EQUALITY AND
DIVERSITY
POLICY

EQUALITY AND DIVERSITY POLICY

1. INTRODUCTION

1. APT Apprenticeships (APT) which is a trading name of APT Health and Safety Training Solutions Ltd recognises that promoting equality and diversity is essential if we are to deliver quality, culturally appropriate training and support services to all sections of the first aid community for which we serve. We are committed to practices that offer equality of opportunity to all employees, service users and members and which value the contributions of all individuals.

2. It is APTs policy that no applicant, employee, service user or members receive less favourable treatment on the grounds of their;

  • Race, Color, Ethnicity or Origin
  • Ability or Disability
  • Gender, Gender Re-assignment Status
  • Sexual Orientation
  • Marital Status
  • Religion
  • Age
  • Beliefs, Non Beliefs

3. APT embraces the diversity of its employees, service users and members and endeavours to support the individual needs wherever possible. We recognise that inequality exists within society and that some sections of society continue to receive less favourable treatment and are limited in access to opportunities based upon their;

  • Ability or Disability
  • Gender, Gender Re-assignment Status
  • Sexual Orientation
  • Marital Status
  • Religion
  • Age
  • Beliefs, Non Beliefs

4. In some cases the primary causes of inequality are direct discrimination i.e. prejudice, hatred, oppressive practice and lack of awareness is generally a more common contributor. This can lead to institutional barriers whereby the policies, procedures, systems and processes of an organisation systematically restrict or have an adverse effect to people receiving fair and equitable treatment.

5. Each employee, members and service user of APT has a right to dignity, respect and fairness and this is extended across all the services that delivers. We are committed to improving the working lives of employees, members and service users and will not tolerate violence, abuse or harassment. We actively encourage employees and members to report any incident, however trivial it may seem, so it can be investigated and action taken where found to be necessary.

6. This policy compliments APT values and beliefs and indicates our firm commitment to eradicate discrimination whether direct or indirect and to ensure equality of opportunity for all. Our commitment applies across the full spectrum of the community.

7. To achieve this APT will ensure that our employees, service users and members supports, understands and are responsive to objectives set out within this policy through appropriate challenge & support, training and development and effective management. We will develop our supplier contracts through equalities briefing sheets and procurement criteria

2. POLICY STATEMENT

2. It is APT’s policy that we will:

  • Provide a non-discriminatory high standard of service to all our employees, service users and members and operate within legislation without compromise.
  • Consult, develop, plan and deliver services that are accessible to all our employees, service users and members and with reasonable adjustment, be responsive to their needs and preferences.
  • Use influence to promote equality through all the services and practices and ensure that all forms of harassment and discrimination are challenged.
  • Make informed and fair decisions in relation to recruitment, promotion and training. The decisions are made in according to core competencies.
  • Foster a culture where equality and human rights are valued and the skills and talents of our employees, service users and members are used appropriately to the benefits of the first aid community.
  • Monitor and review all our employees, service users and members and develop initiatives, nurture applications from an expansive cross section of the first aid community.

3. LEGAL FRAMEWORK

  • Equal Pay Act 1970
  • European Communities Act 1972
  • Sex Discrimination Act 1975
  • Gender Re-Assignment Regulations 1999
  • Gender Reconstruction Act 2004
  • Gender Equality Duty 2007
  • Sexual Orientation Employment Regulations 2003
  • Race Relations Act 1976
  • Race Relations Act Amendment Act 2000
  • Religion/ Belief Employment Regulations 2003
  • Disabled Persons (Employment) Act 1944 and 1958
  • Disability Discrimination Act 1995 and 2005
  • Disability Equality Duty 2006
  • Age Discrimination Legislation 2006
  • Rehabilitation Of Offenders Act 1974
  • Human Rights Act 1998
  • Public Interest Disclosure Act 1998

4. GENERAL PROCEDURES

LEADERSHIP

  1. APT has the responsibility for the development of strategies, resources and structure to deliver the Equal Opportunities Policy through the leadership of APT’s Directors. All decisions and propose changes to services will consider the potential for adverse impact on APT and employees, service users and members equality.
  2. APT will review the views of employees, service users and members and will take into account of these in shaping and developing future services. This includes the provision of reasonable adjustment and communications.
  3. APT’s Directors have the responsibility for implementing and monitoring of all APT Policies within the scope of their role. Equality and diversity is an organisational function and employees, service users and members are responsible for ensuring the pro-active delivery and progress of equalities and diversity through communication and networking.

APT directors are responsible in addition to their individual responsibilities for ensuring:

  • All employees, service users and members are aware of and comply with the standards expected within this policy.
  • The measures of awareness, understanding and delivery of APT’s equalities commitment.
  • Dignity and respect for all employees, service users and members.
  • That they confront and take appropriate action against incidents or behaviour that does not meet the standards of APT policies.

STAFF INVOLVEMENT

1. APT will involve all employees, service users and members and support them in the development and delivery of equalities and diversity. This may include consultation, email, verbal communication, internet and networking sessions.

2. All employees, service users and members have a personal responsibility for ensuring that they work in a positive non-discriminatory manner with all service users and colleagues. This responsibility is communicated and reinforced through the Equal Opportunity Policy, Discrimination Procedures and Harassment Procedures as well as through consultation, email, verbal communication, the World Wide Web and networking sessions.

5. TRAINING AND DEVELOPMENT

1. APT recognises the value of all employees, service users and members and will support employees, service users and members to deliver the values and principles of equality, individuality and diversity. APT will identify the knowledge and skills required to deliver ethnic and culturally sensitive services across all aspects and where necessary provide training to enhance confidence and understanding.

  • APT directors and employees will receive training in APT’s policies and procedures and acknowledge their responsibilities under these.

6. MONITORING AND REVIEW

1. APT recognise that continual monitoring of equal opportunities is essential to the continued review of the effectiveness of all policies. To this end APT will collate and monitor all information required by the laws of England and use this information to make decisions.

7. HARASSMENT PROCEDURES

1. APT takes all allegations of harassment very seriously and has policies in place for the reporting and managing incidents of harassment, bullying intimidation and discrimination.

2. It is the right of all employees, service users and members to be treated with consideration and operate in an environment free from harassment, bullying, intimidation and discrimination. This is made through written policies and respective training.

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