Equal Opportunities Policy

The Scottish Centre of Tagore Studies (ScoTs)

Equal Opportunities Policy

ScoTs is not an employer in the accepted sense of the term, but it does invite selected Research Fellows, Scholars, Writers and Artists to use ScoTs as a platform to do research, perform and interact with audiences in Scotland in public engagement events.

This statement sets out ScoTs Equality of Opportunity Policy. The policy is designed to provide a standard to ensure that services are accessible, responsive and sustainable and to ensure that ScoTs provides a healthy and vibrant place to work.

ScoTs wholeheartedly supports the principles of equal opportunities and is determined that everyone will have equality of opportunity in respect of public engagement for Fellowships or cultural events. ScoTs opposes all forms of unlawful or unfair discrimination on the grounds of colour, race, nationality, ethnic or national origin, religion, sexual orientation, marital status, age or disability and are aware of equal opportunities legislation including:

      • Equality Act 2010

      • Disability Discrimination Act 2005

      • Civil Partnership Act 2004

      • Race Relations (Amendment) Act 2000

      • Human Rights Act 1998

      • Disability Discrimination Act 1995

      • Race Relations Act 1976

      • Sex Discrimination Act 1975

      • Equal Pay Act 1970

Every possible step will be taken to ensure that individuals are treated equally and fairly and that decisions on selection and support are based solely on objective and work-related criteria.

ScoTs recognises that tackling discrimination helps to attract, motivate and retain staff. It helps employers make the best use of skills and can lead to a more diverse workforce, new ideas, access to wider markets and a better image. In terms of engagement with researchers and cultural practitioners, ScoTs will:

  • ensure that there is no discrimination when deciding who to engage so that the best people are selected to deliver ScoTs’ services

  • only consider applicants for creative and research projects on the basis of their relevant experience, qualifications, skills and abilities

  • consider applicants with a disability positively. We will take all measures possible to make reasonable adjustments where appropriate in order to provide opportunity to applicants with a disability who meet the requirements for the position and prove to be the best choice for the project at hand

  • ensure that all selected research fellows, scholars, artists and writers receive fair and equal treatment in relation to their project, regardless of whether they are short term or long term

  • ensure that support is provided to benefit individuals on the basis of aptitude and ability;

  • encourage and help all researchers, scholars, artists and writers attain their full potential

  • treat our visiting researchers, scholars, artists and writers fairly to prevent any grievances

  • ensure that the platform that ScoTs provides is free from discrimination and harassment, which will act promptly on any complaints of discrimination or harassment in an appropriate manner;

  • address issues of equal pay

  • wherever possible, make reasonable adjustments and retain, in suitable employment, employees who become disabled

  • ensure that all researcher fellows, scholars, writers and artists are aware of their personal responsibility to follow and support the equal opportunity policy

Meeting our legal and equalities objectives – Equality Act 2010

Disability Equality Policy

ScoTs will work to reduce disadvantages, discrimination and inequalities of opportunity, and promote diversity in terms of the selection of researchers and cultural practitioners and the services we deliver.
We are guided by the following principles:

  • Anti-discrimination – so that disabled people do not have to face discrimination arising from bad practice.

  • Equality of opportunity or making things fairer for disabled people in every aspect of their contact with ScoTs.

  • Integration – such that services are made accessible to disabled people and offer choice.

  • Involvement in decision making – so that disabled people are consulted before decisions which affect them are made.


We want disabled people working with us to realise their full potential. We will progress this by:

  • removing barriers and changing attitudes that prevent disabled people from getting access to jobs and services provided by ScoTs

  • promoting disability equality at all levels

  • creating a culture where harassment and discrimination against disabled people is unacceptable so that research fellows, scholars, writers and artists feel able to declare their disability so that accurate information is available

Code of behaviour

All ScoTs Trustees and those individuals selected for the ScoTs public engagement programme are expected to be familiar with the equality policies and to conduct themselves in accordance with its requirements.

  • It is acknowledged that discrimination may occur unintentionally; however, it is essential that a culture in which positive challenge to inappropriate or discriminatory behaviour will be considered as part of normal practice.

  • Any deliberate act of discrimination against Research Fellows, Scholars, Writers and Artists and audiences will be treated as a disciplinary offence. Following a full investigation, appropriate action will be taken.

  • Any Trustee or individual engaged by ScoTs who has a proposal or grievance in relation to the operation of ScoTs’ policy may refer it initially to the Chair, in accordance with the Board’s grievance procedure.

  • The operation of the policy will be monitored by the ScoTs Board of Trustees at regular intervals (at least annually).