Equality, Diversity and Inclusion Policy

This page details our Equality Diversity and Inclusion Policy. Forest Skills Ltd t/a Chris Garland Training (the Company) recognises its responsibilities as an employer and a provider of training and consultancy, to;

eliminate unlawful discrimination,
challenge anti-discriminatory practice,
promote equality of opportunity and diversity in all aspects of its activities.

The Company is committed to promoting equal opportunity and to adopting proactive measures to address unlawful discrimination in the execution of its services. We will ensure that equality of opportunity is prominent throughout our work in;

making policy,
managing the business,
service delivery (i.e. training, consultancy and assessment),
complying with current UK regulations, and
our employment practice.

The Company 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,
socio-economic background.

All individuals will be treated with dignity and respect and valued for who they are and for their contribution.

Responsibilities

The Company Director and staff are responsible for ensuring that the Equality, Diversity and Inclusion Policy is put into practice and that they have due regards to the need to:

challenge all forms of discrimination.
eliminate unlawful discrimination.
promote equality of opportunity.

The following opportunities are taken to invite feedback from staff, clients and students;

Recruitment and Selection
Initial Assessment
Induction
Assessment and Planning
Learner Reviews
Internal Verification
External Verification
Examinations
Exit Interviews

This feedback will be included in the annual review of our policies.

Legislation

The relevant Acts of Parliament relating to equal opportunities policy are;

In addition, the Company will comply with the following codes of practice relating to equal opportunities; including guidance available from:

Equality and Human Rights Commission
Disability Rights Commission
ACAS: Advisory Conciliation and Arbitration Service
Equality Act Codes of Practice

The Equality Act Codes of Practice can be found at: www.equalityhumanrights.com.

Scope of policy

The Company will adhere to all relevant Statutory Legislation and the Code of Practice. In accordance with its commitment to equal opportunities, the Company will ensure that positive steps are taken to identify and combat all forms of discrimination. This is 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
Victimisation.

Direct discrimination is treating one person less favourably than others because of, for example their race, gender, sexuality or disability (a fuller list has been provided above).
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.

The Company recognises that the implementation of the Inclusion, Equality and Diversity Policy is vital to its development and continuing success, and the Directors will take full and frank responsibility for ensuring effective implementation of the policy and code of practice.

The Company will;

Not tolerate any form of harassment when offensive or intimidating behaviour, or encouraging or allowing other people to do so, aims to humiliate, undermine or injure its target, causing any physical or mental harm.
Not tolerate any form of victimisation, which means treating somebody less favourably than others because they tried to make a discrimination complaint.
Ensure that we comply with the Public Interest Disclosure Act 1998, to ensure that all relevant protection is afforded to all relevant parties. This legislation is “An Act to protect individuals who make certain disclosures of information in the public interest; to allow such individuals to bring action in respect of victimisation; and for connected purposes.”
Ensure that all individuals and organisations which provide services for or on behalf of the Company, are aware of and fully complying with our commitment to equality of opportunity.
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, as detailed in our Maladministration and Malpractice Policy.

Aims of the policy

To comply with the general and specific duties of all UK Equal Opportunities Legislation.
To fulfil our statutory obligation to raise awareness of the policy to all staff, clients and students.
To ensure that all potential, new and existing staff informed of the policy and its implication. All job applicants will receive the policy when applying to work with us.
To ensure that all students have access to a fair and well managed examination and assessment process, in accordance with the Company’s Maladministration and Malpractice Policy.

Publishing arrangements

The Company will ensure the policy statement is displayed and distributed throughout our business, in a variety of media, including but not limited to, being made available at candidate registration. The policy will be published online on the company’s website.

Organisation, consultation and participation

The Company Director has the ultimate responsibility for ensuring compliance with Equal Opportunity Legislation. The Director shall undertake an annual review of the policies that are in use, ensuring the policies are up to date, reflect current good practice and legislation. The Company will consult as widely as possible with all stakeholders i.e. staff, training centres, students and any other relevant parties.

Responsibilities

The Director is responsible for:

personnel related policies and strategies.
developing and delivering a programme of (or arranging delivery of) staff development in all aspects of diversity and equality of opportunity matters.
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 experience.
ensuring that all HR policies and procedures meet legal and ethical standards in relation to equal opportunity.
advising staff on procedures in relation to the Equality, Diversity and Inclusion Policy.

Making a complaint

An employee or learner who feels they have not been fairly treated within the scope of this policy should raise the matter through the Company Disciplinary & Grievance Procedure.

Dealing with discrimination and harassment as a training provider

As a training provider, the Company complies with anti-discrimination and human rights legislation and promotes the well-being of candidates. The Company actively seeks to eliminate all forms of discrimination and harassment, whether towards candidates or staff. The Company will use the following model for challenging discrimination:

Recognising individualism and value difference.
Breaking down stereotypes.
Challenging discrimination.
Role modelling appropriate behaviour.

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.

Racism

The Company 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. Certain racist incidents may also be criminal offences in England and Wales under the Crime & Disorder Act 1998. These include racially aggravated;

Assaults, including common assault, actual bodily harm, grievous bodily harm and wounding.
Criminal damage, including racist graffiti, damage to property and arson (lighting fires).
Public order/harassment, including engaging in behaviour which causes (or is likely to cause) harassment, distress or fear of violence.

The Police (not the Company) 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. The Company will also report the incident to the Police if asked to do so by the victim or their parent where they are under 18.

Sexual Harassment and Discrimination

In addition to the general principles for dealing with discrimination or harassment, the Company will adhere to the specific rules which exist for dealing with sexual harassment and discrimination. If the perpetrator is an employee of the Company or other professional in a position of authority, then this will normally be either a criminal matter (in which case it should be referred to the police) or a disciplinary offence under the Company’s Disciplinary and Grievance policy.