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Equality and Diversity Policy

Introduction

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W1se Angels LTD is committed to a policy of equality and diversity which promotes and ensures just and fair treatment for all. The aim is to create and maintain a positive working and learning environment which creates mutual respect and dignity and enables everyone to realise their full potential.

We will provide equality of opportunity and will not tolerate discrimination on grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation – or any other grounds.

 

It is our intention to ensure that no person is subject to unfair treatment in any way and we recognise our responsibilities and legal obligations under the following Acts: 

 

  • Counter-Terrorism Act (2015) 

  •  Equality Act 2010

  •  Rehabilitation of Offenders Act (1974) 

  •  Protection from Harassment Act (1997)

  • Human Rights Act (1998)

  • Data Protection Act (1998)

  • Special Educational Needs and Disability Act (2001/2005)

  • Employment Equality (Religion or Belief) Regulations (2003) 

  • Employment Equality (Sexual Orientation) Regulations (2003) 


Purpose

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The purpose of this policy is to establish clear Centre guidance regarding equality and to establish key principles, structures and monitoring arrangements for the Centre. The guidance will be applicable to all employees and learners in the Centre, governors, contractors, business partners, volunteers and visitor

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Definition

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Direct discrimination consists of treating an individual less favourably than others on the basis of their gender, race, age, sexual, orientation, ethnic or national origin, religion, marital status or disability/ learning difficulty. 

 

Indirect discrimination occurs when a condition or requirement, although applied equally to all individuals or groups, adversely affects a higher proportion of one group of people over another. 

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Harassment is any unwanted conduct affecting an individual’s dignity. It may be related to gender, race, age, sexual orientation, ethnic or national origin, religion, marital status, disability/ learning difficulty or any personal characteristic. It may be persistent or an isolated incident and include actions or comments which are viewed as demeaning and unacceptable to the recipient. 

Victimisation involves treating a person less favourably than others are, or would be treated because that person has – in good faith – made or supported a complaint of discrimination.

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Policy Statement

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We are committed to promoting equality and diversity in employment, education and training and the provision of equality access to services and facilities for all.

 

Age: 

 

People of all ages should benefit from Centre life and we are committed to the provision of flexible strategies and practices that cater for all ages and take into account individual circumstances and needs.

The Centre is committed to:

  • Challenging stereotyping and marginalisation based on age

  • Recognising that both older and young people can make a contribution to the Centre based on their own experiences and skills

  • Providing work, education and training opportunities for people regardless of age

  • Ensuring that Centre literature reflects positive images of people of all ages

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Gender 
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The Centre recognises the various ways in which males and females can be subject to discrimination, lack of opportunity and social injustice.

The Centre is committed to:

  • Challenging stereotyping and discrimination on the basis of gender

  • Ensuring that service provision is discrimination free, and that there is equality of access for uptake of services

  • Supporting the rights of individuals to identify their own gender

  • Ensuring that gender does not inhibit individuals’ abilities, preferences and aspirations

  • Work towards addressing gender imbalance in work/learning

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Sexual Orientation
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The Centre recognises that people can be subject to discrimination, lack of opportunities and social injustice on the basis of their sexual orientation.

The Centre is committed to:

  • Ensuring no individual suffers discrimination based on their sexual orientation

  • Challenging stereotyping and discrimination on the basis of sexual orientation

  • Creating and maintaining an environment that is free from harassment and a service that is free from discrimination

  • Supporting the rights of individuals to identify and express their own sexual orientation

  • Raising awareness and understanding of staff and learners

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Disability

 

In the context of this policy, includes those with learning and physical disabilities/ difficulties, sensory impairment and difficulties due to mental ill health.

The Centre is committed to: 

  • Challenging stereotyping and discrimination on the basis of disability

  • Eliminating discrimination against people with disabilities in its procedures and practices

  • The provision of access, facilities, support and services to meet the needs of people with disabilities

  • Valuing all learners’ achievements and celebrating success

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Race 
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Issues of nationality, ethnic origin or cultural background are all components of the perception of Race. For the purposes of this statement, Race is used as a general term to cover all these factors.

The Centre is committed to:

  • Meeting our duties specified in our Race Equality Policy

  • Working to eliminate racism in Centre life

  • The use of positive images in all literature

  • Consulting with learners and their families to ensure that services and employment practices meet the needs of all minority ethnic groups

  • Promoting good relations between people from different racial groups

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Religious Belief

 

The Centre is not a religious organisation and does not promote any creed or belief. It respects the rights of individuals to hold religious or philosophical beliefs.

