part of EDLounge Group.
part of EDLounge Group.
EQUALITY, DIVERSITY AND INCLUSION POLICY
This policy sets out the commitment of EDLounge Ltd, its Governance and Senior Management Team to promote equality, Diversity and Inclusion of opportunity and to work to eliminate unlawful and unfair discrimination and harassment in the workplace. We value our employees and recognise the contribution they make to our business, and we are committed to providing equality, diversity and inclusion for all irrespective of:
Our equality, diversity and Inclusion framework reflects all aspects of our work, including:
Managers and staff, who at all times should:
Sites, facilities and information that as far as is reasonably practicable are:
A work experience that:
SUPPORTING OUR FRAMEWORK
All staff are expected to support and consistently work to deliver an experience that reflects this policy.
Activities that support this policy include:
We will work to ensure that all of our employees, as well as those who apply or seek to apply to work with us will be treated fairly and will not be subjected to discrimination on any of these grounds. This includes volunteers, apprentices, trainees, and those on work placement. We will make whatever reasonable adjustments are required to provide disabled people with a fair chance to access employment opportunities.
CEO and Head of Centre, Sam Warnes, has overall responsibility for the implementation of this policy. Each manager is accountable for delivering the equality commitments in their areas of responsibility and all employees are expected to abide by the policy.
To implement this policy, we will:
All staff have responsibilities for promoting equality and fostering good relations between different groups. All staff have responsibilities to eliminate discrimination on grounds of race, gender, disability or any of the protected characteristics. Staff are responsible for ensuring that:
Apprentices key stakeholders also have a role and responsibility to comply with policies:
TEACHING, LEARNING & ASSESSMENT
The training and assessment of apprentices / learners will support the equality and diversity policy. To ensure that this happens EDLounge Ltd will ensure that all apprentices / learners, regardless of their background, achieve their potential.
Equality and Diversity will be introduced at key stages during the apprenticeship programme:
EDLounge Ltd will:
Learners are responsible for
Employers are expected to
It is the responsibility of all staff, learners, and employers of learners to work together towards combating all forms of discrimination. This includes reporting all incidents of discrimination using EDLounge Ltd’s formal reporting procedures.
ADDITIONAL LEARNER SUPPORT
EDLounge Ltd encourage the integration and inclusion of ALL learners into the Centre. Learners will be offered individualized programmes of development to support them to achieve their personal learning goals. EDLounge Ltd will make a wide range of training and assessment methods available, and we will provide the necessary reasonable adjustments to facilitate training and assessment.
Learners will be invited to access additional support and we provide a wide range of additional support to meet their individual requirements. We respect the individual’s right to confidentiality, so any information provided will be kept private and will not be passed to anyone without the person’s explicit consent. If a person has requested additional support, they may also arrange a confidential interview with a member of the safeguarding team.
RECRUITMENT OF EMPLOYEES AND APPRENTICES / LEARNERS
Recruitment and selection decisions will support the equality and diversity policy.
EDLounge Ltd will:
EDLounge Ltd staff receive equality and diversity training at induction. All staff must complete
COMPLAINTS OF DISCRIMINATION
If you believe that you have suffered any form of discrimination, harassment or victimisation you can raise this matter through the grievance procedure, a copy of which is available in the staff handbook. All complaints will be dealt with promptly and in accordance with the agreed procedures.
Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.
The Equality Act 2010 broadens the protection from the discrimination afforded to employees in the workplace. EDLounge Ltd will consider the policy when recruiting, delivering apprenticeship training and working with employers and apprentices.
Employers should ensure that:
Indirect discrimination can now be claimed across all seven protected characteristics (Age, Disability, Religion or Belief, Sexual Orientation, Transgender, Ethnicity, Gender). Not included are Pregnancy and maternity and marriage and civil partnership.
Positive action is now available to be used should there be two job applicants of equal calibre the minority person may be selected for the post. Employers must show evidence of a fair and equal selection process.
Where this is referred to, it refers to a person belonging to a particular age (e.g., 32-year-olds) or range of ages (e.g. 18 - 30 year olds).
