Equality, diversity and inclusion policy
1. OVERVIEW
1.1. DMR Training and Consultancy Ltd (DMR) aims to create an inclusive working and training environment that respects the diversity of members of staff and learners to enable all to contribute fully and achieve their full potential whilst being able to learn and work free from discrimination, harassment and victimisation on any grounds. DMR is therefore an open, inclusive and welcoming training provider, where equality, diversity and inclusion is promoted and discrimination is challenged in a working and learning environment which promotes dignity and respect.
1.2. Equality ensures that every individual has equal opportunities, regardless of their background, identity or experience.
1.3. Diversity refers to the representation and recognition of people with different characteristics.
1.4. Inclusion is about going beyond representation and recognition, to valuing these differences and enabling everyone to thrive at work. An inclusive workplace is one where people feel they can perform to their full potential, and that they belong in the organisation without needing to conform or mask their identities.
1.5. DMR aims to provide a safe, pleasant and harmonious learning environment where everyone feels that they belong and that they can succeed. Most qualification and training programme provision will be occupationally-focussed, but DMR will seek to develop learners’ wider transferable skills such as numeracy, literacy, citizenship and economic well-being to enhance the learning experience and to promote progression into further training and development or in-work progression.
1.6. DMR will work in partnership with a wide range of employers and will seek to develop partnerships with external groups and organisations to develop best practice and widen the scope of our diversity activities in the community.
1.7. It is our policy at DMR to ensure that all members of staff are recruited, trained and promoted on the basis of ability, the requirements of the job and similar objectives and criteria.
1.8. All applicants and learners will have an equal opportunity to access qualifications, training programmes and learning opportunities. There will be no discrimination on the grounds of gender, marital status, age, race, colour, creed, ethnic or national origins, disability or spent criminal conviction. DMR is committed to equality, diversity and inclusion across the qualification and training programmes that it delivers.
1.9. This policy will apply equally to all members of staff and job applicants i.e. full and part time members of staff, those engaged on short-term contracts as well as learners accessing qualification and training programme provision.
1.10. DMR also operates within the context of the equality and diversity contractual requirements of a variety of stakeholder organisations and customers including devolved local authorities, lead training providers, awarding organisations and also the Matrix information, advice and guidance benchmark.
1.11. The Managing Director is responsible for the development of this policy and for ensuring that DMR implements and follows this policy and meets its legal responsibilities. The overall responsibility for monitoring the effectiveness of this policy also lies with the Managing Director.
1.12. This policy should be read in conjunction with the Bullying and Harassment Policy and the Modern Slavery Policy.
1.13. DMR will: –
1.13.1. Fully recognise its legal obligations under the Equality Act 2010 and any prior or complementary legislation such as the Sex Discrimination Act 1975, the Equal Pay Act 1970, the Race Relations Act 1976, the Disability Discrimination Act 1995, the Rehabilitation of Offenders Act 1974, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Human Rights Act 1998, the Modern Slavery Act 2015 and the Gender Recognition Act 2004;
1.13.2. Periodically review selection criteria and procedures to maintain a consistent approach to appointments and wherever possible adopt measures to attract applications from the wider community;
1.13.3. Provide a procedure to enable any member of staff who believes that inequitable treatment has been applied to him or her within the scope of this policy to raise the matter through the DMR senior management team;
1.13.4. Ensure that members of staff understand the need for an Equality, Diversity and Inclusion Policy and to promote their commitment to it;
1.13.5. Ensure that all members of staff involved in recruitment and selection processes receive training in the application of this policy to ensure they are aware of its contents and provisions.
2. LEGISLATION
2.1. The Equality Act 2010 enforces both general and specific duties upon DMR. The legislation applies not only to DMR as an organisation, but also to anyone working or undertaking training with DMR and any partners, contractors and stakeholders.
2.2. Equality is ensuring individuals, or groups of individuals, are treated fairly in accordance with the Equality Act 2010 and the 9 protected characteristics outlined within the Act. Under the Equality Act 2010 the headings of age, disability, race, religion or belief, gender, sexual orientation, gender reassignment, marriage and civil partnership, and pregnancy and maternity are known as protected characteristics.