The Centre is committed to:

  • Supporting the rights of individuals to their religious beliefs and customs and - where practicable - provide for the practices which support these beliefs

  • The diversity of a multi-faith society, including those with no religious beliefs

  • Combating derogatory stereotyping, myths and abuse

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Employment Practices 
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All job applicants are considered on the basis of merit, abilities and potential. No applicant receives less favourable treatment on the grounds of race, colour, nationality, religious belief, sexual orientation, gender, marital status, physical or mental disability or age.

The Centre is committed to:

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  • Employing a workforce and appointing a governing board which reflects the community it serves

  • The selection, professional development and treatment of staff on the basis of equality of opportunity

  • The use of positive action, where appropriate

  • The monitoring of selection criteria to ensure that they are not discriminatory

  • Treating any form of victimisation carried out by an individual as a matter for disciplinary action

  • The expectation that all staff and governors appointed to the Centre are committed to the principles and implementation of equality of opportunity, including the challenging of discriminatory behaviour

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Teaching and Learning 
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The Centre will aim to make courses accessible to as wide a range of learners as possible. The Centre is committed to:

  • A learning environment which fosters an atmosphere of openness and acceptance of a variety of views, perceptions and experiences

  • Challenging all forms of prejudice, discrimination and stereotypical attitudes and behaviours within the learning environment

  • Wherever possible, providing learning materials and resources which reflect the diverse society in which we live

  • Wherever possible, ensuring adequate physical access to the learning environment

  • Ensuring that individuals who have an identified support need are provided with appropriate learning support

  • Provide a curriculum portfolio which includes courses which can be delivered at a range of levels, by a variety of delivery methods (e.g. distance learning, e-learning, flexible learning, etc.) and at a variety of locations.

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Being or becoming a transsexual person
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The Centre recognises that people can be subject to discrimination, lack of opportunities and social injustice on the basis of being or becoming a transsexual person. 

The Centre is committed to:

  • Creating a fair and equal culture in which all individuals are protected from discriminations on the grounds of their transgender status. 

  • Ensuring no individual suffers discrimination based on them being or becoming a transgender.

  • Challenging stereotyping and discrimination on the basis of being or becoming a transgender.

  • Creating and maintaining an environment that is free from harassment and a service that is free from discrimination

  • Supporting the rights of individuals to identify and express their own sexual orientation

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Being Pregnant or having a child 
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The Centre will aim to make courses accessible to as wide a range of learners including those being pregnant or having a child. 

The Centre is committed to:

  • Accommodate the learner as far as practicable to allow her to complete her programme of study, providing academic standards are upheld. 

  • Wherever possible, ensuring adequate physical access to the learning environment.

  • Ensure that individuals who have an identified support are provided with appropriate learning and support.

  • Challenge all forms of prejudice, discrimination and stereotypical attitudes and behaviours within the learning environment.

 

Recruitment and Selection

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1. The recruitment and selection process is crucially important to any equal opportunities policy.  We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

2. Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

3. Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications.

4. We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

5. We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group.

6. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

7. All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.

8. Short listing and interviewing will be carried out by more than one person where possible.

9. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

10. We will not disqualify any applicant because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job.

11. Selection decisions will not be influenced by any perceived prejudices of other staff.

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Training and Promotion

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1. Senior staff will receive training in the application of this policy to ensure that they are aware of its contents and provisions.

2. All promotion will be in line with this policy.

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Monitoring

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1. We will maintain and review the employment records of all employees in order to monitor the progress of this policy.

2. Monitoring may involve:

a. the collection and classification of information regarding the race in terms of ethnic/national origin and sex of all applicants and current employees;

b. the examination by ethnic/national origin and sex of the distribution of employees and the success rate of the applicants; and

c. recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.

3. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy.  Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and staff.


Responsibilities

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It is the responsibility of everyone in the Centre to ensure that they follow our Equality and Diversity Policy. Nobody has to tolerate disrespectful and/or discriminatory behaviour. We are all responsible for challenging such behaviour.

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The Managing Director and Managers 

It is the responsibility of the Managing Director to set and implement, and the Managers to approve annually, the Equality and Diversity Policy and strategy and to ensure that the Centre is meeting its goals.

Staff 

It is the responsibility of all staff to ensure that the Centre’s goals are achieved, to ensure that everyone understands what the Policy means and to respect the differences of the people within the Centre.

Learners

It is the responsibility of all learners to make sure that they understand what the Policy means and to respect everyone’s differences within the Centre.

Business Partners/ Visitors 

All business partners and visitors are expected to respect and adhere to the principles and practices of this Policy.

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