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Equality and Diversity Policy
The Pathway Group's equality and diversity policy promotes equal opportunity for all employees and learners, irrespective of various characteristics including gender, race, and disability. It is committed to challenging discrimination, fostering inclusivity, and complies with relevant legislation such as the Equality Act 2010. The policy outlines principles, responsibilities, and practices aimed at supporting diverse communities and ensuring equality in recruitment and service delivery.
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Equality and Diversity Policy
- 1. Equality and Pathway Groupputtingyou first Diversity Policy
- 2. 1. INTRODUCTION Pathway Groupis committed to promoting equality for all and positively values diversity. The purpose of this policy is to ensure equality of opportunity for all members of staff and all learners irrespective of gender, race, ethnic origin, disability, age, nationality, national origin, sexuality, religion or belief, marital status and social class. Selection for employment, promotion, training and other benefits will be on the basis of aptitude and ability. All employees and Learners will be helped and encouraged to develop to their full potential. The talents and human resources of Pathway Group’s workforce will continue to be drawn from all sections of the community demonstrating our commitment in values which are founded on the principle that everyone has a contribution to make and that everyone should be treated equally and with respect and dignity. Signed Safaraz Ali Director 19 November 2013 1.
- 3. 2. RELEVANT LEGISLATION TheEquality and Diversity Policy will be implemented within the framework of the relevant legislation that includes: 2.1 The Equality Act 2010 TheEqualityActwasinspiredbytheCommissionforEqualityandHumanRights(CRE), giving individuals who experience discrimination or breach of their human rights easier access to support and replaced and superseded previous legislation (including The Race Relations Act 1976;The Equal Pay Act 1970;The Sex Discrimination Act 1975 and the Disability Discrimination Act 1995). TheActaimstoprovideasimpler,moreconsistentandmoreeffectivelegalframework for preventing discrimination 2.2 Other relevant legislation including: • Employment Relations Act 1999 which amongst other things increased parental leave entitlements • Employment Rights Act 1996 which amongst other things gave greater protection to employees from being unfairly dismissed • Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 which gives greater protection to fixed-term employees • Human Rights Act 1998 which protects individual’s basic human rights • Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 Protection from Harassment Act 1997 which requires for part- time employees to receive equal treatment to full-time employees where they are doing the same or similar work • RehabilitationofOffendersAct1974whichappliestopeoplewithspentconvictions regarding seeking most jobs but not where work is associated with children and vulnerable adults • TheCarers(RecognitionandServices)Act1995whichrecognisestheroleofunpaid carers • Carers and Disabled Children Act (2000) which aims to provide improved support for carers 2.
- 4. 3. • Employment Act2002 and 2008 which amongst other things provided for longer periods of parental leave, for employees with shorter periods of service, and it also introduced the right to request to work flexibly • Carers (Equal Opportunities) Act 2004 which aims at helping carers achieve fair access to training, work and leisure opportunities • Work and Families Act 2006 which aims to give parents more choice in balancing their work and family lives • Childcare Act 2006 which provided a new framework for local authorities’ responsibilities in the care of children 3. RESPONSIBILITIES The Director of Pathway Group has overall accountability for monitoring this policy and it is the responsibility of all Pathway group employees to ensure equality and diversity are promoted on a day to day basis. 4. PRINCIPLES Pathway Group will provide employment and learning within an ethos which promotes Equality and Diversity which in practical terms ensures that: • We will treat people as individuals with consideration and respect for their specific needs • Wewillprovideappropriateequalityanddiversitytrainingand ensuredevelopment opportunities to facilitate the effective delivery of services which reflect our values • We will inform and consult with our Learners and our employees in relation to policy development • We will encouragetherecruitmentofemployeesfromallsectionsofthecommunity within the framework of relevant legislation and best practice • We will seek to influence other employers and partners to be aware of their responsibilities under relevant equality and diversity legislation and create a culture that encourages and promotes diversity • We will implement, monitor and review the impact of company policies regarding promoting equality and diversity to identify potential changes and improvements in line with changes in legislation and best practice
