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RNC Policies

RNC has policies and procedures addressing the following issues:

  1. Equality & Diversity

  2. The Principles and Guidelines for the Protection of Children and Vulnerable Adults at RNC  

  3. Policy Statement on the Recruitment of Ex-Offenders

 Please call RNC Human Resources on 01432 265725 if you would like a copy on these or continue down for a summary.

 

What is the College's Policy on Equality and Diversity?

 
The Royal National College for the Blind is committed to equality of opportunity and will not tolerate harassment or unfair discrimination on the grounds of sex, marital status, race, colour, nationality, ethnic or national origin, disability, sexual orientation, religion, age or any other irrelevant factor.
 
We respect the dignity and diversity of all our students and employees, regardless of personal characteristics and differences.  
 
It is our aim to give everyone the greatest opportunity, even if this means that we employ positive discrimination, to develop and fulfil his or her potential. We value the contribution each person can make to the College. We believe that treating people fairly is right and makes good business sense.
 
This means that RNC will:
 
  • Provide appropriate, sensitive and accessible services to everyone
  • Work with communities to eradicate prejudice, discrimination, harassment and negative stereotyping
  • Support campaigns for fair laws which treat people equally and protect groups from discrimination
  • Ensure that everybody who studies or works at the College is respected and valued 
·         Promote and support the use of a range of flexible working patterns to enable those working for us to balance home and work responsibilities
·         Support people in a phased return to work after extended periods of absence
·         Treat people fairly, irrespective of their working arrangements and develop staff and students so that they are able to reach their full potential.
 
How will the College ensure that equal opportunities and diversity are at the heart of all we do?
 
Firstly, we require our managers and senior staff to lead by example in treating all staff and students with respect and being fair and reasonable.
 
Secondly, the College expects all staff and students to behave in a way that other people will see is respectful and fair to them.
 
Thirdly, we will put in place systems by which any behaviour that is racist, or intimidating, or discriminatory, or otherwise contrary to this policy, can be dealt with rapidly and effectively, in an environment which positively supports those who challenge such behaviours
 
What is unfair and unlawful discrimination?
 
Direct discrimination means:
treating someone less favourably than another person because of their sex, marital status, race, colour, nationality, ethnic or national origin, disability, sexual orientation, religion, age or any other irrelevant factor.
 
Indirect discrimination means:
applying a provision, criterion or practice to a person:
  • that is not a proportionate means of achieving a legitimate aim,
  • that applies equally to everyone
but
  • because of that person’s sex, marital status, race, colour, nationality, ethnic or national origin, disability, sexual orientation, religion, age or any other irrelevant factor, they are put at a disadvantage when compared to other persons.
 
Discrimination on the grounds of sex, marital status, race, colour, nationality, ethnic or national origin, disability, sexual orientation or religion is unlawful.
 
What do we mean by harassment?
 
  • Harassment is unwanted conduct which has the purpose or effect of violating the dignity of any student or member of staff
or
  • creating an intimidating, hostile, degrading, humiliating or offensive environment for any student of member of staff.
 
Harassment on the grounds of sex, marital status, race, colour, nationality, ethnic or national origin, disability, sexual orientation or religion is unlawful.
 
College policies that support our stated aims include the Race Equality Policy, the Harassment Policy and the Grievance Resolution Policy.

The Principles And Guidelines For The Protection of Children And Vulnerable Adults At RNC

RNC is a College for learners aged 16 and over. Within this policy document the term “learner” refers to all learners regardless of age and vulnerability. We acknowledge the legal differences and obligations under our duty of care for those learners under the age of 18 and those who are deemed to be vulnerable adults.
 
Principles
 
In acknowledgement that some learners are more vulnerable than others the RNC Policy and Procedures for the Protection of Children and Vulnerable Adults are based upon the following principles:
 
  1. All staff at RNC work together to ensure that learners are protected from abuse.
  2. The empowerment and well being of learners is actively promoted through the support and services provided.
  3. Any action / intervention is grounded in the right of each learner to lead as independent a life as possible based on self-determination and individual choice.
  4. There is recognition that some learners may not have the capacity to make their own decisions and / or protect themselves or their assets.
  5. There is a consequent acceptance that the right to self-determination can involve risk. Such risk must be recognised and understood by all involved and minimised wherever possible. Wherever possible and appropriate there is discussion between the learner concerned, an appropriate staff member or other agency (and in the case of those under 18 the dialogue may include parents / guardians), to look at the risks involved. Information and support is provided to allow the individual to arrive at an informed decision. It must be acknowledged that there will be times when an individual may choose to be in a situation which concerned others may perceive to be risky or dangerous.
  6. There may be times when an individual’s right to an independent lifestyle, personal choice or self determination has to be over-ridden, e.g. where there is a risk to life or the existence of a conflicting statutory responsibility. In this instance the individual concerned must receive appropriate help, support and guidance from relevant agencies.
  7. When intervention is necessary, either to reduce risk or prevent further abuse, the path of action taken is always that which least disrupts the life of the individual involved and the individual is central to all decisions made.
  8. The College works proactively in partnership with all relevant agencies (through the Hereford Child and Vulnerable Adult Protection Strategy Team and Care Standards Inspectorate and relevant agencies in the learner’s home area) to ensure the safety of learners.
  9. Staff at RNC work to the Law and statutory requirements so that learners receive protection from the law along with access to the judicial process.
  10. All assessments and investigations carried out under this policy are pursued in a setting, manner and language appropriate to the levels of understanding and physical, emotional and psychological capabilities of the individual(s) involved 
  11. This policy will be regularly reviewed and updated to ensure that all the above principles and any new codes of practice are adhered to.

Policy Statement on the Recruitment of Ex-Offenders

 
·         As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, RNC complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
 
·         RNC is committed to the fair treatment of its Governors, staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
 
·         We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates. We select all candidates for interview based on their skills, qualifications and experience.
 
·         Owing to the specialist nature of the College client group – young people and vulnerable adults – exemption from the provision of the Rehabilitation of Offenders Act 1974 applies and a Disclosure is required for all successful applicants. All application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
 
·         As a Disclosure forms part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover to the Personnel Officer within RNC and we guarantee that this information is only seen by the Principal, Associate Principal – Finance, Business & Administration or the Director of Curriculum & Learner Achievement, who need to see it as part of the recruitment process.
 
·         We will ensure that all those in RNC who are involved in the confirmation of appointment have been suitably trained to identify and assess the relevance and circumstances of offences. We will also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, eg the Rehabilitation of Offenders Act 1974.
 
·         After interview, in a separate discussion, should the need arise, we will ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
 
·         We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.
 
·         We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
 
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and the background of your offences.