Diversity & Equality
As a Trust that supports the principle that all our academies are unique, it should not be surprising to hear that we believe that it is the diversity of individuals that enriches who we are and what we can achieve.
Equality of Opportunity
We recognise that some individuals find it harder to secure a job due to others’ prejudices and discrimination. We select all candidates for interview based on the demonstration of knowledge, skills, qualifications and experience.
We are committed to the fair treatment of existing and potential staff regardless of a person’s age, disability, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation or offending background.
Assistance
If you require any support or adjustments to be considered in completing an application or attending an interview please contact the academy to which you are applying where staff will be pleased to assist and advise.
Right to Work in the UK
The Academy Trust and its academies have a legal responsibility to check that all employees are entitled to live and work in the UK. You will be required to provide evidence of your eligibility to work in the UK, in accordance with UK Visas and Immigration, before you can undertake any paid work for the University. If you need any further information or guidance please visit the home office website:
https://www.gov.uk/government/organisations/uk-visas-and-immigration
Recruitment of Ex-offenders
We undertake not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
Having an “unspent” conviction will not necessarily bar an applicant from employment; this will depend on the circumstances and background to the offence with regard to the post applied for.
At interview, or in a separate discussion, we 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.
Please refer to Safeguarding in Recruitment for further details.
If you have any queries or concerns in this regard please email unicathr@chi.ac.uk in confidence.
Monitoring for Equality
In order to monitor the effectiveness of our Equality and Diversity Policy, we ask that all applicants complete the Monitoring for Equality part of the application. The information in this section will only be used to monitor the company's recruitment procedures and will not be used in the selection process. Completion of this part of the application is not compulsory. Information provided will be held separately from your application and used for equal opportunities monitoring purposes only.
Safeguarding and Recruitment
We are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment. We will ensure that all our recruitment and selection practices reflect this commitment and all successful candidates will be subject to Disclosure and Barring Service checks along with other relevant employment checks.
At least one member of the interview panel will have undergone formal safer recruitment training. All staff involved in the recruitment and selection process will have undertaken the Trust's recruitment and selection training which includes equality and diversity and safeguarding considerations.
Disclosure and Barring Service Checks
The University of Chichester Academy Trust and its academies use the Disclosure and Barring Serg and to help assess applicants’ suitability for positions of trust.
The Disclosure and Barring Service helps employers to make safer recruitment decisions. A Disclosure is only requested after a thorough assessment has indicated that one is both proportionate and relevant to the position concerned.
The DBS Certificate is proof that the individual concerned does not have any previous conviction under the Rehabilitation of Offenders Act 1974, which could be relevant to their work at the Trust or its academies. Under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1075, applicants for teaching posts are among those who are not entitled to withhold information about any previous criminal conviction.
Following your appointment, the academy in which you will be working will send you details of what you should do to obtain a Certificate.
Data Security and retention
The following applies to the Trust and its academies:
1. No information regarding disclosed criminal convictions or Disclosure will be released to any individual or organisation, unless they are authorised to receive it under Section 124 of the Police Act Part V 1977.
2. All Disclosure information will be stored in secure, locked filing cabinets. Once a recruitment (or other relevant) decision has been made, we will not keep Disclosure information for any longer than is absolutely necessary. This is generally for a period of up to six months, to allow for the consideration and resolution of any dispute relating to the recruitment decision or Disclosure information. In exceptional circumstances information may need to be retained for longer, but this will not be done without consulting the DBS. After this time the individual that received the disclosure will shred the Disclosure information. No photocopy or other image of the Disclosure will be retained.
4. A record of the date of disclosure, the name of the subject, the type of disclosure, the position in question, the unique number issued by the DBS and the recruitment decision taken will be retained in accordance with DBS advice.
5. Once the retention period has elapsed, the University will ensure that any Disclosure information is destroyed by secure means, i.e. by shredding.
Gender Pay Gap
The University of Chichester Multi-Academy Trust (‘the Trust’) is committed to a culture which is inclusive and equitable, enabling opportunities for all to develop. The reported figures were created from the Trust’s HR system and does not include Central Trust staff. In 2020/21 two-thirds of the Directorship were female.
Gender Pay Gap Return for census period 2021
University of Chichester Academy Trust Gender Pay Gap Report for census period 30/3/2018
University of Chichester Academy Trust Gender Pay Gap Report for census period 30/3/2017
Further information on Certificates of Good Character can also be obtained from the Foreign and Commonwealth Office website at Guidance on the application process for criminal records checks overseas - GOV.UK (www.gov.uk)
Code of Practice:
The University of Chichester Academy Trust and its academies undertake to comply with the DBS Code of Practice. A copy of the Code is available from unicathr@chi.ac.uk or from the DBS website DBS code of practice - GOV.UK (www.gov.uk). If you believe this Code has not been complied with, you should complain to the DBS directly at:
DBS Customer Services
PO Box 3961
Royal Wootton Bassett
SN4 4HF
Telephone: 03000 200 190
Email: customerservices@dbs.gov.uk