© 2019 3Pillars‚Äč

Equal Opportunities and Diversity Policy

We promote a working environment in which diversity is recognised, valued and encouraged. We acknowledge the multicultural and diverse nature of the UK workforce and society in general. We are committed to principles of fairness and mutual respect where everyone accepts the concept of individual responsibility. These principles are embedded into 3Pillars selection, recruitment, programme delivery, assessment and quality management/assurance. We recognise that discrimination in the workplace/provision of training in any form is unacceptable and in most cases unlawful. We view any breach seriously. We will investigate and potentially take appropriate action.

 

Definitions and Protected Characteristics

 

Associative Discrimination - occurs when a person is treated less favourably because they are linked or associated with a protected characteristic.

 

Discrimination Arising from a Disability - occurs when a disabled person is treated unfavourably because of something connected with their disability and this unfavourable treatment cannot be justified. However, treatment can be justified if it can be shown that it is intended to meet a legitimate objective in a fair, balanced and reasonable way. If this can be shown then the treatment will be lawful.

 

Direct Discrimination - when somebody is treated less favourably on unlawful grounds because of one or more of their protected characteristic as compared to someone else.

 

Harassment - is behaviour directly relating to or due to a personal characteristic or perception of it. This behaviour might violate the person’s dignity or create an intimidating, hostile, degrading, humiliating or offensive environment for that person.

 

Indirect Discrimination - considers rules or conditions that apply to everyone but affect one group of people more than others without good reason: for example, a company rule that says employees must do night shifts could exclude women who have children to care for.

 

Institutional Discrimination - describes an attitude or culture in an organisation that supports or fails to challenge discriminatory views.

 

Perceptive Discrimination – direct discrimination against a person because others think they possess a particular protected characteristic. It applies to age, race, religion or belief and sexual orientation, disability, gender reassignment and sex.

 

Victimisation – a person is treated less favourably than others because they have made, or intend to make a complaint of discrimination.

 

No learner, or anyone our organisation deals with, receives less favourable treatment because of their protected characteristics. The protected characteristics are:-

 

  • Age

  • Disability

  • Gender Reassignment

  • Marriage and Civil Partnership

  • Pregnancy and Maternity

  • Race (including colour, nationality, ethnic or national origin)

  • Religion or Belief

  • Sex

  • Sexual Orientation

 

3Pillars Stance

 

In adhering with this stance 3Pillars ensures equality of treatment for all by aiming to:

  • raise awareness of equality and diversity

  • ensure that you are never discriminated against or receive less favourable treatment because of a protective characteristic

  • acknowledge any issues that could be defined as discrimination, victimisation or harassment with an appropriately sensitive and prompt investigation

  • comply with Active IQ in making suitable reasonable adjustments (http://www.activeiq.co.uk/centres/guidance-for-centres) which can apply to all of the listed protected characteristics.

 

Your Responsibilities

 

Each and every one of us is a stakeholder in the success of this policy. We expect you to make a positive contribution towards maintaining an environment of equal opportunity throughout the organisation. Please make sure you observe this policy at all times. In particular, you have individual responsibility to adopt the following:

 

  • Do not take unlawful discriminatory actions or decisions contrary to the spirit of this policy

  • Do not discriminate against, harass, abuse or intimidate anyone on account of their protected characteristics

  • Do not place pressure on any other learners to act in a discriminatory manner

  • Resist pressure to discriminate placed on you by others and report such approaches to an appropriate member of staff

  • Co-operate when we investigate, including providing evidence of conduct which may amount to discrimination

  • Co-operate with any measures introduced to develop or monitor equal opportunity

 

Discrimination is not just treating one person less favourably than another. It can take place because:-

 

  • someone associates with a person with a protected characteristic;

  • someone is believed to possess a protected characteristic (even though they do not);

 

We expect you to treat, and be treated by, other learners and the people our organisation deals with considerately and with respect.

 

Where You Encounter Discrimination

 

  • If you feel subject to discrimination of any kind as identified within this policy, make clear to the individual concerned that you find it unacceptable. Person-to-person discussion at an early stage may be enough to resolve your concern without involving anyone else.  Alternatively, seek the help of a trusted colleague (e.g. a fellow learner or a trusted member of staff) and ask them to approach whoever has caused you offence.

  • If discrimination continues, or you consider an instance to be particularly serious, you should consider who to highlight the issue with. For the majority of cases this will likely to be the tutor or assessor. However we appreciate that this staff member may be implicated in your concern and therefore when this happens they should approach the tutor/assessors line manager or the designated internal verifier.

  • The staff member approached will carry out a suitable documented investigation or where more appropriate will refer the issue to an appropriate individual responsible for this area within the company. For example the operations manager.

  • The result of the investigation into alleged discrimination will be communicated to you with information including the action taken and outcome highlighted if applicable or appropriate.

  • If you feel dissatisfied about the outcome of the investigation and you want to appeal then you will need to contact the operations manager within five working days of receiving the outcome, who will carry out or appoint a senior staff member to review these concerns.

 

Thank you for your contribution and commitment to making our policy work.