Equality, Diversity and Inclusion Policy

We know that a workplace that encourages equality, diversity and inclusion has a happier, more motivated team full of different ideas and problem-solving methods. We also know it helps to attract and retain the best people, better serve our clients and generally makes our business more successful.

What is Equality?

Equality in terms of the workplace means equal opportunities and fairness for everyone. We will not treat people unfairly because of reasons protected by discrimination law (i.e. protected characteristics).

What are protected characteristics?

Under the Equality Act 2010 there are 9 protected characteristics as follows:

  1. Age
  2. Disability
  3. Gender or sex
  4. Gender reassignment
  5. Marriage or civil partnership
  6. Pregnancy and maternity
  7. Race (including colour, nationality, ethnicity, national origin)
  8. Religion or philosophical belief
  9. Sexual orientation

What is unfair treatment?

There are different types of unfair treatment including:

Discrimination
  • Direct discrimination is where someone is treated unfairly because of a protected characteristic.
  • Discrimination by association is where someone is treated unfairly because they know or are associated with someone with a protected characteristic.
  • Discrimination by perception is where someone is treated unfairly because they are thought to have a protected characteristic, whether or not this is true.
  • Indirect discrimination is where there are rules or arrangements that apply to a group, but they are less fair to certain protected characteristics.
    For indirect discrimination to apply, the employee (or job applicant) must be able to prove that the rule or process is unfair to them and to others with the same protected characteristic
    and that it’s unfair compared with those who don’t have that protected characteristic.
Equal Pay

By law, men and women must get equal pay for doing equal work. This applies to basic wages, pension, working hours, holidays, overtime, redundancy, sickness pay,
and any performance-related pay or bonus.

What is diversity?

Diversity refers to the range of people in our team from different ages, religions, ethnicities, abilities, gender, etc., and that we actively value those differences.

What is inclusion?

Our inclusive workplace means everyone feels valued. All our team are safe to:

  • Come up with different ideas
  • Raise issues and suggestions to their manager, knowing this is encouraged
  • Try doing things differently to how they’ve been done before, with prior approval of their manager

How do you promote inclusivity?

There are several ways we promote an inclusive environment:

  • Making sure we advertise jobs in a range of places and welcoming applications from anyone, regardless of their background
  • Following a fair recruitment process and not asking unnecessary questions in our application process
  • Encouraging our team to make requests for reasonable time off to observe their religious festivals and providing a safe space for prayer, where practical
  • Making sure our dress code doesn’t inadvertently discriminate
  • Considering reasonable adjustments for anyone with a disability
  • Encouraging our team to speak out where they experience or witness discrimination and to use our grievance process where necessary
  • Utilising our disciplinary procedures where necessary
  • Making sure everyone has a job title and pay commensurate with their skills, ability, and level of job, regardless of any protected characteristics they may hold
  • Promoting family leave and a positive work-life balance and encouraging flexible working where it is practical

What can I do if I feel I’ve been unfairly treated, discriminated against, or witnessed this behaviour?

Please raise your concerns with your manager if you can do so, as often an informal approach can resolve problems. If this doesn’t work, or if you feel your problem is more serious,
you can use our grievance procedure to raise a formal complaint.

I’m disabled, do I have the right to request a reasonable adjustment?

Yes, every disabled employee has the right to request reasonable adjustments. This might mean:

  • Making changes to your workplace, equipment, or services
  • Adjusting the way we do things
  • Making sure you have information in an accessible format
What is reasonable?

This depends on your situation. We’ll consider things such as:

  • How much will it remove or reduce any disadvantage you face because of your disability?
  • Is it practical?
  • Is it financially viable and within budgets available?
  • Are suitable resources available?
  • The health & safety of both you and others

To help us best support you, we may ask you to consent to an Occupational Health assessment before deciding on the suitability of any adjustments. If we are unable to make reasonable adjustments,
we will discuss this with you and try to find other ways to support you.

What sort of adjustments might I ask for?
  • Changes to your shift pattern or work arrangements
  • Removing something or adding something to the workplace (e.g., removing bright lights above your workstation or adding an accessible car parking space)
  • Being provided with required specialised equipment
  • Getting someone to help or assist you
  • Being provided with the right type of equipment, such as a phone for use with a hearing aid
  • Getting more 1-to-1 support
  • Phased return to work where you’ve been absent for a long period
  • Allowing more frequent breaks if required
  • Being given additional time to carry out tasks

What is our commitment to Equality & Diversity?

We will:

  • Actively promote and embed equality and diversity throughout all activities.
  • Ensure everyone is treated equally and with respect and dignity.
  • Be pro-active in providing all learners, staff, volunteers, and members with the equal opportunity to achieve their full potential.
  • Actively identify and eliminate all forms of discrimination, whether overt, covert, or by omission.
  • Use equality, diversity & inclusion data to narrow any achievement gaps in learners’ overall success.
  • Recognise the hard work of learners, staff, volunteers, and members in creating an environment that promotes and embeds equality and diversity.
  • Comply with all current relevant legislation.
  • Work within the community to identify and remove barriers to learning and progression through the provision of high-quality Information, Advice, and Guidance (IAG).
  • Work with learners, staff, volunteers, and members to create an environment that promotes and embeds equality of opportunity and is free from unlawful discrimination, harassment, or victimisation of any kind.
  • Ensure teaching and learning takes individual needs into account.
  • Value and support our learners so that they achieve their full potential.
  • Embed good practice that will allow learners, staff, and volunteers to achieve their full potential through individual action.
  • Ensure staff are effectively trained to address and actively promote equality and diversity with sensitivity.

Policies linked to this will include:

  • Disciplinary Policy
  • Grievance Policy