Registrar's office ‘Queen's Unversity Beast Bolfast 8T7 1NN Norther retand Tel +44 (0) 28 9097 2500 Fax +44 (0) 28 9087 2510, wen qub 2c. Our ref. FOW10/56 28 May 2010 Mr 1 Benson 10 County House Mews Monkgate York YO31 7NR Dear Mr Benson Freedom of information Request ~ Terrorism My letter, dated 26 April 2010, on the above refers. Having reviewed your request and consulted with appropriate colleagues, | would respond as follows’ 1a. Does your institution provide any information or advice to students or staff on any potential liability under Terrorism legislation which might result from accessing materials for teaching or research? No. ‘1b. If So, please provide copies of any documents held which detail or refer to such information or advice. Not applicable. 2. Does your institution have any kind of procedure to review or assess reading lists, module descriptors or other teaching materials which explicitly or in practice considers questions of safety and risk under terrorism legislation as part of its remit? No. 3. Does your institution have any system, policy or procedure in place for dealing with any potential actions taken by the authorities against the institution, its students or staff under Terrorism legislation? If so, please supply a copy of the policy and advise the date it was decided upon and implemented. ‘The University's Disciplinary Procedures would be used in such circumstances - | would refer YOU tothe following link to access tne information you require: htto:Jhwww. qub ac. uk/directorates/HumanResources/PersonnelDepartmenl/PerformanceCond uctAndEmployeeRelations/#d en 1372894. Does your institution have any system, policy or procedure in place for ‘preventing violent extremism’ as recommended, for example, in the government guidance document ‘Promoting Good Campus Relations’. No. Please indicate what procedures or policy exist and advise when it was decided upon and implemented, and provide copies of any documents held which detail or refer to such policy or procedures. A copy of the University's Equality and Diversity Policy is attached as Appendix 1 In issuing this information, the University has fulfilled its obligations under the Freedom of Information ‘Act 2000. If you are dissatisfied with the response provided, please put your complaint in writing to me at the above address. If this fails to resolve the matter, you have the right to apply to the Information Commissioner. Yours sincersly Debbie Troy Registrar's Office24 22 23 24 Ea Appendix 1 QUEEN'S UNIVERSITY BELFAST Equality and Diversity Policy Introduction Queen's University Belfast is committed to the promotion of equality of opportunity and to creating and sustaining an environment that values and celebrates the diversity of its staff and student body, in pursuance of the principle of equality of opportunity which was enshrined in the University’s Charter of 1908. Policy Statement ‘The University values and promotes equality and diversity and will seek to ensure that it treats all individuals fairly and with dignity and respect. It is opposed to all forms of unlawful and unfair discrimination. The University seeks to provide equality to all, irrespective of: gender, including gender re-assignment; marital or civil partnership status; having or not having dependants: religious belief or political opinion; race (including colour, nationality, ethnic or national origins, including Irish Travellers): disability: sexual orientation and age. This policy applies to: () all applicants for employment, employees and all those who work for the University (including members of Senate and its core committees) and relates to all decisions in respect of recruitment and selection, promotion, access to training and the provision of terms and conditions of employment; and (i) all student applicants and potential applicants and relates to all decisions in respect of the admission of students and the provision of all services to students including teaching and supervision, assessment, progression and award, and support services. The policy is reflective of the University’s commitment to develop fully and utilise the talents of all its staff and students. Commitment to policy The University is committed to: - actively promoting equality of opportunity and to respecting and celebrating the cultural diversity within the University; = promoting a good and harmonious environment free from flags, emblems, posters, graffiti or other material or actions or language likely to be provocative, offensive or intimidatory; - futfling its legal obligations under the equality legislation and associated codes of practice; and - taking lawful affirmative and positive action, where appropriate.44 42 43 44 51 52 53 BA Status of the Policy This policy forms part of the formal contract of employment for staff and part of the agreement between students and the University. Breaches of the policy will be regarded as misconduct and may lead to disciplinary proceedings. All visitors to the University will be expected to comply with the policy. Those contracted to work at or for the University, including sub contractors, will be expected to comply with the policy. Breach of the policy could result in the ‘termination of the contract, Implementation The Senate of the University has ultimate responsibility for the effective implementation of the Equality and Diversity Policy. The practical application of the policy rests with senior managers, including the President and Vice-Chancellor, the Registrar and Chief Operating Officer, the Deans, Heads of School and Directors. ‘The Director of Academic and Student Affairs is responsible for ensuring that student- related issues are effectively addressed. The Director of Human Resources, in conjunction with the Equal Opportunities Manager, is responsible for ensuring that staff-telated issues are effectively addressed. While senior managers and student sabbatical officers have a particular responsibility for ensuring compliance, all members of the University, including students and staff must abide by it In order to implement this policy the University will - communicate the policy to employees, applicants for employment, those working for the University, students and those applying to study at the University; - incorporate specific and appropriate duties in respect of implementing the equality and diversity policy into job descriptions and work objectives of staff; - provide equality and diversity training and guidance for staff as appropriate, including training on induction and management courses; - advise all students of their responsibilities to the University and to other students in relation to this