Skip to main content

Equality, Diversity and Inclusion Statement


OUR 2025 VISION To create world class, accessible education opportunities that enrich lives and to make bright futures a reality for all.

Our mission is clear: to predict and serve the needs of our business and civic communities by forecasting workforce requirements and co-creating, with employers, education and skills programmes that prepare our students for the next phase of their lives.

The diversity of our organisation should reflect the communities we serve. This is a moral and business imperative and is central to our corporate strategic ambitions, vision and values. To be successful in all that we do, we must have a talented workforce made up of people with a wide range of backgrounds and beliefs; encouraging everyone to bring their diverse experiences to work.

We are extremely fortunate to work in an area rich in cultural diversity, what we can gain from this is immeasurable. We must create a culture where our employees, students, and wider stakeholders feel they are an integral part of the DCG community.

We are proud to create an environment where everyone can embrace other cultures, customs and challenges, where we treat each other with professionalism, respect and kindness and where everyone can contribute to college life, grow and thrive.

An inclusive and equitable culture that embraces a true sense of belonging.

Meeting our legal duty or Meeting our statutory requirements

DCG will continue to meet its core statutory responsibilities by ensuring that we are compliant with the Equality Act 2010 and the Equality Act 2010 (Specific Duties) Regulations 2011. The Equality Act legally protects people from discrimination in the workplace and in wider society. DCG does not tolerate direct or indirect discrimination, victimisation or harassment, which includes incidents of hate, harassment, bullying, threatening or intimidating behaviour including, but not limited to: homophobia, biphobia, transphobia, sexual harassment, disablism, racism, islamophobia, anti-Semitism and other religious hatred

The characteristics that are protected in relation to the public sector equality duty are:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation

We will ensure:

  • our internal policies and procedures remain up to date, are compliant with the law and are reflective of best practices; where achievable, there are clear, well-communicated procedures in place explaining how to raise concerns or complaints.
  • All issues will be taken seriously, no matter who they are from or who they are involved. They will be considered and acted upon with a focus on independence, timeliness and impartiality.
  • We will ensure that appropriate support is in place for those who raise complaints.
  • As an organisation, we will learn lessons from complaints and encourage the individuals involved to do so too we raise awareness of our equality duties, specifically around protected characteristics and our more comprehensive commitment to equality and inclusion; ensuring that all employees are aware of their responsibilities and the behaviours we expect through use of training and consistent messaging and role modelling from our Leadership and Management Team and the Board.
  • We will report our gender pay gap on an annual basis and will take action to address disparities.
  • We will comply with the public sector equality duty which requires public authorities, in carrying out their functions, to have due regard to the need to achieve the objectives set out in the Equality Act to:

  • eliminate discrimination
  • advance equality of opportunity
  • foster good relations between different people when carrying out their activities
  • We commit to:

  • report on this duty and review our objectives to the Board on an annual basis in our yearly Equality, Diversity and Inclusion report
  • promote equality in recruiting, employing and encouraging members of staff
  • promote equality when recruiting our students and communicating with all our stakeholders
  • promote equality when we procure goods and services


  • To continue to support members of the College community to ensure they feel comfortable, those from communities represented by the protected characteristic definitions and those from areas of deprivation by developing awareness and understanding of all community members.
  • To develop and review new approaches to staff and student recruitment to ensure any barriers to individual progression are removed.
  • Increase higher education opportunities to support expanded participation.
  • Provide a platform to enable and encourage the embedding of social pedagogical approaches in a wide variety of context and settings.
  • A model for the acquisition of cultural expertise and cultural skills.
  • To ensure attainment gaps for all ‘protected groups’ are minimised.
  • Continue to analyse the data from our Student Satisfaction surveys to conduct specific student voice focus working groups to unpick barriers to learning and engagement.