities. Facilities include a Nursing Mothers' Room which is located in the George Moore building, in the restaurant near the Study Club.
Staff Staff who feel they are being discriminated against can contact People Services Casework .
Related links People Services Policy - Supporting Families Policy
Under the Equality 2010 Act, provisions state that education providers are unable to refuse an applicant entry to a course because she is pregnant or ask that she leaves a course because she becomes pregnant. Institutions will also need to consider arrangements for students to ensure that a woman is not treated less favourably because she is breastfeeding.
Students who feel that they are being discriminated against because of pregnancy or maternity can speak to the Students' Association or Student Wellbeing.
The University has also developed a Student Pregnancy and Maternity Policy which applies to students who are pregnant during their studies at Glasgow Caledonian University, and is also for staff who may be supporting or advising students on issues related to pregnancy and maternity.
GCU is committed to marriage and civil partnership equality for students and staff.
Staff and students at GCU are entitled to work and study in an environment where marriage and civil partnership is accepted, supported and not discriminated against.
Under the Equality Act 2010, it is unlawful to discriminate against marriage, same sex marriage or civil partnerships. The Marriage and Civil Partnership (Scotland) Act 2014 received Royal Assent on 12 March 2014, introducing same sex marriage in Scotland, and the provisions of the Act relating to same sex marriage came into force on 16 December 2014.
Same-sex couples can still have their relationships legally recognised as 'civil partnerships' if they do not wish to marry. Civil partners must be treated the same as married couples on a wide range of legal matters.