- 5. 4. we will embraceour responsibilities and work within the requirements set out in all relevant legislation 5. POLICY SUMMARY • The Equality and Diversity Policy provides a framework to help us ensure that we are promoting equality and diversity for all our employees and service users • The Policy involves identifying and removing barriers that inhibit culture of inclusiveness. It recognises that some groups or individuals may have experienced discrimination in society and is committed to challenging discrimination in all aspects of its work • It recognises that the diversity of the population is a great strength and aims to recruit and support individuals from diverse backgrounds • We are committed to working towards these objectives with other stakeholders and seek to promote positive practices extending to our work with contractors and employers • We have robust methods of collating data re: equality and diversity and monitoring and interpreting this data to inform our business practice and actions 5.2. Positive Action Pathway Group understands that in society, certain groups of people and individuals suffer discrimination. We are committed to challenging discriminatory actions or language, or on the grounds of race, colour, religion, class, age, disability, marital status, their trade union activities, or because they are lesbian or gay, or because they have dependants, or because they are ex-offenders, or because they have a history of mental health issues. Our positive action will include: • Ensuring that publicity and information material (e.g. leaflets, posters, newsletters, reports) reflect that we work within multi-racial communities by providing information and publicity in appropriate languages and through a range of media outlets • Liaising closely with organisations working with minority ethnic groups and people with disabilities to bring about a greater understanding of issues and potential sharing of information and resources • Designing our services so that people from the communities where we work can benefit from them and positively encouraging them to do so benefit from them and positively encouraging them to do so;
- 6. 5. • Providing trainingfor all who deliver our services in equal opportunities and using established procedures to deal with any offensive behaviour; • Locating services and meetings in places in ways that ensure equal access to people with disabilities. 5.3 Our Commitment Risk Rating – Support Level • Pathway Group recognises that the diversity of our population is one of our greatest strengths and assets • We operate a zero tolerance policy towards any practices that are likely to affect learners or staff which involves discrimination, abuse, harassment or bullying • We are committed to achieving equality & diversity in both the delivery of services and employment practices • We will not discriminate on the grounds of: gender, ethnicity, ethnic or national origin, disability, marital status, sexual orientation, responsibility for dependents, age, religious beliefs or any other reason which cannot be shown to be justified •Wewillensurethatservicedeliveryandtheselectionofsuppliersandsub-contractors follow these principles of Equality & Diversity • We will follow a recruitment process based on good employment practice and free from bias • We will act promptly to investigate any complaints about employment practices and service delivery and pursue corrective action as appropriate 6. PATHWAY GROUP GOOD PRACTICE INCLUDES: • Collecting data in order to inform future marketing campaigns and recruitment strategies which promote equality and diversity • Having policies in place to address, whistle-blowing, bullying and harassment, safeguarding, recruitment and a staff code of conduct. These are available in a Staff Handbook and on the Intranet. For the Apprenticeship and Works programme – booklets have been produced for learners and employers which encompass Equality and Diversity, Safeguarding and Health & Safety
- 7. 6.6. Collecting Learner andstaff information in relation to gender, race, disability and age to facilitate analysis of uptake to ensure that it does not disadvantage particular groups. All reasonable adjustments to current practices are in place – production of marketing material in other languages, consideration of personal circumstances i.e. transport arrangements, caring arrangements • Having a clear feed in route for Equality and Diversity issues and practices via the Quality Improvement Plan, the Self-Assessment Report and through the Business Development Plan • Delivering programmes which set specific targets relevant to equality issues. These targets are monitored regularly and reviewed at Contract Review, where underperformance is challenged and actions are discussed to improve targets, across both Equality and Diversity • Taking part in local network training, compliance with the standards for an Investors in People organisation, holding the Double Ticks Award as positive about disability and forging strong links with equality and diversity support agencies 7. MANAGING EQUALITY AND DIVERSITY TARGETS – SINGLE EQUALITY SCHEME • The Single Equality Scheme has the commitment of the management of Pathway Group. Direct responsibility for the scheme lies with The Director • Pathway Group reviews policies on a twelve month cycle via the Quality Group to ensure that the Single Equity Scheme is updated appropriately in line with current legislation and practices 