At Lakes College we are committed to providing a learning and working environment that is based on equality of opportunity, and which embraces and celebrates the diversity of our staff, students and community. We recognise diversity can be multi-dimensional and may include any combination of the following: race, gender, disability, age, sexual orientation, faith, and gender reassignment, as well as social and educational background, nationality, marital status and family or care responsibilities.

Our approach

We are committed to ensuring equality of opportunity and fairness in all areas of the College, and value the diversity of our colleagues and students as well as the people living within our local communities.

We recognise Equality and Diversity is a College-wide priority and that all Lakes College employees and students are responsible for promoting inclusive practices and positive relationships between people of all groups.

Our commitment is strengthened by a number of strategies and policies, including:

Equality and Diversity Strategy

Single Equality Policy

Staff Profile

To further our understanding of the diversity within the College we have completed a staff survey in January 2012. As part of the College’s commitment to diversity we are looking at strategies to increase the diversity of our community. Our Equality and Diversity Annual Report which will be published in July 2012 will compare our evolving Staff Profile to census data due to be published in June 2012.

Staff Gender Profile

The College's gender profile has remained consistent since the College's annual report in July 2011. This profile is consistent with the Further Education Sector. This is defined by the availability of part-time employment for teaching and business support staff which tends to attract female applicants.  No current members of staff have chosen to declare themselves as trans-gender.  The College is undertaking a further review of its gender profile by area of work and this will be made available in the Equality and Diversity Report due to be published in July 2012.

Staff Age Profile

The College profile by age demonstrates the long periods of service and commitment staff have to the College. Both of which are actively encouraged and rewarded. This has resulted in an age profile which show significantly higher numbers of staff in the 40-59 range than is seen in the rest of the Further Education sector.  The College had previously lower representation by the under 25's and took active steps to improve this through introducing a College apprentice scheme. The College is undertaking a further review of its age profile by area of work and this will be made available in the Equality and Diversity Report due to be published in July 2012.

Staff Ethnicity Profile

The College is currently 100% white which is a drop of 3% from the previous academic year. This drop was due to staff leaving for job changes and relocation. This is lower than the College cohort and local population both of which are growing. Recruitment of staff from Black and Ethnic Minorities remains a challenge for the College and the College is undertaking steps to improve its recruitment of BME staff both locally and nationally.

Staff Disability Profile

The College's profile of declared disabilities has improved from 1.3% to 3% in the recent staff survey. This is indicative of the College's approach to an inclusive agenda which seeks to allow staff to feel comfortable with making such disclosures.  Due to the low proportion of staff with a declared disability further analysis by type of disclosure has not demonstrated any significance. The College's student cohort with a disability is significantly higher but this is a reflection of its significant and growing work with young adults with learning differences. It should be noted that 3% is still significantly low for the sector and the College will be undertaking more work to review if there are undisclosed disabilities amongst its staff.

Staff Faith Profile

Staff were asked to declare their faith for the first time in the Staff Survey conducted in January 2012. Prior to this the College had no data on staff faith.  The College is putting in place strategies to improve the number of declarations made and provide a full range of faith options in its disclosure.

Staff Sexuality Profile

Staff were asked to declare their sexuality for the first time in the Staff Survey conducted in January 2012. Prior to this the College had not data on staff sexuality.

Staff Marital Status Profile

Staff were asked to declare their marital status for the first time in the Staff Survey conducted in January 2012. Prior to this the College had no data on staff martial status.