In keeping with these principles, we are committed to building an inclusive and safe learning and working environment where the values of respect and tolerance are at the heart of College life.

To help us achieve this, we have adopted a zero tolerance approach to any form of discrimination, bullying or harassment in our learning or workplace environments.

To help us achieve our goals, we:

• Have adopted a zero tolerance approach to discrimination, bullying or harassment 
• Are constantly striving to move beyond legal compliance into best practice
• Celebrate equality and diversity 
• Have published a wide range of equality information that outlines how we aim to achieve our goals, and how we will drive equality and diversity forward over the next few years

As part of the Luminate Education Group, which includes Leeds City College, we share key policies – including equality and diversity policies which can be found below:

Equality & Diversity Policies

Policy against Bullying, Harassment and Victimisation (Incorporating Dignity at Work)

Preventing Harassment and Bullying Policy (students)

Disability Statement

Equality and Diversity Policy

Equality & Diversity Information Reports

Equality, Diversity and Inclusion Annual Report 2019-2020

Equality, Diversity and Inclusion Annual Report 2020-2021

Equality, Diversity and Inclusion Annual Report 2021-2022

Challenging Anti-Muslim prejudice and Islamophobia 

Luminate Education Group is committed to eradicating all forms of religious hate crime and hate against Muslims. It is unacceptable for anyone to feel unsafe while practising their religion and we continue to have a zero-tolerance policy towards the hatred of Muslims. We have adopted a definition of Anti-Muslim prejudice, so that perpetrators can be held accountable for their actions, which is described below.

Anti-Muslim Prejudice is hatred and discrimination against anyone of Islamic faith on grounds of their belief and practice.

This could manifest in:

• Inciting or carrying out acts of racism, hatred and violence against people, and those perceived to be, of the Islamic faith (Muslims).
• Direct or indirect acts of discrimination and exclusion including policy and practice within organisations, which deny Muslims legitimate, fair and equal access to opportunities, facilities and services because of their faith, beliefs and practice.
• Denying people of the Islamic faith the opportunity to practise their faith values, free of harassment, fear of violence against them or fear of incurring discrimination and hatred against them.
• Actions which perpetuate a climate of mistrust, fear and a sense of marginalisation about or within the Islamic community e.g. remarks by individuals and groups that can be made without fear of being held to account.  Also use of print, social or electronic media to align and create fear and division surrounding the Muslim community.

Tackling Antisemitism

The IHRA’s working definition of antisemitism, and its examples, was formally endorsed and adopted by the Luminate Education Group board in December 2020. Subsequent boards at Keighley and Harrogate also endorsed and adopted this definition in January 2021.

This definition sets an example of responsible conduct for organisations. It gives us a practical, widely approved tool to understand how antisemitic acts can manifest.

Antisemitism, alongside other forms of discrimination, are on the rise and remain a significant national challenge – impacting cities and towns across the UK, and our staff and student communities here in Yorkshire.

The Luminate Education Group, through its work in Equality, Diversity and Inclusion, is working to actively confront and eliminate discrimination to achieve systemic change. This is simply one important element in a much wider programme of work aimed at achieving this.

Legal Duties

Our equality information reports and equality objectives set out how we are meeting our legal duties under the Equality Act 2010.

Investors in Diversity

The College is proud to hold the Investors in Diversity Award, which provides an all-encompassing methodology for improving Equality, Diversity and Inclusion (EDI) practices in the workplace.