Equal Opportunities Policy
Arena Learning Ltd. is committed to eliminating discrimination and promoting good relations and equal opportunities. The Company, in the provision of goods and services and the employment of staff will seek to involve and assist people from all groups in the communities within which we work.
This policy covers all aspects of employment, from vacancy advertising, selection recruitment, and training to conditions of service and reasons for termination of employment; hiring of sub-contractors and services delivered to clients. Arena Learning has an Equal Opportunities Strategy to support the implementation of this policy.
The ultimate responsibility for the implementation, monitoring and reviewing of this policy lies with Rosaria Wilson, the Managing Director. The Managing Director will be supported by the advice of an Equal Opportunities group consisting of the directors and our Equal Opportunities advisor. However the execution of the strategy is a collective responsibility and the co-operation of all employees is essential for the success of this policy. The policy has been devised on the basis of advice from relevant bodies and its content will be reviewed every year.
The Company will abide by and exceed the spirit of all relevant existing laws and future legislation and subsequent case law and Codes of Practice. This includes, Rehabilitation of Offenders Act 1974, Sex Discrimination Act 1975, The Equal Pay Act 1970 (amended 1983), Sex Discrimination (Gender Reassignment) Regulations 1999, Employment Equality (Sexual Orientation) Regulations 2003, The Disability Act 1995 and its amendments, The Disabled Persons/ Services Consultation & Representation Act 1986, The Race Relations Act 1976 and its amendments in 2000 and 2003, Employment Equality (Religion or Belief in the Workplace) Regulations 2003 Protection from Harassment Act 1997, Employment Rights Act 1996, Employment Relations Act 1999, Employment Act 2002, EU Equal Treatment Directive. Health and Safety at Work Act 1974, Criminal Justice and Public Order Act 1996, Human Rights Act 2000, The Learning and Skills Act, the Special Education Needs and Disability Act 1995, European Directive on Equality in the Workforce and implement the provision of CRE Codes of practice. This list is not exhaustive. In order to achieve this aim, we have adopted an Equal Opportunities Policy, with the intention that:
General Points
1. This policy aims to ensure that no applicant, employee, contractor or learner receives less favourable treatment and that wherever possible they are given the help they need to attain their full potential to the benefit of the company and themselves.
2. Any person or group seeking a training service, employment or contract with the company will be given equal opportunity according to their needs, whatever their race, colour, ethnic or national origin, and whatever their religion, creed, gender, sexual orientation, disability, appearance, age, marital status or HIV status. We welcome and encourage applications from under represented groups.
3. All forms of harassment, against or by an associated consultant, employee or contractor will be dealt with promptly, firmly and confidentially. All forms of harassment will not be tolerated.
4. No action will be taken without first consulting the person being harassed or who has suffered due to the Equal Opportunities Policy not being followed. We will support and protect the victim. Where the perpetrator is known and is an associated consultant, employee or contractor, the Company will take appropriate action against the perpetrator. Where the perpetrator is not an associated consultant, employee or contractor and/or is not known, we will take every reasonable practical step to ascertain who was involved in harassing the victim and will take appropriate action.
5. In terms of training and assessment services provided by this organisation and its associated consultants, employees and contractors, we recognise that it is generally unlawful to discriminate in matters of employment and training, either in favour of, or against, a particular group. This provision is reflected in the training, development and assessment process offered by Arena Learning Ltd. Training Services comprise initial assessment, Information Advice and Guidance, advisory sessions and reference / support publications provided, assessment, verification and required dealings with external agencies including awarding bodies and funding agencies.
6. Our Policy will be reviewed on at least an annual basis. We will monitor its effectiveness twice a year at our programme review meeting.
7. It is our policy that all available development and assessment opportunities are taken into active consideration when assessing the training, development and assessment needs of clients. Only by examining all possible options, without prejudice or preconception, can we help our clients realise their full potential.
8. We will make every effort to ensure that any materials or methods we use do not, by their nature, unfairly discriminate against any particular type of client.
9. In assessing training, development and assessment needs, individuals of a particular racial group or sex will not be denied access.
10. We will collect information and monitor records of all those seeking training services from the Company, these records will be monitored against Labour Market Information. We will ensure that the results, where necessary, lead to a change in policy or procedures. In developing future policies we will consider what is working effectively.
11. Arena Learning has an appeals procedure for all clients should they wish to make a complaint.