2.3. It is unlawful to discriminate directly or indirectly, victimise or harass members of staff, learners and customers because of the protected characteristics of age, disability, marriage and civil partnership, gender reassignment, pregnancy and maternity, race, religion or belief, gender and sexual orientation in the provision of qualification and training programme delivery. The definition of discrimination includes associative and perceptive discrimination.
2.4. All DMR’s members of staff have a responsibility for implementing the Equality, Diversity and Inclusion Policy and promoting and advancing equality of opportunity, diversity and inclusion in all aspects of their work. All members of staff and learners are personally responsible for their own acts of discrimination, harassment or victimisation carried out during their employment, whether or not DMR is also liable.
2.5. All members of staff and learners are responsible for their own conduct and should ensure that their behaviour does not make any other person feel uncomfortable. Every member of staff and learner has a responsibility to question their own prejudices and assumptions. It is the duty of all members of staff and learners to avoid unfair discriminatory practices, to challenge them in others and to accept personal responsibility for abiding by this policy.
2.6. DMR is committed to ensuring that its business and its supply chains are free of slavery. DMR acknowledges its responsibility to comply with the principles of the Modern Slavery Act 2015.
2.7. The Modern Slavery Act 2015 applies not only to DMR’s own members of staff, but also to suppliers, sub-contractors and other stakeholders.
3. IMPLEMENTING THE POLICY
3.1. DMR is committed to ensuring: –
3.1.1. That no person is subjected to unwelcome or inappropriate behaviour that undermines, demeans, offends, insults or injures them; creates an unpleasant working or learning environment; and/or threatens their job security, promotion prospects or the outcome of their qualification or training programme;
3.1.2. That no criterion, provision or procedure which applies equally to everyone has a disproportionate adverse effect on people from any disadvantaged group covered by the protected characteristics in the Equality Act 2010;
3.1.3. That it offers a range of opportunities that enables as many people as possible to access its qualification and training programmes and to participate fully and to provide safe and inclusive places to learn and work;
3.1.4. That all members of staff, learners, employers and other collaborative partners are aware and encouraged to support the objectives of this policy;
3.1.5. That equality, diversity and inclusion good practice is promoted amongst its workforce, employers, learners and customers;
3.1.6. Positive attitudes and good relations between people of different groups and working together to promote equality, diversity and inclusion are actively promoted;
3.1.7. Discrimination and lack of opportunity is challenged and other organisations and individuals encouraged to do the same to actively promote equality of opportunity, diversity and inclusion;
3.1.8. Stereotypes, prejudiced attitudes and unfair discriminatory behaviour are challenged;
3.1.9. That good relations amongst people within the community and the wider communities within which DMR works are promoted to help develop equality, diversity and inclusion and positive action projects for the benefit of the wider community;
3.1.10. That staff training and development in equality, diversity and inclusion for all members of staff is actively promoted;
3.1.11. That no member of staff, job applicant or candidate will be disadvantaged or treated less favourably because of conditions or requirements that are not related to the job.
4. PROCEDURES
4.1. DMR will: –
4.1.1. Provide support to enable any member of staff who believes that inequitable treatment has been applied to him or her within the scope of this policy to raise the matter with the DMR senior management team;
4.1.2. Ensure that members of staff understand the need for an Equality, Diversity and Inclusion Policy and promote their commitment to it;
4.1.3. Ensure that all members of staff involved in the staff recruitment and selection process receive training in the application of this policy to ensure they are aware of its contents and provisions;
4.1.4. DMR will seek to take positive action to ensure that under-represented groups are encouraged to apply for vacant posts and qualification and training programmes. DMR will seek to ensure vacancy details are drawn to the attention of under-represented groups through links with community groups and organisations. Positive action may be used where it is felt to be relevant and appropriate when recruiting learners for qualification and training programme provision such as targeting under-represented or disadvantaged groups or encouraging disadvantaged adults who may not have undertaken formal training for some time, for example;
4.1.5. Ensure that all applicants and learners have an equal opportunity to access qualification, training programmes and learning and to demonstrate their attainments;
4.1.6. Wherever possible, DMR will support targeted provision for groups who are under-represented or disadvantaged and that qualification and training programme provision meets the needs of community groups;
4.1.7. Ensure that information about this policy is communicated to all members of staff, learners, employers and external customers and stakeholders and to encourage each person to own the responsibility of promotion and implementation of equality, diversity and inclusion throughout DMR.