A person has a disability if s/he has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day-to-day activities.
The process of transitioning from one gender to another.
Marriage and Civil Partnership
Marriage is defined as a 'union between a man and a woman'. Same-sex couples can have their relationships legally recognised as 'civil partnerships'. Civil partners must be treated the same as married couples on a wide range of legal matters.
Pregnancy and Maternity
Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.
Refers to the protected characteristic of Race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.
Religion and Belief
Religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition.
A man or a woman.
Whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes
Following the introduction of the Equality Act 2010 (Specific Duties) Regulations 2011, the Company developed a Single Equality Scheme to ensure that the Duty placed upon it was covered and that due consideration was being given to the requirements of the Duty itself.
The Equality Duty covers the nine protected characteristics. It is unlawful to discriminate against any individual or group on the basis of one, or more, of these protected characteristics:
EDLounge Ltd directly reports retention and success data for learners within some of these characteristics. The Company then has a series of arrangements in place to take due regard of individuals and groups within the other categories. This document outlines the Company’s approach to ensuring that staff and visitors are treated fairly and consistently.
EDIMS Information to link to this Policy, Governance and Marketing
EDLounge Ltd continually reviews its practices to ensure that it is complying with the Prevent Duty as set out in the Counter terrorism and Security Act 2015. The requirements of the Prevent Duty are covered within this document, which is reviewed on a regular basis, annually at least, to ensure that the organisation has sufficient arrangements in place to educate, and keep safe, its learners, staff, employers, visitors and apprentices, and to react to a situation which falls under this legislation.
The Company focuses on the development of a culture in which everyone feels safe and respected and has the confidence to inform others of any potential risk to individuals or groups. As part of this ethos the Company has considered the Prevent Duty and the importance of collaborative working between Company staff, local authorities, police, other educational institutions, policy makers and health providers to identify, detect and safeguard vulnerable people throughout the organisation.
British Values are promoted and embedded these into lesson planning and the tutorial pastoral cycle. EDLounge Ltd’s Observation of Teaching and Learning Processes now take account of the Prevent Duty and British Values:
REPORTING DISCRIMINATION, HARASSMENT OR BULLYING
All staff are responsible for recognising and dealing informally with any incident of bias, stereotyping or discrimination. Where a learner wishes to report an incident of bias or stereotyping or discrimination the personal coach or a member of the teaching team will be happy to discuss the matter (Company Complaints Procedure).
Should staff feel that an incident of bias or stereotyping or discrimination has occurred they should report it to their Line Manager and/or through use of the Company’s Harassment or Grievance Procedure.
Please report incidents to your Line Manager or a member of the Senior Leadership Team. Formal cases will be dealt with through the Harassment Procedure, Grievance Policy and/or the Disciplinary Policy as appropriate to each individual case.
A hate incident is any type of incident perceived to be racist, homophobic or driven by other prejudice by the victim or any other person. If you experience or witness a hate incident, please report it to the Safeguarding Team.
Bullying and harassment by other staff which takes place outside of business hours but impinges on staff welfare/wellbeing will be dealt with in accordance with Company policies and procedures.
Staff feedback is obtained through appraisals, informal feedback, standardisation/team/SMT meetings, the Company’s noticeboard arrangements and through the Company’s website.
IMPACT ASSESSMENT AND MONITORING
To inform the setting of targets and to assess the effect of the equality policy, EDLounge Ltd will collect and analyse the following information by ethnicity, gender, age, ability, and where applicable, sexual orientation and faith:
To inform the setting of targets and to assess the effect of the equality policy, EDLounge Ltd will collect and analyse the following information by ethnicity, gender, age, disability, sexual orientation and faith:
The General Manager Cara Radford will regularly brief the Senior Leadership Team on the progress in promoting equality and diversity for the Apprenticeship Programme. On an annual basis the Operations Manager will provide a full report of the performance and outcomes of equality and diversity issues including self-assessment results and progress, the results of stakeholder feedback.
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will take action when we identify areas where inequality or discrimination may exist.
Signed Date 13/07/2021