Equality and Diversity

West Lothian College is committed to the provision of equal opportunities in all aspects of
college life.

We have a range of policies which ensure that staff, learners and visitors are treated equally regardless of colour, race, nationality, ethnic or national origin, religion or belief, disability, gender or gender reassignment, age and sexual orientation, pregnancy and maternity, marriage or civil partnership.

We value diversity and aim to advance equality of opportunity, foster good relations and eliminate discrimination, victimisation and harassment in all our activities.

We also support LGBT organisations such as LGBT youth. For further information on LGBT youth, visit: www.lgbtyouth.org.uk

In 2019 we achieved sliver LGBT charter status. Read more about it here: West Lothian College achieves Silver LGBT charter status (west-lothian.ac.uk)

Our Equality, Diversity & Inclusion Policy and Equalities Action Plan outlines how we will meet our General and Public Sector Equality Duties. The Equality Mainstreaming Report reports on progress made against our actions. Additional documents that support Equality work are:

Equality Mainstreaming Report

Corporate Parenting Plan

Corporate Parenting Plan Update March 2018

Equality, Diversity and Inclusion Policy

Gender Action Plan 2018-2020

Updating of the Gender Action Plan is currently on hold due to Covid19 as per instruction from the Scottish Funding Council. We are considering the outcomes as part of our Public Sector Equality Duties. 

British Sign Language Plan

British Sign Language Plan Video


Joint Commitment on Race Equality in Employment

The Scottish Parliament’s Equalities and Human Rights Committee inquiry of 2020 has highlighted the persistent issues that impact on outcomes for minority ethnic people in Scotland moving into, staying in and progressing in employment. Their recommendations below highlight both systemic issues perpetuating race inequality in recruitment practice and in the workplace, as well as the need to improve practices such as the gathering and analysis of workforce data to inform action plans and determine measurable outcomes:

  • “The Committee recommends those in public authority leadership positions undertake an assessment of their organisation’s understanding of racism and the structural barriers that may exist within their organisations. Public authorities should integrate their ambitions into their next strategic plan. Their strategic goal should be underpinned by specific outcomes and supported by timely monitoring. Public authorities should be transparent about their targets and their progress in delivering their outcomes.”
  • “The Committee recommends public authorities should review their recruitment procedures and practice against the Scottish Government’s toolkit and make the necessary changes.”
  • “The Committee recommends that all public authorities subject to the Scottish specific Public Sector Equality Duty should, as a minimum, voluntarily record and publish their ethnicity pay gap and produce an action plan to deliver identified outcomes.”

West Lothian College accepts these recommendations, and we are absolutely committed to taking them forward, as well as supporting other public sector organisations to do so. We recognise that a ‘team Scotland’ approach is required and our public sector should lead the way as we work to make Scotland a Fair Work nation

The importance of employment in addressing racial inequality cannot be overstated, and in this current climate where inequalities have not only been highlighted, but further exacerbated by the COVID-19 pandemic, never has there been a greater need to take action.

We will embed the recommendations into the strategic objectives of our organisations and the performance objectives of our senior leaders. We will take responsibility to assess our organisation’s understanding of institutional racism and proactively challenge and change practices that disadvantage minority ethnic communities. We will ensure that minority ethnic communities are involved in shaping this change.

We recognise that taking forward the recommendations represents not a final, but a further step, and therefore this work will form part of the continuum of activity to tackle race inequality in employment.