- Admissions and Access Policy
To provide a clear statement on the admission of undergraduates and graduates to the College.
We seek to admit students of the highest academic potential, within the context of College policy on the subjects for which we admit students and the number of places available per subject.
Reviewed: 23 October 2019
The offer of a college place at graduate level will be dependent on prior offer of a place by the University.
CONDITIONS OF ACCEPTANCE OF A PLACE
By accepting a place at the College, the applicant agrees to accept the terms of the Student-College Contract and accept any fee liabilities where appropriate. International Undergraduates and all graduates will be required to provide proof of financial support prior to the start of their course. We aim to promote and participate in schemes that encourage applicants to the College and the University from groups that are currently under-represented. We seek to encourage and support applications from all those with suitable academic potential and from as wide a range of backgrounds as possible.
Policy on under 18 students
Under age students are treated academically the same as all other students, and are expected to follow the same course and engage academically to the same degree.
The College makes a distinction between under 18 students who are a) under 18 but are aged 16 or over at the time of their arrival, and b) under the age of 16 at the time of their arrival. The College can provide accommodation for students who are 16 or over.
For those under the age of 16 at the time of their arrival, the College requires these students to be living with a parent or legal guardian within the geographical radius determined by the University (within 25 miles from Carfax Tower in Oxford’s City Centre), during Oxford term time.
The College is an adult institution and cannot act in loco parentis. However, the College recognises the particular need for clear guidance and risk mitigation in relation to students who are under 18 years of age.
Before a place is confirmed, a risk assessment will be carried out. This may involve placing further non-academic restrictions on the student in situations where the college cannot ensure, or it places a disproportionate burden on other students or members of staff to ensure, that it can provide appropriate support or surveillance.
The student and their parents/guardian will be sent the risk assessment and further guidelines, including any further restrictions as soon as possible. At that stage, they have the option of deferring the place or the offer of a place, but not beyond the academic year agreed by the College.
We fully endorse the University statement on Equal Opportunities. Admissions procedures are kept under regular review to ensure compliance with this policy. We are committed to making academic study at the College as accessible as reasonably possible to all suitably qualified students. Applications from students with disabilities are considered on exactly the same academic criteria as those from other candidates. Decisions on admissions are made without regard to the sex, age, marital status, race, ethnic origin, colour, religion, sexual orientation, social background or other academically irrelevant consideration. At no time should a connection with a Fellow of the College (or any person involved in the admissions process), a familial connection or a possible Development prospect influence any admissions decision. Details of such connections should not be communicated to any person in that subject involved in the admissions process. The information should be reported to the Tutor for Admissions in the first instance or to the Senior Tutor or Academic Registrar. Admissions are competitive and decisions on admissions are based solely on the individual merits of each candidate and their suitability for the course they have applied to study (bearing in mind any requirements laid down by any professional body), assessed by the application of selection criteria appropriate to the course of study. At graduate level we only accept students whose subject area falls within the broad field of expertise of members of the current Fellowship. We consider applications from prospective visiting students only in subjects for which we have tutorial provision.
- Archives Collecting Policy
To provide a clear statement on the College Archives legal position and its collection.
Statutory Position and External Recognition
1. Fulfils the requirements of the college’s statutes for the keeping of “deeds and muniments, and all Registers, Minute Books, Accounts, Books, papers and other documents relating to the property or the affairs of the College” (statute 9.3 (1973)).
2. Is recognised by the Master of the Rolls as a repository for manorial and tithe documents under the Law of Property Act 1922 and the Tithe Act 1936.
3. Is recognised by the Historical Manuscripts Commission as a suitable repository under its A Standard for Record Repositories.
4. Are retained with due consideration to the General Data Protection Regulation 2016, (Regulation (EU) 2016/679).
Scope of Collecting
The Archives will collect:
1. Records produced by the college’s departments in the course of their administration of the college, its members, its societies and the college’s estates and other assets.
2. Records relating to the college, its buildings, societies, estates, members and activities, which may not have been produced by the college itself or which may not now be in the college’s custody.
