Single Equality Policy

• To promote an active Single Equality vision for the training centre community and beyond based on the company’s mission and vision statements.
• To ensure that all current and prospective employees, learners, employers, sub-contractors, partners, franchise organisations and visitors are fairly treated and that their talents and resources are utilised to the full.
• To ensure that none of the above personnel receive less favourable treatment on the grounds of gender including trans-gender, race and/or ethnic origin, religious belief, disability, sexual orientation, age, pregnancy or maternity, marriage or civil partnership or reasons contrary to the rehabilitation of offenders act.
• To reduce any difficulties that certain disadvantaged groups may meet in employment and training and, where possible, remove these difficulties.

• This policy applies to all existing and potential employees, learners and their employers.
• In addition the policy applies to all visitors, sub-contractors, partners and franchise organisations (where appropriate).
• For the purpose of this policy sub-contractors will be regarded as an employee.

• The Directors have overall responsibility for this policy, its implementation and updating.
• The Operations Manager is responsible for the day to day management of the policy and ensuring that the policy meets all of the requirements of current legislation.
• All personnel included within the scope have a responsibility to ensure that the policy is adhered to at all times.

1. Fulfil its social responsibilities towards all personnel included within the scope and the communities in which it operates.
2. Recognise its legal obligations under the Single Equalities Act 2010 and the supporting legislation listed below:
The Race Relations Act – 1976 amended 2000
The Sex Discrimination Act – 1975/1986
The Sex Discrimination Regulations – 1999 (gender
The Equal Pay Act – 1970/1984
The Disabled Persons Act – 1995
The Rehabilitation of Offenders Act – 1974
The Protection and Harassment Act – 1997
The Human Rights Act – 1998
Including the five outcomes of the Every Child Matters Agenda:
• Be healthy
• Stay safe
• Enjoy and achieve
• Make a positive contribution
• Achieve economic well-being
3. Periodically review its selection criteria and procedures to maintain a system where individuals are selected, promoted and treated solely on the basis of their appropriate merits and abilities.
4. Seek to give all employees equal opportunities to progress within the organisation by implementing a positive development programme.
5. Employees and learners or their employers will not be dismissed, or removed from the programme on the grounds of gender or transgender, race, colour, religion, ethnic origin, marital status including civil partnerships, sexual orientation, pregnancy/maternity, age or disability.
6. Employees will not be made redundant on the grounds of gender or trans-gender, race, colour, religion, ethnic origin, marital status including civil partnerships, sexual orientation, pregnancy/maternity, age or disability.
7. Employees and learners or their employers will not be discriminated against on any of the above grounds in performance appraisals or reviews and any performance review will reflect this policy.
8. Provide facilities via the Directors, or the management team for any personnel listed within the scope who believe that they have been unfairly treated to raise the issue through the company’s complaints and grievance procedures.
9. Provide equal opportunities training for all staff and learners to enhance their understanding and enable them to confidently challenge and eliminate discrimination, harassment, victimisation, bullying (including cyber bullying) and other prejudicial behaviours.
10. Strive to continually improve on an inclusive culture for the training centre were all parties included in the scope can participate and contribute, feel welcome, safe, valued, fairly and respectfully treated and free from discrimination, harassment, victimisation or bullying, including cyber bullying.
11. Embed Equality and Diversity as key priorities and underpinning values that are integral to all teaching, learning and day to day activities within the training centre.
12. Implement a robust and ongoing action plan to support the development of Equality and Diversity within the training centre and the companies it works with.
13. Undertake Equality and Diversity Impact Measures to monitor progress against set targets in the following categories:
• The gender split of learners
• The achievement of different genders
• The number of learners with disabilities
• The number of achievers with a disability
• The number of learners from an ethnic minority
• The number of achievers from an ethnic minority
14. This policy should be read in conjunction with the company policies for:
• Safeguarding
• Grievances
• Disciplinaries
• Harassment
• Health and Safety
• Whistle Blowing
• Acceptable use of Technology
• Staff Code of Conduct
15. Encourage learners’ employers to attend equal opportunities training to improve their knowledge and provide a more effective cohesion between the training centre and the work place.
16. Through the employer inductions and 12 weekly review process monitor equality of opportunity with the workplaces of our learners.

17. All recruitment advertising will clearly state that DETA 2000 is an Equal Opportunities Employer/Training Provider.
18. Equal opportunities issues will be an agenda item at all of the company’s staff meetings.

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