4.2. DMR will ensure that all members of staff receive appropriate training on their rights and responsibilities in relation to equality, diversity and inclusion legislation and DMR’s Equality, Diversity and Inclusion Policy. DMR expects its members of staff to be aware of statutory duties in relation to equality, diversity and inclusion.
4.3. Pre-course screening will take place to ensure candidates’ suitability for DMR training programmes. Although training programmes may have eligibility and entry requirements as a pre-requisite for enrolment, these requirements will not preclude Learnerswith additional learning needs from accessing qualification and training programmes. A wide range of teaching and assessment methodologies and reasonable adjustments may be adopted to take account of the needs of all learners and maximise opportunities for success.
4.4. The induction programme for learners will highlight DMR’s commitment to equality, diversity and inclusion and this policy, the action to be taken by learners who suffer discrimination and the action to be taken against any perpetrators of discrimination. All learners will be made aware that they have a legal and moral responsibility to eliminate discrimination and harassment and to promote equality of opportunity and good relations between people from different backgrounds and communities and between different equality groups. Bullying, harassment or any other discriminatory behaviour will not be tolerated.
4.5. Members of staff should challenge any inappropriate behaviour by either learners, employers or other members of staff and intervene where they feel this would not put themselves at personal risk or harm.
4.6. Members of staff must report all incidents to the DMR senior management team involving learners, employers or members of staff where discrimination, harassment, bullying or victimisation has occurred relating to the protected characteristics of others. Such incidents may have occurred on or off any premises used by DMR.
4.7. Learners’ data is monitored to ensure that DMR can provide a range of targeted activities and training, focused on supporting individuals to access and successfully complete qualifications and training programmes.
5. RESPONSIBILITIES
5.1. DMR’s members of staff are responsible for: –
5.1.1. Co-operating with DMR to ensure that this policy is effective and to prevent discrimination;
5.1.2. Promoting equality, diversity and inclusion and avoiding unfair discrimination;
5.1.3. Creating an environment where everybody feels safe, supported and valued;
5.1.4. Challenging, reporting and analysing any incidents of unfair discrimination, racial, sexual or other stereotyping perpetrated by members of staff and/or learners;
5.1.5. Keeping up-to-date with equality, diversity and inclusion legislation and participating in equality, diversity and inclusion induction and refresher updating training.
5.2. Members of staff should also bear in mind that they can be held personally liable for any act of unlawful discrimination.
5.3. Learners are responsible for: –
5.3.1. Participating in equality, diversity and inclusion training;
5.3.2. Respecting others in their language and actions and creating an
environment where everyone feels safe, supported and valued;
5.3.3. Reporting instances of unfair discrimination, racial, sexual or other
stereotyping;
5.3.4. Complying with the DMR Equality, Diversity and Inclusion Policy.
5.4. The Head of Business Development has responsibility for: –
5.4.1. Taking appropriate measures to ensure equality of opportunity and the fair selection and recruitment of members of staff;
5.4.2. Carrying out DBS checks on all members of staff and maintaining central records;
5.4.3. Ensuring line managers know and understand their responsibilities in terms of recruitment and selection and employment matters;
5.4.4. Ensuring that appropriate information is available to members of staff so that new staff can be briefed in procedures and trained in their implementation.
5.5. The Managing Director has overall responsibility for ensuring that DMR implements and follows this policy and meets its legal responsibilities. The overall responsibility for monitoring the effectiveness of this policy also lies with the Managing Director.
6. TRAINING DELIVERY
6.1. It is the legal and ethical responsibility of all members of staff to conduct their teaching and learning activities in a non-discriminatory manner.
6.2. Members of staff will actively promote British Values throughout training programme delivery and will encourage learners to challenge stereotypes, assumptions and discrimination within a culture of mutual respect and tolerance for others. Qualification and training provision should also aim to encourage learners to develop wider skills beyond the scope of their occupational area such as citizenship and promote economic well-being.
6.3. All teaching and training resources will reflect and promote equality, diversity and inclusion, as appropriate, to raise learners’ awareness and understanding. Resources should be regularly reviewed to ensure they are sensitive to diversity, addresses equality issues, reflects the interests and backgrounds of learners and are free from discriminatory or stereotypical assumptions or images.