3. Papers of members of the college, both junior and senior, where these contribute to an appreciation of the college and its history or where these reflect significant work carried out by those members, providing that those papers should not more fittingly be in another repository.
4. Records relating to collections that the college already holds.
The Archives will seek to avoid a conflict of interest with any other archive. In the event of such a conflict arising, the Historical Manuscripts Commission will be referred to as the final arbiter.
The Archives will give consideration to:
1. Records regardless of date.
2. Records in manuscript, printed or digital format.
3. Photographs, pictures, tapes and films.
4. Three-dimensional artefacts only if they relate to associated records.
5. Papers from former members or records relating to the college as donations in preference to deposits, with clear and valid title of ownership. Purchases will only be made of records of outstanding importance to the college.
6. Records will be selected in accordance with recognised records management procedures for the appraisal, review, retention or destruction of records, with due consideration given to:
· legal and financial compliance
· business continuity
· institutional memory and identity
· the limitations of space the college is able to dedicate to the housing of the archives.
Reviewed: 13 November 2019
- College Rules and Junior Member Handbook
The College Rules and Junior Member Handbook is available here.
- Complaints and Appeals
- Conference of Colleges Appeals Tribunal (CCAT)
Details of the CCAT regulations can be found on their weblearn site.
- Conflict of Interest Policy
Trustees, Heads of Department and any other Senior Staff and all members of Corpus Christi College Committees (henceforth, “College decision-makers”) have a legal obligation to act in the best interests of Corpus Christi College, in accordance with the College’s governing documents, and to avoid situations where there may be a real or perceived conflict of interest. In addition, the President or Vice-President, acting on the request of the Governing Body or otherwise, may require that any other person exercising decision-making functions for the College comply with this policy. The purpose of this policy is to protect the integrity of the College’s decision-making processes as well as the integrity and reputation of the College’s decision-makers. It does so by defining, removing, identifying and managing any real or perceived conflicts of interest.
2. Definition of a Conflict of Interest
2.1 Conflicts of interests arise where an individual’s personal interests or loyalties, or those of persons connected to them, conflict with or might appear to conflict with those of the College. For these purposes, "connected" means immediate family, close relatives, business partners and businesses in which the relevant individual (either alone or together with persons connected to him/her) has a significant interest in the form of control, share ownership or voting rights. Such conflicts might inhibit free discussion and result in decisions that are not fully in the interests of the College. Such conflicts also risk the impression that the College has acted improperly.
2.2 Examples of situations which could give rise to conflicts of interests include:
- Paid or unpaid employment or self-employment (including partnerships);
- Company directorships, consultancies, advisory posts, other positions of responsibility (whether remunerated or not);
- Public or voluntary sector appointments where the interests of the external appointee are not the same as those of the College;
- Substantial shareholding/s and beneficial interests (whether in terms of value or % of issued capital) held by you and / or members of your family in a company (a) in which the College has funds invested or (b) which may have dealings with the College. ‘Substantial’ would include a controlling interest;
- Membership of any special interest group;
- The receipt of a gift or of gifts.
2.3 If the relevant individual might gain personally from a proposed arrangement involving the College, that arrangement must not proceed unless it is permitted under the College's Statutes or the law or has been authorised by the Charity Commission.
2.4 A conflict may also arise where the relevant individual does not gain personally from an arrangement. Conflicts of loyalty (for example, to a body that deals with the College and to which the individual also owes duties) are treated in the same way as conflicts of interest for the purposes of this policy. Situations where there is or may be no actual conflict, but the perception of conflict gives rise to a risk of reputational damage to the College, should also be carefully considered.
2.5 Certain situations which might otherwise be considered to give rise to a conflict are authorised under the College’s Statutes.
3. Removing Conflicts of Interests
Wherever possible, College decision-makers must remove real or perceived conflicts of interest by withdrawing from interests outside those of the College.
4. Identifying Conflicts of Interest and the Declaration of Interests Register
4.1 Where a College decision-maker cannot remove a conflict of interest, the decision-maker must at the earliest opportunity declare to the College the conflict of interest.
