Equality & Diversity Policy

DTS Equality & Diversity Policy

1 INTRODUCTION

This statement outlines the general responsibilities and requirements Dimensions Training Solutions expects from members of staff, learners, and employees in their day-to-day activities. It is the responsibility of each Manager and all Trainer/Assessors to ensure that the Equality & Diversity Policy is fully observed and that there is no discrimination against Learners 

It is the responsibility of the HR department to keep records on all staff that includes information on sex, ethnic origin, and disability so that the effectiveness of the policy can be monitored.

All employees of the Company have a personal responsibility for making sure that equality & diversity practices are reflected in their day-to-day dealings with colleagues and learners. Behaviour that is not in accordance with policy is unacceptable and may result in disciplinary action being taken.

2 LEGISLATION

The Directors of Dimensions Training Solutions acknowledge the requirements and its responsibilities in relation to equality & diversity legislation.   
In considering its responsibilities and legal requirements Dimensions Training Solutions will be aware of the legislation detailed below.

Dimensions Training Solutions is committed to treating staff, learners, other customers and stakeholders, equally and fairly. Dimensions Training Solutions believe that good practice in equality of opportunity are essential for good business.   We endeavour to make sure that we do not discriminate against people because of age, race, religion or belief, sex, marriage, civil partnership, gender reassignment, sexual orientation, disability, pregnancy or maternity. 

This principal will apply in respect of all conditions of work, including pay, hours of work, holiday entitlement, work allocation, sick pay, recruitment, training, promotion and redundancy.   

Dimensions Training Solutions are committed to providing services of the highest standards within the resources available for all existing and potential employees, learners and users of our service.   Quality and equality are core values that underpin all our activities. We aim for excellence and by promoting equality of opportunity we endeavour to make sure that we are responsive and that we use our resources effectively and efficiently.

In hiring contractors and other bodies Dimensions Training Solutions will actively promote and pursue its commitment to equality of opportunity.
Dimensions Training Solutions will endeavour to make sure that we follow equality of opportunity in how we:

  • Recruit and treat our members of staff
  • Deliver our service
  • Consult with others
  • Work with other individuals and organisations.

Dimensions Training Solutions complies with all anti-discriminatory legislation and in particular with the Equality Act 2010.   
If you feel for any reason that you have not been treated fairly and in accordance with this statement, please let us know in writing.   A copy of our Complaints Procedure is available separately. 

Dimensions Training Solutions have adopted policies and supportive procedures with regard to Equality & Diversity as follows: 

  • Dimensions Training Solutions will comply with the requirements of the Equality Act 2010
  • Provide support in the selection of members of staff and learners to ensure equality of opportunity. No application will be treated less favourably than any other because of age, disability, gender reassignment, religion or belief, marriage or civil partnership, pregnancy or maternity, race, sex, sexual orientation.
    To this end Dimensions Training Solutions will recruit, train, promote and otherwise behave towards employees and learners solely on the basis of merit.   In inviting applications Dimensions Training Solutions will ensure that through a wide network of advertisement the number of people aware of the opportunity and able to apply will be maximised.   Dimensions Training Solutions will encourage applications from all sections of the community and review its recruitment procedure periodically.
  • Dimensions Training Solutions will protect the rights of all employees and learners by making known to them their responsibilities towards others employees and learners through the provision of policy and procedure documents and terms and conditions of employment.
  • All employees will be encouraged to improve their skills, future work and promotion prospects within a programme of supervision, training, and personal development.
  • Victimisation, discrimination or harassment by Dimensions Training Solutions workers or learners will be dealt with as a disciplinary offence. Dimensions Training Solutions will use its position and influence to ensure environments are free from such behaviour.
  • In engaging external agencies, individuals and consultants, Dimensions Training Solutions will seek their commitment towards equality & diversity in the delivery of their service and employment of staff.
  • It is the responsibility of all employees, learners, employer placements and members of the Board of Directors to accept their personal involvement in the practical application of this policy.