6.4. DMR can use data to monitor and improve the participation and achievement of learners for all minority groups and can promote and share good practice with regard to equality, diversity and inclusion in qualification and training programme curriculums.
7. MARKETING
7.1. DMR will ensure that marketing strategies reflect equality and diversity good practice and that DMR’s qualification and training programme provision is actively and appropriately promoted to all sections of the community. DMR’s qualification and other training programme publicity materials shall present appropriate and positive messages about diverse groups.
7.2. DMR will ensure that displays, photographs and other artefacts reflect the diversity of the community and promote community cohesion.
8. EXTERNAL CUSTOMERS AND STAKEHOLDERS
8.1. When drawing up agreement or contracts with external partners, DMR will ensure that external partners are made aware of the DMR Equality, Diversity and Inclusion Policy and DMR shall expect the external partner to have appropriate policies and procedures in place regarding equality, diversity and inclusion and the requirements of the Equality Act 2010.
8.2. DMR will not knowingly support or deal with any external partner involved in slavery or human trafficking.
8.3. All employers collaborating with DMR in the delivery of qualification and other work-based learning training delivery will be made aware of the DMR Equality, Diversity and Inclusion Policy and will be required to comply with the aims and procedures within it. Equality, diversity and inclusion topics may be raised and discussed in monitoring visits made to employers and during progress review meetings with learners to monitor arrangements and to maintain knowledge and understanding.
8.4. Visitors and contractors shall be required to comply with the DMR Equality, Diversity and Inclusion Policy aims and procedures.
8.5. DMR will ensure that its Equality, Diversity and Inclusion Policy is publicised as widely as possible to its wider community, including members of staff, learners, employers, lead training providers, stakeholders, contractors and visitors.
8.6. DMR works in partnership with a wide range of employers. Employers may be working in partnership to recruit and/or train learners, accessing DMR services for learners, taking learners on work placements or hosting activities delivered by DMR’s members of staff. DMR will support employers, where necessary, in the development of equality, diversity and inclusion policies and practice. DMR will monitor employers’ practice through learners’ progress reviews and during monitoring visits.
8.7. DMR will seek to develop partnerships with external groups and organisations to develop best practice and widen the scope of its diversity activities in the community, particularly through networking with such organisations to promote the provision of learning and partnerships in the community.
9. MONITORING
9.1. Equality, diversity and inclusion data and information will be gathered from a variety of sources, which will include application forms, learners’ progress reviews, survey questionnaires and quality audits.
9.2. DMR is committed to the collection of statistics, analysis of data and the presentation of data as well as monitoring on an ongoing basis. Equality, diversity and inclusion data and information may be reviewed as part of the monthly Performance Management Review process.
9.3. DMR is committed to monitoring all learners and potential learners in order to inform the measurement of progress in areas such as applications, attendance rates, retention rates, achievement and success rates, additional learning support, progression, disciplinary action, complaints and survey feedback.
10. COMPLAINTS
10.1. Any learner or potential learner, job applicant, member of staff, employer or partner organisation may raise either formally or informally complaints of unfair or discriminatory treatment. DMR will deal with all complaints fully and sensitively. All complaints will be dealt with under the DMR Complaints Procedure. Complaints from members of staff can also be made via the Bullying and Harassment Policy or the Grievance Procedure.
10.2. In the event that apprentices or other learners are alleged to be in breach of the Equality, Diversity and Inclusion Policy, an investigation will be carried out in accordance with agreed procedures, including where appropriate, formal disciplinary procedures.
10.3. Action under DMR’s Disciplinary Procedure (Staff) will be taken against any member of staff who is found to have committed an act of improper or unlawful discrimination. Serious breaches of the Equal, Diversity and Inclusion Policy will be treated as potential gross misconduct and could render the member of staff liable to summary dismissal.
10.4. Members of staff who are victims of racist incidents, hate incidents or hate crimes from other members of staff or learners are encouraged to also report the incident to the police, if they wish to do so.
11. REVIEW
11.1. This policy will be reviewed at least annually.
• Implementation date: August 2013.
• Last review date: June 2025.