4.2 To assist in declaring or otherwise identifying conflicts of interest, the Secretary to the Governing Body will maintain a Declaration of Interests Register containing all interests declared by College decision-makers. The purpose of the Register is to encourage College decision-makers to ensure the College has an accurate record of their interests such that any potential conflicts of interest can be identified. Each College Decision-maker must provide a return, even a return indicating no potentially conflicting interests exist:
1) within one month of appointment; and
2) at the start of each academic year in the College.
4.3 A declaration should be made at any meeting where the conflict of interest is relevant, as well as any context where decision-making takes place outside of a meeting. Where the decision-making takes place in a context without formal recording of such a declaration, the declaration should be to the College decision-maker’s line manager and, in case of doubt, to the Governing Body.
4.4 For the purposes of declaration, and of identification, College decision-makers should adopt a wide interpretation of conflicts of interest. Formal or informal advice on potential conflicts of interest is available through the Secretary to the Governing Body, and, where appropriate, should feature professional legal advice.
4.5 Provided that they constitute a quorum, the non-conflicted participants in the meeting will then:
1) assess the nature of the conflict;
2) assess the risk or threat to decision-making;
3) decide whether the conflict is non-trivial (i.e. that it is material or has the potential to be, or be perceived to be, detrimental to the conduct or decisions taken by the meeting); and
4) decide what steps to take to avoid or manage the conflict.
4.6 Notwithstanding any other mode of declaration or reporting, all conflicts of interest declared by the conflicted decision-maker or identified by another party at a College meeting must be reported in the minutes of that meeting, including:
- the nature and extent of the conflict;
- the name of the conflicted individual; and
- the actions taken in consequence of the conflict being declared or identified.
5. Managing Conflicts of Interest
5.1 Where a conflict of interest is declared or otherwise identified, and that conflict not been removed, the College decision-maker must withdraw from any subsequent discussion (unless invited to remain for the purpose of providing information) or decision-making process of matters relevant to the conflict. In particular, a conflicted College decision-maker must not vote on or be present during any vote on any matter about which s/he is conflicted.
5.2 College contracts should not be managed by individuals who are subject to a conflict in relation to them. Where an individual would usually be involved in the management of a College contract or similar arrangement in relation to which s/he has a conflict, the relevant line manager, or, failing all else, the Governing Body of the College, must consider whether any replacement in personnel or practice is required.
5.3 The Governing Body may proceed notwithstanding a conflict of interests only where doing so is authorised under the College’s Statutes.
5.4 This policy must be reviewed every three years.
Reviewed: 25 January 2017
- Cookies Policy
- Donations to External Bodies Policy
The College is a charity wholly focused on the provision of education and research. Our Statutes define the College’s objects as: “for the benefit of the public to advance education learning research and religion, in particular by providing a College in the University of Oxford”.
Whilst the College takes its obligations towards local and wider society seriously it is not a grant or donation giving entity and its primary goal is its core charitable objectives as described in the College’s Statutes.
When an external organisation solicits a donation from the College, the donation will be refused unless:
· There is a direct benefit or impact on the College’s core charitable purposes of research and higher education;
· The organisation is directly connected to the College, for example its Benefices;
· The organisation is offering a service which is deemed to be of material benefit to Corpus members or staff and which the College would otherwise directly incur an expense were it to provide the service directly (an example would be the Nightline service).
The Bursary will bring any requests it considers covered by these two exemptions to the Finance & Budget Committee for approval.
The Bursary will keep a log of all requests for annual submission to Governing Body.
Reviewed: October 2019
- Equality Objectives
The College's Equality Objectives are to:
1. Raise awareness of unconscious bias and ensure all tutors attend unconscious bias training
2. Update the College’s Equality Policy, publish and raise its profile both within and outside of the College
3. Pursue opportunities to proactively advance racial equality within the College
These objectives will be reviewed at least every 4 years.
Reviewed 14 June 2017
- Equality Policy
Corpus Christi College aims to foster an inclusive environment which promotes equality and values diversity. It welcomes diversity amongst its students, staff and visitors, recognising the particular contributions to the achievement of the College’s mission that can be made by individuals from a wide range of backgrounds and experiences. We will work to remove any barriers which might deter people of the highest potential and ability from applying to the College, either as staff or students.