8. PATHWAY GROUP RACE EQUALITY STATEMENT • Pathway Group welcomes staff, learners and stakeholders and other specialist agencies from all ethnic backgrounds and sees diversity amongst its workforce, service users and partner agencies as a positive experience • Pathway Group recognises that minority ethnic people and their communities are not homogenous. Different communities and individuals within these communities have differing needs. Needs should not be defined by stereotypes or presumptions • Pathway Group seeks to promote opportunity for staff, Learners and stakeholders regardless of race or ethnic origin. To this end it has reporting systems that identify participation levels of different ethnic groups and has formed links with external organisations in the promotion of opportunity and treatment of difference groups. • Pathway Group recognises that equality in practice is demonstrated in many ways. It reviews its marketing materials, to promote inclusivity. It also reviews its policies
- 8. 7. and process carriesout impact assessment of them and any proposed changes to them on a quarterly basis 9. PATHWAY DISABILITY POLICY EQUALITY STATEMENT • Pathway Group welcomes learners with disabilities and aims to provide any individual support which allows them to achieve their potential • Pathway Group places great emphasis on universal access to education and training and supports inclusion and providing ways of integrating all staff and learners into the learning community by facilitating access. All reasonable anticipatory measures are made to ensure staff and learners with disabilities are not treated less favourably as a result of impairment • Pathway Group carries out assessment of individual need and responds accordingly with additional support if needed • Pathway Group understands the value of diversity within the communities it serves. Staff and Learners are treated fairly and differences respected. It aims to eliminate any known unlawful discrimination, any related disability harassment, and encourages equal participation by Learners and staff. Pathway Group makes every effort to ensure that accommodation within its premises is accessible for visitors and staff with disabilities • Relevant and particular support is offered by Pathway Group to learners to enable access 10. PRACTICE AND EMPLOYEE RESPONSIBILITIES • Pathway Group carries out Health and Safety risk assessments issues relating to adapting of accommodation and other issues addressed in the Equality Act 2010. Pathway Group is committed to working to eliminate gender inequality and the incidence of harassment and to promote equality of opportunity for all regardless of gender • Pathway Group treats staff equally regardless of gender. It will respond to issues relating to job evaluation, maternity and paternity, pay or promotion equality and investigate fully its practices should they be the subject of enquiry • Pathway Group seeks to eliminate barriers to equal pay. It adopts an evaluation scheme on work practices (Staff Appraisal) that bases rewards on the work carried out as against the gender of the person carrying out the function • Pathway Group welcomes applications for employment irrespective of the sexual
- 9. 8.8. orientationoftheapplicant.PathwayGroupwelcomesapplicationsfrompeoplewho havehadorareundergoingre-assignmentofgender(throughsurgeryandrecognised in law asa new gender, not registered at birth) or gender preference (individuals choosing to live under a gender different than that biologically recognised) • We will provide all staff with training in equal opportunities and diversity and raise awareness of their own responsibilities in this area • We will ensure that all staff have access to support and advice regarding the improvement of their literacy, language and numeracy skills and abilities • We will ensure that English is the main language spoken during working hours. unless another language is helpful on specific occasions to support learners, staff or visitors It is the responsibility of all employees to: • Provide equality of opportunity and access to all services and to avoid unlawful discrimination in employment • Identify individual learners who may be experiencing difficulties with literacy, language and numeracy and to initiate support systems to enable them to progress • Neither induce nor attempt to induce others to discriminate as employees or service providers • Draw the attention of management to alleged discriminatory acts or practices • Neither victimise nor attempt to victimise other employees or service users on the grounds that they have made complaints or provided information about discrimination or harassment • Neither harass, abuse nor intimidate employees or Learners/service users. Where employees commit such actions, they will be liable to disciplinary action Pathway Group will: • Annually review its publicity materials to ensure that there are stereotypical representations of groups within society • Annuallyreviewitspublicitymaterialtoensurethatitpromotesaninclusiveculture and is positively welcoming to all within a culture where diversity is celebrated
