Equal Opportunities Policy
1. Policy statement
1.1 Access Training & Consultancy (ATC) recognises its responsibility to eliminate unlawful discrimination, promote equality of opportunity and to promote equal opportunity in all aspects of its activities: as an employer and a provider of training and consultancy.
1.2 ATC is committed to promoting equal opportunity and adopting proactive measures to address unlawful discrimination in the execution of its services.
1.3 ATC will ensure that equal opportunity is prominent; in making policy, service delivery, regulations, enforcement and with regard to employment practice.
1.4 ATC will provide a working environment that is free from any form of harassment, intimidation, victimisation or discrimination on the grounds of; nationality, race, colour, gender, sexual orientation, identity, ethnic or national origin, disability, marital status, gender reassignment, pregnancy, status or home responsibility, HIV or AIDS status, age, work status (part-time or fixed term), religious or political belief and socio-economic background. All individuals will be treated with dignity and respect and valued for their contribution.
1.5 All ATC Directors and staff are responsible for ensuring that the Equal Opportunity Policy is put into practice and that they have due regards to the need to:
i) eliminate unlawful discrimination.
ii) promote equality of opportunity.
1.6 ATC will review its Equal Opportunity Policy annually.
2. Scope of Policy
2.1 ATC will adhere to all relevant Statutory Legislation and the Code of Practice as per Appendix .1
2.2 In accordance with its commitment to equal opportunity, ATC will ensure that positive steps are taken to identify and combat all forms of discrimination so that no potential or existing members of staff, clients or students are discriminated against from any of the four main types of discrimination - Direct discrimination, Indirect discrimination, Harassment and Victimisation.
2.3 Direct discrimination is treating one person less favourably than others because of, for example their race, sex or disability.
2.4 Indirect discrimination is creating a condition, term of employment or requirement of service delivery which cannot be justified and which, in practise, prevents people from certain groups from receiving a service.
2.5 ATC will not tolerate any form of harassment when offensive or intimidating behavior, or encouraging or allowing other people to do so, aims to humiliate, undermine or injure its target.
2.6 ATC will not tolerate any form of Victimisation, which means treating somebody less favorably than others because they tried to make a discrimination complaint.
2.7 ATC recognises that the implementation of the Equal Opportunity Policy is vital to its development and continuing success, and will take responsibility for ensuring effective implementation of the policy and code of practice.
2.8 ATC, wherever possible, will ensure that all individuals and organisations which provide services for or on behalf of ATC, are aware of our commitment to equal opportunity.
2.9 ATC will investigate any alleged breach of this policy by Directors, staff, clients or students. If the allegation is upheld, action will be taken which could result in disciplinary proceedings against the Directors, staff, clients or students.
3. Aims of the Policy
3.1 To comply with the general and specific duties of all Equal Opportunity Legislation.
3.2 To fulfil ATC statutory obligation to raise awareness of the policy in all staff, clients and students.
3.3 To ensure that all potential, new and existing staff, clients and students are informed of the policy and its implication.
4. Publishing Arrangements
4.1 ATC will ensure the policy statement is displayed and distributed throughout ATC, in a variety of media.
5. Organisation, Consultation and Participation
5.1 As the employers, ATC Directors have the ultimate responsibility for ensuring compliance with Equal Opportunity Legislation.
6. Equal Opportunities: Functional Responsibilities
6.1 The Directors are responsible for:
i) personnel related policies and strategies.
ii) developing and delivering a programme of (or arranging delivery of) staff development in equal opportunity matters.
iii) advising and supporting staff to identify and disseminate good equal opportunity practice, particularly in relation to equal treatment in all aspects of the staff and client and student experience.
iv) ensuring that all HR policies and procedures meet legal and ethical standards in relation to equal opportunity.
v) advising staff on procedures in relation to the ATC Equal Opportunity Policy.
7. Making an Equal Opportunities Complaint
7.1 An employee or service user who feels they have not been fairly treated within the scope of this policy should raise the matter through ATC’s Grievance and Disciplinary Procedure.
8. Dealing with discrimination and harassment as an Education Provider
8.1 As an Education Provider ATC complies with anti-discrimination and human rights legislation and promotes the wellbeing of candidates. ATC actively seek to eliminate all forms of discrimination and harassment – whether towards candidates or staff.
8.2 In general, this is dealt with through our own disciplinary policy, but in all circumstances the safety, well-being and support needs of the victim is our first priority.
8.3 ATC will comply with its legal responsibility to make a written record of any racist incident which takes place on our premises or any satellite office.
8.4 Certain racist incidents may also be criminal offences in England and Wales under the Crime & Disorder Act 1998. These include:
i) Racially aggravated assaults, including common assault, actual bodily harm, grievous bodily harm and wounding.
ii) Racially aggravated criminal damage, including racist graffiti, damage to property and arson (lighting fires).
iii) Racially aggravated public order/harassment, including engaging in behaviour which causes (or is likely to cause) harassment, distress or fear of violence.
8.5 The police (not ATC) are responsible for investigating and dealing with any racist incidents where criminal offences may have been committed. All racist incidents of this kind will be reported to the police as soon as possible.
8.6 ATC will also report the incident to the police if asked to do so by the victim or their parent.
8.7 In addition to the general principles for dealing with discrimination or harassment, ATC will adhere to the specific rules which exist for dealing with sexual harassment and discrimination. If the perpetrator is an employee of ATC or other professional in a position of authority, then this will normally either a criminal matter (in which case it should be referred to the police) or a disciplinary offence under ATC Disciplinary Procedure.
________________________________________
APPENDIX 1
The relevant Acts of Parliament relating to equal opportunities policy are:
Local Government Act 1966 (Section 11).
Rehabilitation of Offenders Act 1974.
Sex Discrimination Act 1975 and 1986.
Race Relations Act 1976 and Race Relations (Amendment) Bill.
Equal Pay Act 1970 and Amendments 1983.
The Public Order Act 1986.
Employment Act 1989.
The Disability Discrimination Act 1995.
Human Rights Act 1998.
Protection from Harassment Act 1997.
Part Time Worker Regulations 2000.
The Race Relations (Amendment) Act 2000.
The Gender Recognition Act 2004.
Disability Discrimination Act 2005.
Racial and Religious Hatred Act 2006.
Sexual Orientation Regulations 2007.
In addition, ATC will comply with the following codes of practice relating to equal opportunities; including guidance available from:
Equal Opportunities Commission.
Commission for Racial Equality.
Disability Rights Commission.
ACAS : Advisory Conciliation and Arbitration Service.
Disability Rights Code of Practice.
Age Discrimination Code of Practice.
