EQUALITY AND DIVERSITY POLICY

Posted by UCAN / In Public Policies / May  11th, 2023

PROMOTION OF THE POLICY

The policy is promoted through staff induction, the staff handbook, apprentice induction, e-portfolio work, newsletters to apprentices and employers, training sessions, and the apprentice handbook.

1. STAFF TRAINING

Equality and diversity awareness raising and training are mandatory for all staff at induction.  In addition, information is provided to all apprentices at enrolment in order to raise awareness of equality and diversity and the contents of this policy.

Staff and apprentices understand that equality is about ensuring everybody has an equal opportunity, and that nobody is discriminated against because of their characteristics. Staff and apprentices understand that diversity is about taking account of the differences between people and groups of people, placing a positive value on those differences and promoting diversity.

Within the tracker, there is an area dedicated to resources relating to equality and diversity.

2. GENERAL POLICY STATEMENT

Equality is about ensuring everybody has an equal opportunity, and is not treated differently or discriminated against because of their characteristics.

Diversity is about taking account of the differences between people and groups of people, placing a positive value on those differences, and promoting diversity within all our stakeholder groups.

As a provider regulated and funded by the Education and Skills Funding Agency (ESFA) and European Social Fund (ESF) we must have an Equality and Diversity Policy in place with a working Implementation Plan. We and our Managing Authorities require this in order to:

1. Help embed `due regard to the Public Sector Equality Duty / Equality Act 2010 for which we are in scope into programme delivery;
2. Help us to meet EU structural fund regulations to promote gender equality and equal opportunities;
3. Guide us in ensuring the highest quality delivery to our apprentices;
4. Provide a statement which acts as our public commitment to promoting equality in line with the Public Sector Equality Duty (Equality Act 2010);
5. Provide a medium through which our commitment is communicated to staff, apprentices, employers and all other stakeholders.

UCAN is committed to encouraging diversity and eliminating discrimination in its role as an employer and a provider of services. UCAN aims to create a culture that respects and values each other’s differences, that promotes dignity and that encourages individuals to develop and maximise their true potential.

We promote and regulate equality and diversity for all in our employment and in the provision of services and will not discriminate on the grounds of age; disability; gender reassignment; marriage or civil partnership; pregnancy and maternity; race; religion or belief; sex and sexual orientation or any or any other protected characteristic that may be determined by law.

We are committed wherever practicable, to achieving and maintaining a workforce that broadly reflects the local communities in which we operate.

We will have in place an action plan managed and monitored by our leadership team which reflects these principles but also reflects the priorities, targets and general requirements of key stakeholders notably the Education and Skills Funding Agency (ESFA), the European Social Fund (ESF), Local Enterprise Partnerships (LEPs) in the areas in which we work, Ofsted and Matrix.

3. GENERAL PRINCIPLES

UCAN commitment to Equality and Diversity is to:

• Create an environment in which individual differences, and the contributions of all our employees and apprentices, are recognised and valued in our and our apprentices' workplace.

• Promote dignity and respect where intimidation, bullying or harassment will not be tolerated.

• Regularly review all employment practices and procedures in our Safer Recruitment Policy to ensure that no job applicants or staff are treated less favourably than others.

• Regularly review services to ensure they are accessible and appropriate to all groups within the areas in which we work, and in accord with our contractual and Local Enterprise Partnership priorities and targets set for us.

• Treat breaches of the equality policy seriously; for staff to take disciplinary action when required or for apprentices to report issues to their employer.

• Provide training to employees at induction and at regular intervals, to maintain awareness of their responsibilities and contribution to our priorities and targets.

• Embed Equality and Diversity training into our available resources for all apprentices.

• Monitor our activities through this policy and our action plan to ensure our objectives are fully implemented.

• Ensure that the Governance Board develops this policy, and is accountable for its implementation.

• Monitor the action plan quarterly and review the policy annually.

4. RECRUITMENT AND SELECTION

Our recruitment advertising encourages applications from all sectors of the community, which reflects our commitment to equality and diversity.

Job descriptions, person specifications and recruitment advertisements will be written on the basis of the essential and justifiable requirements of the position.

Shortlisting, appointment and rejection decisions are transparent and justifiable and are supported by written comments.

All information contained in prospectuses, websites and other material used in the recruitment of apprentices promotes equality of opportunity and makes reference to this policy.

All staff involved in the recruitment, selection and admission of apprentices will have an awareness of equality and diversity.

