Anti-Discrimination Policy

As part of its commitment to fostering an inclusive culture, London School of Emerging Technology (LSET) promotes equality, values diversity, and protects the rights and dignity of its staff and students. We acknowledge that the broad range of experiences that a diverse staff and student body contributes strengthens our institution and enhances our teaching and that it is imperative that we continue to provide a diverse, inclusive, fair, and open educational environment that allows everyone to thrive and grow in order for LSET to remain a reputable institution. Therefore, LSET expects that all relationships among persons in the office will be business-like and free of explicit bias, prejudice, and harassment.

Through implementing transparent policies, practices and procedures and providing effective support, the LSET strives to achieve equity in the experience, progression, and achievement of all students and staff. Additionally, it seeks to ensure that its public engagement work and services benefit diverse audiences and communities.

LSET recognises that equality and inclusion should be incorporated into all of its activities and strives to promote awareness of equality and promote best practices. Towards the achievement of its equality goals, the LSET has committed to an action plan to support its equality policy, monitor its effectiveness, and publish information on progress made.

A member of the LSET is protected from unlawful discrimination because of their age, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or belief (including lack thereof), sex, or sexual orientation (hereafter referred to as ‘protected characteristics’).

In exercising its policies, practices, procedures and other functions, the LSET will take into consideration its duties under the Equality Act 2010 and to the protected characteristics, as well as other relevant circumstances, including parental or caring responsibilities, contract type, and working hours.

It is the intent of the LSET to make a positive contribution to the advancement of equality through all its activities. The LSET will, in particular:

The LSET defines inclusion as institutional and individual efforts and actions to foster an environment and institutional culture in which each member feels, and is, valued, listened to and respected, and is empowered to participate fully in the LSET’s activities.

LSET expects all members to treat one another with respect, courtesy, and consideration and does not tolerate unlawful discrimination, bullying, harassment, or victimisation.

Redressal

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

LSET will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination, or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counselling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as LSET believes appropriate under the circumstances.

If a party to a complaint does not agree with its resolution, that party may appeal to LSET’s Principal Instructor.

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.

Procedure

Report Submission: Upon receiving any reported allegations of harassment, discrimination, or retaliation, employees are encouraged to promptly submit a formal complaint to the designated reporting channel, such as HR or a specific contact person.

Initial Assessment: The designated authority will conduct an initial assessment to determine the severity and credibility of the allegations. If the complaint is deemed substantial, an investigation will be initiated promptly.

Individual and Witness Interviews: An investigation team, comprising impartial individuals, will conduct individual interviews with the parties involved to gather detailed accounts. Additionally, interviews with any relevant witnesses or individuals with pertinent knowledge will be conducted to ensure a thorough examination.

Evidence Collection: The investigation team will collect and analyse any available evidence, such as documents, emails, or other tangible materials that can contribute to understanding the alleged conduct. This step aims to ensure a comprehensive and unbiased assessment.

Conclusion and Reporting: Based on the gathered information, the investigation team will conclude the inquiry and prepare a detailed report. The report will include findings, recommendations, and proposed actions, which may involve corrective, disciplinary, or preventative measures. The report will be shared with the affected parties, management, and any relevant stakeholders, ensuring transparency and accountability in the resolution process.