In exercising its policies, practices, procedures and other functions the College will have due regard to its duties under The Equality Act 2010 and to the protected characteristics[i] within it. The College will not unlawfully discriminate against anyone on the basis of protected characteristics as specified in the Equality Act 2010.
No prospective or actual student or member of staff (including fellows, academic, academic-related and non-academic staff) will be treated less favourably than any other, whether before, during or after their study or employment at the College (subject to any legal constraints) in relation to the protected characteristics laid out in the Equality Act 2010.
The College’s Commitment
The College is committed to promoting equality of opportunity to all members of its community.
It will encourage applications for study and employment from the widest pool of potential candidates.
In relation to students the College is committed to ensuring that all of its activities are governed by principles of equality of opportunity, and that all students are helped to achieve their full academic potential. Decision on the admission of students will be based solely on the individual merits of each candidate and the application of selection criteria appropriate to the course of study.
This policy applies, but is not limited to, admissions, to teaching, learning and research provision, to scholarships, grants and other awards and benefits under the College’s control, to welfare and support services, to accommodation and other facilities, to health and safety, to personal conduct, and to student complaints and disciplinary procedures;
In relation to staff (including fellows, academic, academic-related and non-academic staff), the College will ensure that entry into employment and the progression within employment will be determined only by personal merit and the application of criteria which are related to the duties of each particular post and the relevant salary structure. In all cases, ability to perform the job is the primary consideration.
This policy applies, but is not limited to, recruitment and selection, training and development, promotion, pay and benefits (and conditions of service), facilities, health and safety, grievance and disciplinary procedures and termination of employment.
The College will pay ‘due regard’ to the need to eliminate unlawful discrimination, victimisation and harassment, advance equality of opportunity and foster good relations as set out in the Public Sector Equality Duty.
In order to realise its commitment and to fulfil the public sector equality duty, the College will
Promote the aims of this policy; Promote equality and foster good relations between people who share a relevant protected characteristic and people who do not share it; Be proactive in eliminating discrimination, including harassment, victimisation and bullying, through training and the production and dissemination of its policies, codes of practice and guidance; Have due regard to its obligations under relevant legislation, including the requirement to meet the Public Sector Equality Duties, ensure that its policies, codes of practice and guidance mirror the same, and reflect the provisions of new legislation; Whilst acknowledging that they are not legally binding, have regard to any Codes of Practice issued or adopted by the Equality and Human Rights Commission; Make this policy as well as all codes of practice and guidance, available to all staff and students; and Regularly review the terms of this policy and all associated codes of practice and guidance.
Allegations of harassment and bullying are covered by the College Policy and Procedure on Harassment which can be found on Weblearn.
Applicants for employment: should refer any concerns in writing to the Domestic Bursar in the first instance.
Members of staff: Allegations of harassment and bullying are covered by the College Policy and Procedure on Harassment and Bullying and as set out in the Employee Handbook.
The College reviews all of its policies on an annual basis.
[i] The characteristics protected by the Equality Act 2010 are: age, disability, gender reassignment, marital or civil partnership status (in employment), pregnancy and maternity, race, religion or belief (including lack of belief), sex and sexual orientation.
Reviewed: 29 May 2019
The Governing Body is responsible for securing compliance with the general and specific duties and for overseeing implementation of the policy. It is the responsibility of the Governing Body and the major College Committees that report to it to provide mechanisms through which the College’s strategic objectives for equality and diversity can be delivered.
The Equality & Diversity Fellow and the President are responsible for providing leadership in the promotion and implementation of the policy.
The Equality Committee is a committee of the Governing Body of Corpus Christi College. It is responsible for the development, implementation, monitoring, prioritisation and review of policies, procedures and practice to support the College’s Equality Policy in relation to staff, students, visitors and others closely associated with the College. It will meet each term or as required, and report to the Governing Body as to the effectiveness of the College’s equal opportunities policies and procedures.
College Officers and Heads of Department are responsible for the day-to-day implementation of the policy and delivery of the College’s strategic objectives for equality and diversity.