5. EQUALITY AND DIVERSITY FOR EMPLOYEES

It is the responsibility of UCAN management to ensure that the Equality and Diversity Policy agreed by Governance Board is implemented, monitored and reviewed and to use effective leadership and management to ensure that:

• Equality and Diversity is incorporated into strategic and operational planning, and is effectively monitored against national/local benchmarks;

• Curriculum provision is responsive, accessible and flexible in meeting diverse apprentice needs;

• Where appropriate there is disabled access, advice and support in respect of childcare, and provision for meeting religious and dietary needs;

• There are impact measures put in place to address any issues of staff and/or apprentice under-representation or under achievement;

• There is a programme of effective support measures for both apprentices and staff which promotes a culture of inclusiveness and reinforces positive values and codes of behaviour consistent with a policy of no-tolerance of all forms of discrimination;

• We diligently follow procedures introduced to ensure equal opportunity and non-discrimination;

• We promptly draw the attention of management to suspected or alleged discriminatory practices;

• We refrain from harassing or intimidating employees, clients or visitors of UCAN on any of the grounds cited in the General Policy Statement.

6. MONITORING THE WORKFORCE

We maintain detailed data on employees to monitor our Equality and Diversity performance. A report is produced annually for the Governance Board to review and adapt our implementation of the policy where necessary.

7. POSITIVE ACTION

UCAN will act positively in using the Equality and Diversity Policy as a means of making public its commitment to provide equal opportunities to all present and future employees.

UCAN encourages all employees to apply for suitable opportunities and to seek training for promotion or in particular skills.

The Equality and Diversity Policy forms part of the Staff Handbook and Contract of Employment. Training in Equality and Diversity is provided as part of the Staff Induction Programme.

Any form of discrimination by an employee is treated very seriously and where necessary is dealt with using the Disciplinary Procedure.

8. POSITIVE DISCRIMINATION

Positive discrimination is illegal and the recruitment of 'quotas' of particular groups is also illegal. Discrimination in selection to achieve or secure the balance of persons of different racial groups is also not allowed under the Equality Act 2010.

There are exceptions, however, which may be appropriate for certain posts, for example when a genuine occupational qualification is necessary or desirable for a particular group or gender. The Equality Act 2010 allows these exceptions.

All employees, whether part-time, full-time or temporary, are treated fairly and with respect. Recruitment, selection for employment, promotion, training or any other benefit will be on the basis of skills and ability and managed in line with our Safer Recruitment Policy, which should be read in conjunction with this Policy.

The 2021 Census categories are used in order to monitor the ethnicity of staff (as recommended by the Commission for Racial Equality). An additional category for Gypsy and Travellers has been included. Recruitment statistics are produced on an annual basis and presented to the Governance Board as part of our Annual Review of Equality and Diversity.

9. FLEXIBLE WORKING

We consider all requests for flexible working arrangements constructively and creatively, taking into account balancing the needs of the organisation with the needs of the individual employee.

We offer a range of flexible working arrangements and will work collaboratively to identify solutions that suit both the individual and the organisation.

10. TRAINING

All employees have access to a wide range of training opportunities which are circulated. Each employee will have access to up to 20 days of CPD per year and has a development plan in place which is monitored by their performance manager.

Training opportunities are discussed during staff appraisals, and selection for training is made on the basis of both the needs of the business and the personal development of the individual.

Special needs and requirements for people with disabilities or caring responsibilities are taken into account whenever practicable, and methods sought to help them overcome disabilities in taking up training opportunities.

Staff with management, recruitment and selection responsibilities are given guidance in the implementation of the Equality and Diversity Policy to ensure that they understand their position.

11. ANNUAL LEAVE AND RELIGIOUS HOLIDAYS

UCAN will not ask about an employee's religion and will not discriminate against anyone wishing to celebrate their festivals. Employees are required to use part of their annual holiday entitlement to cover time off for these and must follow the normal holiday booking procedure.

12. CULTURAL AND RELIGIOUS NEEDS

Where employees have particular cultural and religious needs UCAN will consider whether it is reasonably practicable to meet these needs while maintaining the efficiency of the business.

13. PEOPLE WITH DISABILITIES

UCAN is a “Disability Confident Employer” and a member of ERSA; through this membership, we engage in community support initiatives.

UCAN makes genuine efforts to recruit people with disabilities and takes reasonable steps to make the workplace and individual jobs accessible to people with disabilities.

UCAN regularly reviews its facilities for disabled employees and overcomes any problems faced wherever practicable and within reasonable resources available.

14. GRIEVANCE AND DISCIPLINARY PROCEDURES

UCAN takes any complaints of discrimination seriously and does not victimise people who make such complaints.

