Please note this Policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment. In addition, it is designed to cover our learners and clients.
To ensure this policy is operating effectively (and for no other purpose) the company maintains records of employees’, delegates’ and applicants’ racial origins, gender and disability where individuals have supplied these details.
We are committed to equal opportunities for all, regardless of gender, marital status, age, physical status or any disability, racial or ethnic origin, nationality, creed or religious belief, sexual orientation, age or employment status.
Ongoing monitoring and regular analysis of such records provides the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity.
The company’s long-term aim is that the composition of our workforce and delegate attendance should reflect that of our surrounding community.
The Managing Director is responsible for the effective operation of the company’s Equal Opportunities and Diversity Policy.
The objectives of this Equal Opportunities and Diversity Policy are to:
- Ensure that the company has access to the widest labour market and secures the best employees for its needs;
- Ensure that no employee, applicant, or delegate receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of themselves, the company or our client company as appropriate;
- Achieve an ability-based workforce which is in line with the working population mix in the relevant labour market areas;
- Assist delegates within our client organisations to develop knowledge and skills to their maximum level irrespective of gender, marital status, age, physical status or any disability, racial or ethnic origin, nationality, creed or religious belief, sexual orientation, age or employment status.
- The cooperation of all employees, and client organisations is essential for the success of this policy. However, ultimate responsibility for achieving the policy’s objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with the Company. Behaviour or actions against the spirit and/or letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal, or termination of a contract with a client organisation.
Wherever possible, all vacancies will be advertising simultaneously internally and externally. Steps will be taken to ensure that the knowledge of vacancies reaches underrepresented groups internally and externally.
Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges etc., with significant minority group presence as well as to minority press/media and organisations.
Selection and Recruitment
Selection criteria (job description and person specification) will be kept under constant review to ensure they are justifiable and non-discriminatory and selection is based only on criteria identified as being essential for the effective performance of the job.
Wherever possible more than one person must be involved in the selection interview and recruitment process, and all should have received training in equal opportunities.
Wherever practicable, women, minorities, disabled persons and under-represented groups will be involved in the short listing and interviewing processes.
Reasons for selection and rejection of applicants for vacancies will be recorded and kept on file.
Training, Promotion and Conditions of Service
Everyone, irrespective of protected characteristics will be encouraged to apply for training and employment opportunities with the company. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotions. Actual recruitment to all jobs will however be strictly on merit and no other criteria.
Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.
Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged or under represented groups.
To ensure the effective operation of the equal opportunity policy (and for no other purpose), a record will be kept of all employees’, and job applicants’ gender, racial origins and disability and any other data to help protect against discrimination. Where necessary employees will be able to check and correct their own record of these details. Otherwise, access to this information is heavily restricted. Such records will be analysed half yearly and appropriate follow-up action taken.
Learners and Clients
Accredited Courses and Open Courses
To ensure the effective operation of the equal opportunity and diversity policy (and for no other purpose), a record will be kept of all delegate’s gender, racial origins, disabilities and / or special needs. Where necessary delegates will be able to check and correct their own record of these details. Otherwise, access to this information is heavily restricted. Such records will be analysed quarterly and appropriate follow-up action taken.
In-house Programmes for Client Companies
We will comply with any requirements from client companies with regard to record keeping to ensure compliance with theirs (and our) equal opportunities and diversity monitoring policy. Requirements for this will be set out and agreed at the time of contracting, including review points at which remedial actions will be agreed if required.
Design and Delivery of Programmes
Care will be taken to ensure that all sections of community are included in case studies, simulations and role play activities. Stereotyping will be avoided.
Any member of staff who is seen to engage in, or fails to challenge behaviour which is overtly or suggestive of prejudice may be dealt with via the company’s disciplinary procedures.
Delegates should be reminded during the induction and welcome of diversity issues and that a professional and respectful environment should be maintained where differences are celebrated rather than viewed negatively.