This policy applies to all members of the College community, including students and staff (including fellows, academic, academic-related and non-academic staff) whether permanent, temporary, casual, part-time or on fixed-term contracts, to job applicants, to student applicants, current and former students, to associate members and to visitors to the College.
All members of the College community are expected to act in accordance with this policy and to treat colleagues with respect at all times.
The College expects all members of the community to familiarise themselves with this policy and to behave in accordance with its principles by respecting equality of opportunity for all staff, students, applicants and visitors.
The College is committed to protecting its members from any form of harassment or discriminatory behaviour and regards any breach of this policy by any employee(s) or student(s) as a serious matter to be dealt with through its agreed procedures which are set out below:
Applicants: for feedback on admissions decisions see: (https://www.ox.ac.uk/admissions/undergraduate/applying-to-oxford/decisions/complaints-and-appeals?wssl=1 ) or write to the Tutor for Admissions & Access (firstname.lastname@example.org)
Students: for those who consider they have experienced or perceived improper discrimination or anything adverse to equality of opportunity should state their complaint or concern as appropriate to the Dean, Senior Tutor, Domestic Bursar or other College Officer.
- Equality Report 2017-18
Equality Report 2017-18
This report provides an overview of the College’s activities to promote equality and diversity during the period October 2017 and September 2018 (the academic year) and helps to fulfil its requirements under the Public Sector Equality Duty.
Under the Equality Act (2010), public bodies, of which the College is one, have both general and specific equality duties.
The general duties are to have due regard in decision making of the need to:
1. Eliminate discrimination, harassment, victimisation or any other prohibited conduct;
2. Advance equality of opportunity between persons who share a relevant protected characteristic and those who do not, by
a) Removing or minimising disadvantages suffered by people with various protected characteristics
b) Taking steps to meet the needs of people with a relevant protected characteristic where they are different from the needs of other people
c) Encourage people with a relevant protected characteristic to participate in public life or other activities where their participation is low.
3. Foster good relations between people who share a relevant protected characteristic and those who do not, by
a) Tackling prejudice, and
b) Promoting understanding between people from different groups.
The specific duties are:
1. To publish relevant, proportionate information showing compliance with the Equality Duty by 31st January 2012, and subsequently at intervals no greater than one year from the last publication.
2. To prepare and publish at least one specific and measurable objective that the College thinks it should achieve to meet any of the three aims of the equality duty by 6th April 2012 and at subsequent intervals no greater than four years.
This report satisfies the College’s first specific duty as noted above.
The Equality Committee is responsible for overseeing all matters of equality within the College. It meets once a term and reports to the Governing Body, the authority which has ultimate responsibility for ensuring the equality duty is met. The Committee reviews the College’s Equality Policy on an annual basis.
The Equality Committee membership comprises of the President (Chair), Equality & Diversity Fellow, Senior Tutor, Bursar, Domestic Bursar, Tutor for Admissions, Tutor for Graduates, Dean, Chaplain, Welfare Officer, a JCR representative, an MCR representative and a co-opted member of staff.
The remit of the Equality Committee is to have oversight of the equality and diversity of the College and in particular to:
· Consider all matters affecting the equality and diversity of the College as a community;
· Gather and review evidence from all sections of the College community relating to its diversity and on its approaches to promoting equality, identifying common trends or problems;
· Receive an annual report on the diversity of the College with a view to identifying common trends and problems;
· Review, from time to time, policy documents produced by the University or Conference of Colleges in matters of equality and diversity, and bring these to the attention of the Governing Body;
· Review the portions of the College Rules dealing with matters of equality and diversity annually, to ensure they remain appropriate and up-to-date;
· Review the policies and practices of the College regularly, to ensure that they are compliant with the relevant legislation on such equality and diversity matters;
· Consider any other matters that shall arise from time to time in the areas of equality and diversity, including matters of behaviour, such as bullying and harassment; and
· Generate and prioritise potential actions to promote equality and diversity and make recommendations to the Governing Body on equality and diversity matters.
Governing Body approved the following objectives in line with its Public Sector Equality Duty in June 2017; they will be reviewed at least every 4 years.
· Raise awareness of unconscious bias and ensure all tutors attend unconscious bias training.