As part of their induction process, staff are made aware of their responsibilities in relation to Equality and Diversity, and that discriminatory behaviour will be fully investigated and dealt with using the Disciplinary Procedure.

15. BULLYING AND HARASSMENT

UCAN upholds the right of all employees to be treated with respect and dignity and to work in an atmosphere free of bullying and harassment.

All employees are responsible for ensuring that their own behaviour is sensitive to others and for ensuring that they do not condone or support bullying or harassing behaviour from others.

All complaints of bullying and harassment will be treated seriously and should be raised using the Grievance Procedure. All complaints will be investigated and where appropriate the Disciplinary Procedures will be followed.

EQUALITY, DIVERSITY AND APPRENTICESHIP TRAINING

16. ACCESS TO PROVISION

Wherever possible UCAN will support targeted provision for groups who are under-represented with particular reference to any priorities set by our key stakeholders ESFA and ESF.

Induction events will be sympathetically conducted by skilled staff with due regard to equality and diversity issues and experiences and expressed needs of prospective apprentices.

UCAN ensures:

• Monitoring of applications, inductions, progress and outcomes by different groups of apprentices including the protected categories;

• Assessment and responsiveness to additional support and special educational needs;

• Provision which meets the needs of community outreach groups is developed and reviewed to improve awareness of opportunity;

• That we provide accessible delivery of programmes which seeks to balance apprentices’ commitments and needs, and employers’ needs.

17. THE CURRICULUM

Curriculum development and delivery address the variety of experiences, cultural backgrounds, skills and needs which apprentices bring to their learning.

UCAN ensures:

• Teaching and learning methods and materials are non-discriminatory and inclusive;

• Delivery teams/tutors regularly review assessment methods, teaching styles and materials and ensure apprentices make good progress relative to their individual starting points;

• Identification and assessment of Learning Support requirements of all apprentices;

• Good practice with regard to equality and diversity in the curriculum is shared and celebrated by staff;

• Where relevant, employers are involved in the design, delivery of curriculum in a way that challenges stereotypes;

• Data is used to monitor and improve participation and achievement of apprentices for all minority groups.

18. LINKS WITH THE COMMUNITY

UCAN extends the participation and strengthens links with all sections of the community which it serves through the following activities:

• Analysis of the demographic profile of the areas in order to inform planning regarding the needs of all groups in the community and to assess the relevance of current provision;

• Networking with statutory, voluntary and private organisations such as ESFA, ESF, AELP, ERSA to ensure our provision meets the needs of the Local Enterprise Partnerships, supports the community and meets any specific targets set by our stakeholders.

19. ENVIRONMENT AND FACILITIES

UCAN provides a welcoming, safe environment at our training sites. We ensure that:

• Facilities are accessible to all and appropriate for learning

• All apprentices have access to learning resources, technology and support staff

• Apprentice support services (our pastoral team) enhance apprentices’ total learning experience

• All apprentices have access to additional services to support diverse apprentices individual needs

• We have an environment in which all staff and apprentices feel safe, secure and free from bullying, harassment and discrimination.

20. RESPONSIBILITIES OF APPRENTICES

Apprentices have a role to play in supporting UCAN in delivering this Equality and Diversity Policy. UCAN requires all apprentices to:

• Conduct themselves at all times in a way that shows consideration for all members of UCAN community and is not detrimental to the reputation of UCAN

• Observe UCAN regulations and policies and the apprentice Handbook

• Show respect for UCAN facilities and encourage others to do the same

• Not behave in any way which is offensive to others

• Treat everyone with respect.

21. EQUALITY, DIVERSITY AND EMPLOYERS

Wherever possible UCAN will support targeted provision for employers in areas of employment that are under-represented with particular reference to any priorities set by our key stakeholders ESFA and ESF.

Induction events will be sympathetically conducted by skilled staff with due regard to equality and diversity issues and experiences and expressed needs of prospective employers.

UCAN ensures:

• Monitoring of applications, inductions, progress and outcomes by different employers. ;

• Provision meets the needs of community outreach groups and is developed and reviewed to improve awareness of the opportunity for their employees.

• We provide accessible delivery of programmes which seeks to balance apprentices’ commitments and needs and employers’ needs.

POLICY REVIEW

The policy is normally reviewed annually, at a board meeting. In the meantime, we respond immediately to any changes in legislation.

THE PERSON RESPONSIBLE, WITH CONTACT DETAILS:

Julie Cavalli:  *Removed*

AUTHORISED BY:

UCAN Governance Board