- 10. 11. PATHWAY GROUPAGE EQUALITY STATEMENT • Pathway Group will not discriminate against any individual on the basis of age. Criteria for employment and promotion will be based on objective criteria relating to job description specifications Pathway Group will negotiate with staff an appropriate time for retirement. As a responsible employer we will ensure that age will not be a determining factor in our selection process or in any other employment practice • Pathway Group wishes to promote an age diverse workforce and create a culture that values the contribution of all age groups 12. PATHWAY GROUP CULTURAL AND FAITH NEEDS EQUALITY STATEMENT • Pathway Group welcome employment applications regardless of religion or belief. Everyone is regarded as an individual, and we recognise the contribution of all staff. We will not knowingly give preferential treatment to any particular faith group, and will endeavour to provide reasonable support to staff in carrying out their religious practices such as in the provision of a quiet area for prayer and observation of main religious festivals that directly affect the individual • All employees and applicants will be recruited, selected and appointed in line with our equality and diversity policy • We will ensure that job advertisements, job titles and person specifications are written in such a way that no suitable applicant is deterred from applying • We will ensure all internal and external applicants involved in the selection process will receive appropriate information and guidance on equal opportunities/diversity related issues •We will ensure company employment policies are implemented in relation to equal opportunities (e.g. job-share, paternity, maternity support, parental and adoption leave) • We will make certain that promotion and advancement will be made on merit and all decisions will be made within the overall frame work and principles of this policy • All Learners will be treated in line with our equality and diversity policy e a ns suc ensu ve ap ssues l ensure unities ( ill make ce isions will be arners will be hw a f des y Gro sible em on proce way Group values the c . PATHWAY G Pathway Group Everyone is rega We will not know will endeavour t practices such a religious festiv • All employee our equality a • We will en written in s • We will e will receiv related is •We wil opportu leave) • We wi all deci • All Lea 11. P Path iteria job d thway spons electio • Pathw that v 12. • Pa Ev 1 • P Crit to j Pat res sel •
- 11. • We willmake certain that applications for access to our services are considered on individual merit without prejudice • Our training will focus on encouraging lifelong learning for all employees and Learners • We will support and accommodate where possible a multi faith or prayer room at our delivery centres 13. OUR COMMITMENT TO EQUALITY FOR OUR LEARNERS •Wewillensurethatlearnersalsoreceivetraininginequalopportunitiesanddiversity and raise awareness of their own responsibilities in this area. • We will encourage all learners to progress personally and professionally whilst with the Pathway Group • We will provide our learners with the necessary support and guidance in literacy and numeracy to enable them to effectively read, write and speak English and to use mathematics at a level necessary to function at work and in society in general • Annually review our publicity materials to ensure that there are stereotypical representations of groups within society and promoting an inclusive culture which is positively welcoming to all within a culture where diversity is celebrated 14. OUR COMMITMENT TO WORKING TOGETHER TO PROMOTE EQUALITY WITH EMPLOYERS AND STAKEHOLDERS •Wewillensurethatourequalityanddiversitypolicyiscommunicatedtoallemployers and other stakeholders and work with them in delivering their own responsibilities towards equality and diversity of opportunity 15. MONITORING AND REVIEWING OUR EQUALITY AND DIVERSITY POLICY ThepolicyanditsassociatedprocedureswillbemanagedbytheOperationsManager The Pathway Group Director has overall responsibility for creating the ethos and environment that reflects the policy and will review the processes on an annual basis • We will collect and classify information regarding participation regarding race (in terms of ethnic/national origin), age gender and disability of learners and staff •We will examine by ethnicity /national origin, gender and disability the distribution of learners and employees and the success rate of applicants from all backgrounds
- 12. • We willrecord and analyse recruitment, training and promotional records of all employees, formulising the decisions reached and the rationales for those decisions, where applicable • We will review the results at regular intervals to assess the effectiveness and make changes if necessary • We will designate a person responsible for equality and diversity and ensure that we disseminate good practice throughout our operations. • We will address any problems or issues relating to the treatment of our employees/ Learners or visitors through our relevant grievance, complaints and disciplinary procedures. o e ap ll rev s if ne ill desig seminate will address rners or visit ocedures. • We mplo here We wil anges We wi we diss • We w Learn proc • em wh • W cha • W w
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- 16. Pathway Group Fairgate house,205 Kings Road, Tyseley, Birmingham B11 2AA Tel: 0800 955 0870 / 0121 707 0550 Email: info@pathwaygroup.co.uk Web: www.pathwaygroup.co.uk