· Update the College’s Equality Policy, publish and raise its profile both within and outside the College.
· Pursue opportunities to proactively advance racial equality within the College.
78% of all Fellows have undertaken implicit bias training; 92% of those Fellows who are Tutors have undertaken the training.
90% of support staff (ie non-academic staff) have undertaken equality and diversity training.
Review of 2017-2018
There has been increased awareness of equality and diversity issues across the College; specific examples of action taken which demonstrate this include:
· Appointment of an Equality and Diversity Fellow who is a Fellow of the college and a member of the Governing Body. Their remit is
- to progress the College’s equality objectives;
- to advocate on equality and diversity matters including working with student representatives to provide safe spaces for the expression of equality issues;
- to provide avenues of communication and resolution of equality issues;
- to represent the College at the Conference of Colleges Equality Forum;
- to represent the College at University Committees where equality and/or diversity matters are being discussed;
- to maintain awareness of the University’s equality work and
- to act as the College’s Public Sector Equality Duty Lead.
· Delivery of equality and diversity training to non-academic staff.
· The requirement that all Fellows undertake the University provided implicit bias training (formerly unconscious bias training). Completion and certification of the course is logged.
- Publication of the College’s Gender Pay Gap report.
· A gender questionnaire was circulated to all students and Fellows of the College; focus groups then met to discuss the results of the questionnaires and reported back to the Equality Committee.
· Student representation on the Equality Committee and at other relevant College Committee meetings.
· Extension of a junior research fellowship to compensate for absence whilst on maternity leave.
· Flexible working for non-academic members of staff to enable working school terms only and the ability to cover childcare responsibilities.
· The collection of equal opportunity monitoring forms from applicants for all vacancies to enable data analysis.
Student specific support and/or activity
· Continued support and reasonable adjustments made (with the assistance of the University’s Disability Advisory Service -DAS) to students with Specific Learning Difficulties (SpLD) including extended library book loans and exam adjustments and to other students registered with the DAS for whom a Student Support Plan is received.
· Flying of the Pride flag during the month of February;
· Accommodation of special dietary requirements for religious or health reasons;
· A tri-college initiative (with Merton and Oriel colleges) to share equality events and provide a budget for students to apply for funding to host equality and diversity events within each college;
· Some of the JCR peer supporters have attended training as Peers of Colour and Rainbow Peers
· The JCR Equality Committee comprises the Equal Opps President, an LGBTQ+ Rep, Women’s Rep, Disabilities Officer, BME Officer, Access Officer and the Mental Health Rep.
· The JCR seminar series ‘Corpus Converses’ hosted a symposium on Race and Admissions to Oxford with discussion focussing on the admissions experience and process for students of colour.
· The JCR run a Race Workshop, Disability Workshop and a Sexual Consent Workshop during freshers’ week.
Admissions and outreach activity
· Publication of the College’s inaugural Outreach Report. Amongst many points of note some key points include 61% of engagement is with female students and 28% is with BAME students (of whom 4% were Black British). Moving forward this publication will be produced on an annual basis.
·Reasonable adjustments made for admissions candidates with a known disability/SpLD.
28 March 2019
 Protected characteristics are: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Marriage and civil partnership are protected in relation to eliminating discrimination in employment.
 Now known as implicit bias
- Freedom of Speech and Events Policy
Free speech is the lifeblood of a university. It enables the pursuit of knowledge. It helps us approach truth. It allows students, teachers and researchers to become better acquainted with the variety of beliefs, theories and opinions in the world. Recognising the vital importance of free expression for the life of the mind, a university may make rules concerning the conduct of debate but should never prevent speech that is lawful.
Inevitably, this will mean that members of the College are confronted with views that some find unsettling, extreme or offensive. The College must therefore foster freedom of expression within a framework of robust civility. Not all theories deserve equal respect. A university values expertise and intellectual achievement as well as openness. But, within the bounds set by law, all voices or views which any member of our community considers relevant should be given the chance of a hearing. Wherever possible, they should also be exposed to evidence, questioning and argument. As an integral part of this commitment to freedom of expression, we will take steps to ensure that all such exchanges happen peacefully. With appropriate regulation of the time, place and manner of events, neither speakers nor listeners should have any reasonable grounds to feel intimidated or censored.