3 RECRUITMENT AND SELECTION

One of the main areas where a Manager, Trainer/Assessor and Recruitment Administrators will be required to apply the company’s Equality & Diversity Policy will be when recruiting learners. Consequently, in addition to following the company’s initial selection procedure the following general guidelines should be followed to ensure Equal Opportunities for all: 

  • Make it clear that applications both for jobs and Government funded training programmes are welcome from all people.
  • Ensure that recruitment methods used reach a wide range and representative cross section of the community.
  • Choose photographs or illustrations for recruitment literature that reflect diversity of our society. 
  • Eliminate the use of racist or sexist language.
  • Do not pre-judge people’s abilities because of their race, sex or disability.
  • Do not favour candidates based on informal approaches and recommendations or from unsolicited representation made on their behalf. 
  • Plan interviews carefully to ensure any questions asked relate directly to the position applied for in order to make decisions based on knowledge, abilities, experience and merit.
  • Wherever possible ask the same questions, in the same words, of everyone being interviewed.
  • Keep full and accurate records of test results, interviews and reasons for selection or non- selection.  
  • Be aware of the dangers of stereotyping on the grounds of age, disability, sex,
    sexual orientation, race, religion or belief, marriage or civil partnership, 
    pregnancy or maternity when considering individual abilities.  

4 LEARNER INDUCTION AND AWARENESS

Trainer/Assessors should ensure that learners are informed of equality issues and their responsibilities and rights within the policy.

Trainer/Assessors should make learners aware of the Equality & Diversity Policy to the learner at induction, its application and significance should be discussed with them to ensure they are aware of and understand it. Trainers/Assessors should ensure that learners are made aware that the policy also relates to their own behaviour towards others.

They must be made aware that they must not harass, abuse or intimidate other learners, staff or placement providers on account of their age, disability, sex, sexual orientation, race, religion or belief, marriage or civil partnership, pregnancy or maternity.

To ensure a learner understands equality & diversity, the Trainer/Assessor should on a regular basis test their understanding. This information should be recorded on the learner review document.
Trainer/Assessors should ensure that learners are informed of the grievance procedure and how they can use it in regard to equality issues.

Responsibilities of Members of Staff

Both sexual and racial harassment are upsetting to the recipient and can embarrass, intimidate and humiliate an individual as well as undermine respect between colleagues. They will also create a stressful or potential hostile working environment. All staff therefore has an obligation to ensure that they do not harass their learners and colleagues or condone harassment by others.

All staff must discourage sexual or racial harassment and seek to prevent it from taking place.  In particular they should: -

  • Take prompt action to stop any form of harassment as soon as it is identified.
  • Ensure that potentially offensive material is not displayed or circulated in the offices or Training Academies.
  • Make it clear to that this kind of behaviour is not acceptable and where appropriate will be treated as a disciplinary matter.

5 EMPLOYER RESPONSIBILITY

It is a contractual obligation that employers follow the Dimensions Training Solutions Equality & Diversity Policy. The relevant legislative clause is included in the agreement between Dimensions Training Solutions and such employers.

Should employers require advice on equality issues then Dimensions Training Solutions must use its best endeavours to provide such advice and guidance.

6 GRIEVANCE & COMPLAINT PROCEDURE

Complaints must be taken seriously. All members of staff should be approachable and open to receive complaints or comments informally in the first instance. Learners may also contact Head Office directly or ask someone else to assist them if they want to.

If dissatisfied with the result of a complaint about any breach of the equality & diversity policy they may refer to the Grievance Procedure. A copy of this should be posted or be available in each Training Academy for all to read. Copies of application forms to register a grievance must also be made available and assistance in completing the form is available.

People wishing to discuss an issue or complaint should contact the person named below if they do not wish to approach their Trainer/Assessor.

Dealing with a grievance or complaint.

All complaints must be dealt with by the company Director of HR and Business Support immediately, in accordance with the written procedure in an attempt to find a solution.
Those dealing with complaints need to:

  • Be aware that making a complaint of this nature is likely to be a distressing experience for the party discriminated against.
  • Tell the individual making the complaint that the other party(s) involved will have to be made aware of the complaint.
  • Give the party(s) complained against an opportunity to respond to the allegations.
  • Consider the allegation and response carefully. Inform other members of staff involved in the investigation and consider what further action to take (if any)
  • Decide on what appropriate further action is necessary.

If it is considered that disciplinary action is necessary, The Chief Executive must be contacted immediately.