policy; - ensure that those who are involved in recruitment and selection exercises asic teteliaesdd ten conenealimrertig haasiineeiatie Mester heees6.4 62 63 64 65 77 72 73 - take appropriate lawful affirmative or positive action, for example, including statements in job advertisements encouraging members of under-represented groups to appiy and developing specific outreach programmes; and - ensure that adequate resources are made available to full the objectives of this policy. Monitoring and Review The University will maintain appropriate staff and student information and monitoring systems to assist the effective implementation of this policy. Information relating to applicants for employment and staff will be monitored by the University's Equal Opportunities Unit and information relating to student applicants and students will be monitored by the University's Planning Office. All such information will be treated sensitively and in accordance with the University's data protection policy. The effectiveness of this policy will be kept under review and amended to reflect developments in equality legislation and best practice. The University will consult with the recognised trade unions, the Students’ Union and the Equality Commission for Northern Ireland with respect to this policy. Complaints Members of staff who believe they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the appropriate grievance procedure. A copy of the procedures are available at www. quib.ac uki/directorates/HumanResources/EqualOpportunitiesUnit/ or in hard copy oF altemative formats, such as enlarged print, in Braille, audio technology, on request from the Equal Opportunities Unit Students who believe they have suffered any form of discrimination, harassment or victimisation are entitied to raise the matter through the Student Complaints Procedure. A copy of this procedure is available at www.qub.a¢.uk/directorates/AcademicStudentAftairs/Publications/DASAPoliciesandP roceduresManual/ or in hard copy or alternative formats, such as enlarged print, in Braille, audio technology, on request from Academic Affairs. Every effort will be made to ensure that any person making a complaint will not be victimised. All complaints of discrimination, harassment or victimisation will be dealt with promptly and confidentially. If on investigation, it is established that discrimination, victimisation or harassment has occurred, disciplinary action will result and may warrant dismissal/expulsion. ‘Aoproved by Senate 24 June 2008ot lo \ Brians oie ee Mr lan Benson 10 County House Mews, Monkgate, York YO31 7NR 01904 673880 24” May 2010 Refi Fol_Response_169 Dear Mr Benson Thank you for your request for information received on 26” April 2010 concerning terrorism policies. Please find enclosed information in response to your request. The supply of documents under Freedom of information does not give an automatic right to re-use the documents in a way that would infringe copyright, for example, by making multiple copies, publishing and issuing copies to the public, Brief extracts of any of the material supplied may be reproduced under the fair dealing provisions of the Copyright, Designs and Patents Act 1988 for the purposes of research for non-commercial purposes, private study, criticism, review and news reporting. The supply of this information does not imply any consent on behalf of the University to receive unsolicited calls, emails or mail from commercial companies Your request is suibject to the terms of the Freedom of Information Act 2000. Under these terms, you have the right of complaint. Your initial course of action should be through the University’s own complaints procedure. Please contact FO1@hullac.uk or Victoria Mays, Records Manager, Brynmor Jones Library, University of Hull, Hull, HUG 7RX in the first instance. Ifyou remain dissatisfied with the handling of your request or complaint, you have a right to appeal to the information Commissioner at: ‘The Information Commissioner's Office, Wycliffe House, Water Lane, Wilmslow, Cheshire, SK9 SAF. Phone: 0303 123 1113 Website: www.ico.2ov.uk ‘There is no charge for making an appeal. Yours sincerely, oe ¢ Ae Victoria MaysQ1 Does your institution provide any information or advice to students or staff on any potential liability under Terrorism legislation which might result from accessing materials for teaching or research ? If so please provide copies of any documents held which detail or refer to such information or advice. We do not hold specific information or advice to students or staff on any potential liability under Terrorism legislation which might result from accessing materials for teaching or research. We have general computing guidelines which cover downloading, creating, storing or transmitting unlawful and offensive material on University computer facilities and services. This can be found http://www2.hull.ac.uk/acs/PDF/computing regs full,pdf 2 Does your institution have any kind of procedure to review or assess reading lists, module descriptors or other teaching materlals which explicitly or in practice considers questions of safety ‘and risk under terrorism legislation as part of its remit ? For example does the institution have anything similar or analogous to the ‘module review process' established at Nottingham University described here : http://www.timeshighereducation.co.uk/story.asp?storycode=407122; ttp://www.teachinaterrorism.net/2009/08/03/nottingham-censorship-a-defence; http://www.teachingterrorism.n¢ 18/06 /is-vetting-at-nottingham-in-defence-of-academic- freedom If so please supply full details of this policy and procedure and advise when and how it was decided upon and implemented. The programme approvals process is to be found here http://www2.hull.ac.uk/Administration/oolicyregister/qualityhandbaok/sectiong.asox. This contains details and criteria against which new programmes are approved and existing programmes are amended, Q3 Does your institution have any system, policy or procedure in place for dealing with any potential actions taken by the authorities against the institution, its students or staff under Terrorism legislation ? if so please supply a copy of the policy and advise the date it was decided upon and implemented. No Q4 Does your institution have any system, policy or procedure in place for ‘preventing violent extremism’ as recommended for example in the government guidance document ‘Promoting Good Campus Relations! hit mhe.pdf Please indicate what procedures or policy exist and advise when it was decided upon and implemented, and provide copies of any documents held which detail or refer t0 such policy or procedures. No