It is this understanding of the central importance and specific roles of free speech in a university that underlies the detailed procedures of Corpus Christi College, adopted on 15 June 2016 and laid out below. These procedures also constitute the College’s compliance with the terms of section 43 of the Education (No2) Act, 1986.
In the procedures that follow, ‘Key Individuals’ are those who have received PREVENT training, viz. the Vice-President (PREVENT lead), the Senior Tutor, the Tutor for Graduates, the Dean, the Domestic Bursar, the Chaplain, the Dean of Welfare and the Academic Registrar.
1. College rooms may normally be booked for speaker meetings or other events according to the following procedures:
· Junior members and all others apart from fellows who wish to organise events on College premises (or events held elsewhere which are College-funded, affiliated or branded) must apply to the Domestic Bursar, using the existing forms (see Annexe 1, below) or via the email facility ‘email@example.com’. Applications will normally be handled according to the judgement of the Domestic Bursar, having in mind the principle of freedom of speech, the availability of facilities, and the peace and wellbeing of the College community.
·Fellows who wish to organise events on College premises (or events held elsewhere which are College-funded, affiliated or branded), and any lecturer of the College, or other approved person acting as a tutor for the College, who wishes to organise teaching activity according to what is specified in the curriculum and/or agreed with the Senior Tutor, may use the email facility ‘firstname.lastname@example.org’ or consult the Domestic Bursar directly. In general, fellows and lecturers are responsible for determining whether a risk assessment is necessary and for conducting their own risk assessments.
·Conference organisers and any other persons hosting events on College premises must follow the procedures that are set down for them by the Domestic Bursar and act in accordance with the College’s standard booking terms and conditions, which are available on our web-site (http://www.ccc.ox.ac.uk/Terms-and-Conditions/)
2. Where the nature of a proposed meeting or event, the identity of a speaker or speakers, or some other factor gives rise to concern on the part of the organisers or any other member of the College, each such person is responsible for bringing their concern to the attention of the Domestic Bursar. Members of the College must always report events when they consider that:
· the meeting or event may give rise to an environment in which people will experience, or could reasonably fear, discrimination, harassment, intimidation, verbal abuse or violence, particularly (but not exclusively) on account of their age, disability, gender identity, marriage or civil partnership, pregnancy, maternity, paternity, race, religion or belief, sex or sexuality;
· a proposed external speaker is a member of, or is likely to use the event to encourage support for, an organisation proscribed under the Terrorism Act, 2000 (listed at https://www.gov.uk/government/publications/proscribed-terror-groups-or-organisations--2), or that the event or meeting is likely to pose a risk of encouraging terrorism or of drawing people who attend into terrorism;
· the meeting or event is likely to pose a risk to the health and safety of those lawfully on the College’s premises; or that it may prompt a risk to public safety.
3. Any member of the College who is in any doubt about whether a given event or meeting is a cause for concern is under an obligation to consult the Domestic Bursar, who will consult at least two of the other Key Individuals and with them jointly determine whether to apply the procedures described in the following clauses.
4. Organisers of meetings or events which cause concern must supply details of the following to the Domestic Bursar:
· the time and date of the proposed meeting or event;
· the proposed location of the meeting or event;
· the names of the organisers (including the names and addresses of any organisers who are not members of the College);
· the name of the organisation making the arrangements;
· the name of any expected speaker(s) and whether or not they are members of the University;
· an overview of the meeting or event and any topics that may be covered;
· whether the event will be open to members of the public.
5. nformation must be supplied at least seven working days in advance of the event (though the Domestic Bursar may, at his/her discretion, agree to receive information closer to the time of the event than this). Having consulted at least two of the other Key Individuals, the Domestic Bursar may cancel any meeting or event where the required information has not been provided seven working days in advance.
