Equality and Diversity

Equality and Diversity Policy

 

  1. Statement of Intent

TDLC’s principle aim is to promote equality and diversity in every avenue of its work and for all stakeholders, both internal and external to the organisation.

TDLC will at all times:

    1. Treat all people equally, regardless of their age, their ethnic or racial group, their religion or belief, their marital/civil partnership status, their political opinion, whether they have dependants or not, whether or not they have a disability, what their gender may be or sexual orientation they may have, or any other ground or status  
       

    2. Be intolerant of any form of discrimination, harassment or victimisation of its staff, learners and or stakeholders
       

    3. Continuously and actively seek to address inequalities and inappropriate behaviour, establishing where they exist and then implementing appropriate actions speedily
       

    4. Make every effort to avoid and remove barriers to learning and employment resulting from the utilisation of its products and services and the achievement of its qualifications

 

  1. Implementation of the TDLC Equality and Diversity Policy

For students:

    1. Ensuring that access to learning opportunities is open to all who can benefit
       

    2. Providing impartial information and guidance to all learners
       

    3. Ensuring content and language of all written information is clear and free from social and racial bias or stereotypical wording
       

    4. Ensuring access, where needed, to additional learning support after assessment of individual needs
       

    5. Consulting with learners and/or their representatives to ensure there are no barriers to entry to units or qualifications other than those directly related to the integrity of the unit, and to actively seek learner feedback through the piloting of new units/qualifications where appropriate
       

    6. Encourage feedback from learners or their representatives to identify any inequality or barrier to access or achievement.  Feedback can be provided via the iCQ website, in writing or by telephone

For all employees by:
 

  1. Ensuring that no employee, consultant or job applicant is treated less favourably because of conditions or requirements that cannot be justified
     

  2. Adhering to TDLC’s recruitment and selection policies and procedures
     

  3. Providing support or relevant training for all staff enabling them to progress with TDLC and to develop transferable skills for use in other organisations


 

  1. Promotes an ethos of equality and diversity and is free from unlawful discrimination, harassment or victimisation of any kind by:
     

  1. Making all employees, consultants and any sub-contractors, learners and other users aware of behaviours which amount to discrimination, harassment or victimisation. This will be done through publicising the policy through a range of media including publicity material, learner and staff handbooks and the TDLC website
     

  2. Ensuring publicity and materials present appropriate and positive messages about minority and other ethnic groups, disability, gender stereotyping and sexual orientation
     

  3. Ensuring staff have access to comprehensive information to assist them in planning, putting into practice and monitoring their responsibilities under this policy
     

  4. Seeking advice from and engaging in appropriate partnership working with organisations representing under-represented groups in the community
     

  5. Ensuring that all learners and staff know how to make comments, make compliments and raise complaints
     

 

  1. Respect equally, support appropriately and reward fairly each learner and each employee by:
     

  1. Consulting and welcoming feedback from learners, employees and other stakeholders
     

  2. Establishing fair and transparent criteria for assessment of learner work
     

  3. Establishing fair and transparent criteria for staff pay structures and access to training
     

  4. Revising any policy or practice that puts employees or prospective employees from a minority group at a disadvantage
     

 

  1. Enable staff to put equality and diversity into practice by:
     

  1. Ensuring that staff are trained and kept up-to-date on equality and diversity issues
     

  2. Maintaining a database of names of all who have received this training
     

  1. Develop systems to monitor and evaluate Equality and Diversity provision by:
     

    1. Setting targets against equality and diversity impact measures that are specific, measurable and achievable
       

    2. Monitoring data on ethnicity, gender, age, and disability in relation to learners
       

    3. Monitoring data on ethnicity, gender and disability in relation to applications for jobs, appointments and the staff profile
       

    4. Identifying trends so that any imbalances can be addressed appropriately
       

    5. Monitoring the take up of staff professional development and training opportunities
       

    6. Monitoring attendance at equality and diversity training
       

    7. Conducting annual self-assessment exercises to establish progress in equality and diversity issues
       

    8. Monitoring awareness of the equality and diversity policy by key stakeholders through questionnaires and other appropriate means
       

 

  1. Comply with all current equalities and data protection legislation in employment and provision of assessment services by ensuring that TDLC complies with all appropriate sections of the:

 

    1. Sex Discrimination Act 1975
       

    2. Race Relations Act 1976 (Statutory Duties) Order 2001
       

    3. Disabilities Discrimination Act 1995
       

    4. Race Relations (Amendment) Act 2000
       

    5. Special Education Needs and Disability Act 2001
       

    6. Human Rights Act
       

    7. Data Protection Act 1998
       

    8. Freedom of Information Act 2000
       

    9. Reviewing policy in light of new or changed legislation

 

  1. Responsibility for Equality and Diversity Policy

Key responsibilities under this policy are set out below:

    1. The board of directors has overall responsibility for interpreting the policy and ensuring it contributes to TDLC’s policies on Equality and Diversity
       

    2. All managers are responsible for ensuring proactive dialogue about equal opportunities issues and practices with partner organisations ie suppliers, Centres, trainers, tutors and learners. They are responsible for ensuring their learners and employees are not disadvantaged in any way and that complaints of discrimination or offensive behaviour are dealt with promptly

 

    1. Trainers and tutors are responsible for promoting equality of opportunity amongst students, and ensuring that all instances of contravention of the policy are reported promptly to their line manager they should also report examples of good practice that can be disseminated throughout TDLC

 

  1. Complaints under the Equality and Diversity Policy

Complaints concerning unfair treatment within the scope of this equality and diversity policy may be raised under the TDLC Enquiries and Appeals Procedure or the Employee Grievance Procedure

 

  1. TDLC will seek to ensure Equality and Diversity adherence by the following measures:
     

    1. The General Manager will gather Equality and Diversity data

    2. The General Manager will review relevant legislation on a quarterly basis

    3. The General Manager will report to the TDLC board on a quarterly basis on data findings, possible legislative changes, and their recommendations

    4. The TDLC Board of Directors will instruct the General Manager of any amendments they deem are required

    5. The TDLC Board will approve any amendments to the Equality and Diversity Policy

    6. The TDLC Board will present the amended policy to the Management committee for approval prior to implementation

01634712999

 

enquiries@tdlc.co.uk

 

85 High Street, Chatham, Kent ME4 4EE