Equity & Diversity Strategy
1. POLICY STATEMENT
System People actively promotes equality and diversity in all aspects of its work and aims to provide an environment where all individuals have the opportunity to achieve their full potential with a feeling of self-esteem. It will eliminate unfair discrimination through a zero-tolerance approach, regular target setting and monitoring and the development of positive action programmes. Every employee, learner and subcontractor has a responsibility to act in a manner that upholds and follows the spirit and intention of the strategy.
2. SCOPE
System People is committed to treating all of its staff, learners and stakeholders fairly and equitably regardless of a protected characteristic including: age, race or ethnicity, disability, gender, gender preference, sexual orientation, religious beliefs, non-belief, membership of professional associations or trade unions, marital status, family responsibility and socio-economic standing. We will ensure that no unjustifiable requirements or conditions are imposed that could disadvantage individuals on any of the above grounds. System People will be proactive in promoting equality through the embracing, valuing and recognising difference including cultural difference.
Commitment
System People seeks to create an accessible training provision and will take positive action to create a supportive and relevant learning and working environment in which all have the opportunity to achieve their potential. Training and education will be provided to all staff and learners. Passive support is not enough; all must take responsibility to challenge inequality. Objectives and assessments will be embedded throughout the organisation.
3. LEGISLATION
- Equality Act 2010
- Health and Safety at Work Act 1974
- Rehabilitation of Offenders Act 1974
- Employment Rights Act 1996
- Public Interest Disclosures Act 1998
- Data Protection Act 1998
- Working Time Regulations 1998
- National Minimum Wage Act 1998
- Human Rights Act 1998
- Part Time Workers Regulations 2000
- Education Act 2002 – Child Protection
4. RESPONSIBILITIES AND DUTIES
The Managing Director holds overall responsibility. Managers ensure fairness and impartiality. Employees and learners must uphold this strategy. Specific roles include:
Board of Directors:
- Oversee strategy development and monitoring
- Review statutory compliance and impact reports
Safeguarding & E&D Designated Officer:
- Ensure accessibility of activities
- Gather learner feedback, particularly from under-represented groups
Management Team:
- Ensure statutory compliance
- Deliver E&D induction and training
- Carry out impact assessments
- Develop and monitor equality objectives
- Enforce disciplinary action for discrimination
Employees:
- Uphold policies
- Attend training
- Promote inclusion in teaching resources
- Report discrimination
Learners:
- Attend awareness training
- Report discrimination
- Respect all backgrounds
5. PROCEDURES
System People uses existing Grievance, Harassment, and Complaints procedures. Breaches are handled through disciplinary processes.
6. PROMOTION
E&D strategy is shared via meetings and staff development sessions to reinforce best practice.
7. MONITORING
Annual monitoring by the Management Team with data review and Equality Objectives updated through regular meetings.
8. IMPACT ASSESSMENT
Impact assessments will be carried out, with action plans implemented if adverse impact is found. An annual report will be published.
9. REVIEW DATE
By When: March 2025
By Whom: Managing Director
Annex A: Key Terms
A glossary defining terms like Direct/Indirect Discrimination, Protected Characteristics, Positive Action, and more.
Annex B: Equality Act 2010
Outlines rights and obligations relating to:
- Disability
- Race
- Gender
- Sexual Orientation & Religion
- Age
- Ex-Offenders
To view the signed version: Equality and Diversity Policy Feb 2024