6. All decisions concerning meetings or events will be reached by the Domestic Bursar and at least two other Key Individuals following careful consideration of the evidence presented to them and the impact of the proposed event and the possible courses of action on the College’s legal duties under the Human Rights Act, the Education (No 2) Act and the Equality Act, to eliminate unlawful discrimination, to promote equality of opportunity, to protect freedom of speech within the law and to promote good relations between different groups. Any actions taken will be limited to those that are, in the judgement of the Domestic Bursar and at least two other Key Individuals, reasonable, proportionate and necessary to ensure, as far as reasonably practicable, that events are directed to lawful purposes and do not cause a significant risk to the health and safety of those lawfully on the College’s premises or to the public.
7. The Domestic Bursar, acting in consultation with at least two other Key Individuals, has the power to postpone or relocate a meeting or impose conditions. Such conditions may include, but are not limited to, a requirement: that tickets should be issued; that an adequate number of stewards should be provided; that the police should be consulted about the arrangements; and that the time and place of the meeting should be changed. The cost of meeting the requirements and the responsibility for fulfilling them rest with the organisers.
8. In the event that the Domestic Bursar, acting in consultation with at least two other Key Individuals, considers that the risks posed by the proposed meeting or event cannot reasonably be mitigated by conditions, s/he has the right to cancel the event. The cost of cancellation rests with the organisers.
9. The Domestic Bursar will communicate his/her decision to the organisers of the event as promptly as possible, and will set out reasons for the decision.
10. If an organiser is unhappy with the outcome of a decision of the Domestic Bursar, s/he may write to the President, setting out clear reasons for unhappiness with the decision and requesting a reconsideration of the decision.
11. The President will take advice from as many members of Governing Body as is practicable, excluding those involved in the original decision; s/he may also take advice from university legal officers. S/he will then reach a decision on the appeal and communicate it as promptly as possible to the organisers, setting out reasons for his/her decision.
Reviewed: 4 December 2019
- Gender Pay Gap Reporting
Corpus Christi College is fully committed to ensuring equal opportunities for staff and students.
Our voluntary completion of the Gender Pay Gap reporting process stands as testimony to this commitment and has allowed us to understand our organization more completely and to take appropriate action to narrow the gap where possible.
Our mean average gender pay gap (females lower than males) is 10.6% (11.4%) and the median average gender pay gap fell to 29.3% from 37.2%.
Our pay gap is heavily influenced by a higher proportion of female staff occupying more junior and lower skill level roles and by the relative lack of senior management positions held by females. In the section on reducing the gap we outline specific measures to ensure that there is no conscious or unconscious bias in the processes used to select senior staff. It is encouraging that the gap at median point narrowed substantially in 2019.
The quartile bands were achieved by ranking the male and female hourly rates from the lowest to the highest. We then divided the list into four sections with an equal number of employees in each section. If there were a number of employees on the same hourly rate of pay crossing two quartiles, we ensured the split between male and female was as even as possible. We then applied the relevant calculations to each quartile to show the proportion of male and female employees.
The proportional representation in each quartile at the census date of April 2019 is as shown below:
Pay Proportion by Quartile
Lower Lower Lower middle Lower middle Upper middle Upper middle Top Top 34.9% 65.1% 57.1% 42.9% 46.0% 54.0% 74.6% 25.4%
Corpus Christi College acknowledges that the gap is currently too wide and greater efforts must be made to narrow it. A number of measures have been put in place to address these issues of balance and we began to see some progress on this in 2019. There has been a detailed examination of gender pay across the same job types and categories to ensure that all genders are treated with equality within identical job categories. Additionally, the College has appointed a Diversity and Equality Fellow who is engaged in a series of consultations with students and Fellows about how the College might continue to improve gender equality. Actions taken by the College include Diversity and Unconscious Bias training for staff involved with recruitment and a close attention to the composition of appointment and remuneration panels so that they embody a gender balanced structure. In addition, many of our academic staff hold joint appointments with departments that engage with the Athena SWAN initiative. Corpus mirrors their equality and diversity focused actions in joint position recruitment which, along with our internal actions, indicates our serious commitment to tackling gender inequality. We will continue to work to narrow this gap within the constraints that the College faces, in particular the large number of lower paid female housekeeping staff.Reducing the Gap
For more information contact our Academic Registrar at email@example.com