Equality of Opportunity, Including Equality and Diversity

The Company recognises the value of equal opportunities in employment for both existing and prospective employees and learners and the process or forms of unlawful or unfair discrimination.

The Company recognises that it is unlawful to discriminate on the grounds of sex, sexual orientation, marital status, race, colour, nationality, ethnic origins, religion, beliefs and disability. The Company undertakes to apply this procedure in such a way as to prevent discrimination.

This policy sets out the framework for the provision of equal opportunities and the elimination of unfair or unlawful discrimination.

This policy extends to visitors, clients, learners and those who provide services to the Company.

Aims of the policy

The main aims of the policy are:

  1. To promote equal opportunity in employment.
  2. To eliminate unfair or unlawful discrimination in employment.
  3. To ensure that no job applicant is placed at a disadvantage by criteria which cannot be justified.
  4. To ensure fair assessment of learning activity.

Equality commitments

We are committed to:

  • Promoting equality of opportunity for all persons.
  • Promoting a good and harmonious working and learning environment in which all persons are treated with respect.
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation.
  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice.
  • Complying with our own equal opportunities policy and associated policies.
  • Taking lawful affirmative or positive action, where appropriate.
  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.

Implementation

The Centre Manager has specific responsibility for the effective implementation of this policy. Each director, manager and supervisor also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective. In order to implement this policy we shall:

  • Communicate the policy to employees, job applicants, learners and relevant others (such as contract or agency workers).
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.
  • Provide equality training and guidance as appropriate, including training on induction and management courses.
  • Ensure that those who are involved in assessing learners for recruitment or promotion will be trained in non-discriminatory selection techniques.
  • Incorporate equal opportunities notices into general communications practices (e.g., staff newsletters, intranet).
  • Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce.
  • Ensure that adequate resources are made available to fulfil the objectives of the policy.

Responsibilities of the employer

It is recognised that responsibility for providing equal opportunities rests primarily with the Company as employer.

The Managing Director will have overall responsibility for ensuring implementation and monitoring of the policy.

Responsibilities of the employee

  1. The employees are required to comply with measures introduced by the Company to promote equal employment opportunities and eliminate discrimination.
  2. Employees must not themselves discriminate against other employees of the Company or job applicants.
  3. Employees must not induce or attempt to induce other employees, management or clients to practise discrimination.
  4. Employees are required to draw to the attention of management any suspected discriminatory acts or practices in contravention of the Equal Opportunities Policy.
  5. Employees must not victimise any individual to have made complaints or who have provided information about discrimination or harassment.
  6. Employees must not harass, abuse, or intimidate other employees on any grounds or otherwise act in a discriminatory manner.
  7. Employees must ensure that no actions are undertaken in their dealings with clients and members of the public which could be held to be discriminatory under the terms of this policy.

Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed regularly [at least annually] [in consultation with the recognised trade union(s) if appropriate] and action taken as necessary. For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the imbalance.

Complaints

Those who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures. A copy of these procedures is available from Managing Director. All complaints of discrimination will be dealt with seriously, promptly and confidentially. In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal as per current UK legislation. However, employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first. Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.

Care-Academy key features - Content


Quality

All of our e-learning content is designed to exceed minimum standards giving you absolute confidence in the quality of training provided to employees. It is written by industry respected Subject Matter Experts and accredited by nationally recognised Awarding Bodies including Skillsfirst, NCFE and City & Guilds.

 

Learner Guarantee

We guarantee that any learner who completes our learning and assessment will be ‘fit-for-work’ and will meet the learning outcomes applicable to their course or qualification. In the unlikely event of an issue being raised, we will provide access to further training from within our portfolio at no extra cost. This means we share the risk of achieving 100% compliance with you.

 

Updates

We update our content in line with changes to legislation at no cost to you the client. Therefore you can rest assured that our content will always reflect industry best practice.

 

Structured Learner Pathway

We offer a fully integrated pathway from induction, specialist course and mandatory refresher training through to fully accredited qualifications. This means your learner's can quickly progress from new employee through to qualified worker with the minimum support. This reduces your cost of ongoing support and frees up your training personnel to provide higher value training interventions.