Fellowship of the School of Economic Science

Who we are

The School of Philosophy & Economic Science is a registered educational charity dedicated to promoting the study of natural laws governing relations in human society. This is done mainly by providing online and in-person courses in Practical Philosophy and Economics with Justice. 

The team at our West London office is small but lively and vibrant. We have a collaborative culture within the team, and work closely together to deliver courses, and support students, Tutors, and the Trustees.

Our culture and values

The School is a supportive place to work. We don't expect hours of overtime done for free or presenteeism, and when flexibility is needed we give that flexibility back.

The backbone of the School is our volunteers. All of our Tutors are students and there are many roles in the school- from catering to internal auditor- which are filled with dedicated volunteers. 

Equality, diversity and inclusion policy

Equal Opportunities and Dignity at Work Policy 

The School of Philosophy and Economic Science (SPES) is an equal opportunity employer and is committed to building an organisation that makes full use of the talents, skills and experience, and different cultural perspectives available in a multi-ethnic and diverse society, where people feel they are respected and valued, and can achieve their potential and as such opposes all forms of unlawful discrimination. 

This policy applies to all aspects of employment. The School believes that all individuals should be treated on their merits and that employment-related decisions should be based on objective job-related criteria such as aptitude and skills. Any employee who discriminates against any other employee, job applicant, client or business contact will be subject to the Company Disciplinary Procedure.  In serious cases, such behaviour will be deemed to constitute gross misconduct and, as such, may result in summary dismissal.   

All employees, and particularly managers with responsibility for employment-related decisions, must comply with this policy. 

The law 

It is unlawful to discriminate against employees and other workers because of sex, marriage or civil partnership, gender reassignment, pregnancy or maternity, sexual orientation, race (including national origin and nationality), religion or belief, disability and age.  These are known as “protected characteristics”. 

The law divides discrimination into four broad categories – direct discrimination, indirect discrimination, harassment and victimisation. 

Direct discrimination involves treating a person less favourably because of a protected characteristic (for example not promoting an individual because of his or her race or sexual orientation).  It includes discrimination because of perceptions or assumptions about a person’s characteristics, even if these are incorrect (for example, not promoting an individual because he is assumed to be gay).  It also includes discrimination because a person associates with someone who has a protected characteristic (for example, not promoting an individual because he or she has a disabled child).  Direct discrimination cannot be justified (with the exception of age discrimination).   

Indirect discrimination occurs when an apparently neutral provision, criterion or practice is applied across all groups, but this would put those with a particular protected characteristic at a particular disadvantage when compared with others who do not share this characteristic (for example imposing a requirement that candidates for promotion be over six foot tall, which would particularly disadvantage women).  Indirect discrimination will not be unlawful if it can be justified. 

Harassment is unwanted conduct related to a protected characteristic or of a sexual nature which has the purpose or effect of: 

·       violating an individual’s dignity; or  

·       creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. 

Harassment can include unwelcome physical, verbal or non-verbal conduct.  Forms of harassment may include: 

·       physical contact ranging from touching to serious assault 

·       verbal and written harassment through jokes, banter, offensive language, gossip and slander, sectarian songs, letters and so on 

·       visual display of posters, graffiti, obscene gestures, flags and emblems 

·       isolation or non-cooperation at work, exclusion from social activities 

·       coercion ranging from pressure for sexual favours to pressure to participate in political/religious groups 

·       intrusion by pestering, spying, following someone 

·       bullying 

Victimisation has a particular legal meaning and involves subjecting a person to a detriment because he or she has complained about discrimination or assisted somebody else in doing so. It is not normally an answer to an allegation of discrimination to say that the discrimination was not intentional or deliberate. The law makes it unlawful to discriminate against job applicants (in recruitment arrangements and decisions), employees and other workers (in relation to terms and conditions of employment/work, opportunities for training and promotion, dismissal and other matters) and to certain ex-employees (e.g. in relation to references). 

Disability discrimination 

The legislation covering disability discrimination is complex.  As well as the types of discrimination explained above, the law also makes it unlawful to treat a disabled person unfavourably because of something arising in consequence of his or her disability, unless this is justifiable.  This is a broad test and includes, for example, treating someone unfavourably because they need to take time off work for medical treatment due to a disability.  The law also imposes a duty to make reasonable adjustments to accommodate the needs of the disabled person, which could include alterations to workstations, duties, hours or working practices. 

Disability discrimination covers not just those with physical disabilities, such as people in wheelchairs, but also people with mental impairments and less obvious physical impairments (such as, for example, some forms of RSI and clinical depression).  Depending on the circumstances, lack of knowledge that someone is disabled may not be a defence.  Employees should always consider that an individual might have an impairment that counts as a disability without them knowing this, and that not all disabilities can be seen, even if they are physical.

Recruitment 

All advertising and recruitment literature should reflect the School’s commitment to equal opportunities and not enhance stereotypes. The recruitment process should not disadvantage disabled people and reasonable adjustments to the process (and particularly at any interview) should be considered. 

Job applicants are assessed against fair and appropriate criteria as set out in the relevant role description and person specification. An applicant whose CV suggests they meet the criteria as specified on the role description and person specification will be invited to attend an interview. Candidates may be invited to attend a number of interviews conducted by the School’s management prior to being made an offer of employment. The Staff Sub-Committee is made aware and signs off on all offers of employment, and one or more members will be involved in the interview process.

Questions at interview should relate to the requirements of the job. Questions should not be asked which could disadvantage certain groups, and questions should not be asked of those with a particular protected characteristic that would not be asked of everyone. 

Selection procedures should be objective.  Each candidate should be assessed according to his or her capability to carry out the job. It should not be assumed that certain groups should perform certain kinds of work or “will not fit in”. 

When considering a disabled candidate’s suitability for the job, he/she should be assessed on the assumption that any reasonable adjustments have been made (for example, if someone needs a special keyboard and this is a reasonable adjustment, his/her ability to do the job compared with other candidates should be assessed on the assumption that the keyboard has been provided).  Any employee who discriminates against a job applicant will be subject to the Organisation’s Disciplinary Procedure.  In serious cases, such behaviour will be deemed to constitute gross misconduct and as such may result in summary dismissal.

Promotion and training 

Employees should have equal opportunities for promotion and training.  When general ability and personal qualities are the main requirements for promotion to a post, care should be taken to consider properly candidates with differing career patterns and general experience. There should be no stereotypical assumptions about the ambitions or otherwise of any individual from a particular group. 

Training and development should not stop because someone is pregnant or has childcare responsibilities.  Nor should it be assumed that such employees are not interested in promotion. 

Disciplinary, performance improvement and redundancy procedures 

Care should be taken to ensure that those with a particular protected characteristic are not sanctioned for performance or behaviour that would be condoned or overlooked in another group.  For example, a man who takes emergency time off to deal with a domestic situation should be viewed no less sympathetically than a woman would be viewed in the same circumstances.   

If selection for redundancy becomes necessary, direct and indirect discrimination should not occur in the selection criteria or process.  For example, be careful when using absence-related criteria (because these may disadvantage disabled or pregnant workers) and adjustments might need to be made to ensure that such criteria are fair.