1. Introduction

Insight Optical Training is committed to providing a fair environment in which everyone is treated with dignity and mutual respect. This means sustaining a culture where all individuals are treated equally and on their individual merit that is free from discrimination linked to the protected characteristics of the Equality Act (2010):

• age
• disability (physical or mental)
• gender identity or reassignment
• marital status (including civil partnership status)
• pregnancy and maternity
• race
• religion and belief
• sex
• sexual orientation

Or any combination of these characteristics. This policy also covers those with caring responsibilities and applies to students and employees, as well as anyone carrying out duties on behalf of the company including suppliers.

2. Sensitive Information and monitoring

During the course of normal business activity, we may ask students and employees about certain characterises (see the list above). Any information provided will be treated in the strictest confidence and access to it will be protected in line with our Data Protection & Privacy Policy. Students and employees have the right to decline to provide any piece of sensitive information.

3. Company Activities

Insight Optical Training shall appoint, train, develop and promote on the basis of merit and ability.

3.1.  Recruitment, selection & promotion

Wherever possible, all vacancies will be advertised internally and, if necessary, externally simultaneously. There may be occasions when for business reasons, appointments will be made without following the normal recruitment procedure. This will be the exception rather than the norm.

Wherever possible, more than one person must be involved in the selection interview and recruitment process. Reasons for selection and rejection of applicants for vacancies must be recorded.

Recruitment to all jobs will be strictly on merit, and wherever possible, efforts will be made to identify and remove unnecessary and/or unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

3.2.  Development

As part of the employee induction process, staff will undertake training in quality, diversity and inclusion. The company will also make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

3.3 Inclusive Education Statement

We seek to promote inclusive education which recognises and values diversity so that the diverse learning needs and preferences of individual learners are identified and addressed. We will provide appropriate learning support so that all learners have the opportunity to maximise their learning outcomes. An inclusive approach to education means that each individual learner is valued and that they are treated with dignity and respect. Where a learner makes us aware that additional support is needed, as learning plan can be produced and put into action; thus ensuring that the learner has the opportunity to participate in the learning experience and succeed in formal assessment(s).

This covers a number of areas:

• access to facilities and learning materials
• the delivery methods, structure and formats of learning materials
• methods of coursework submission
• methods of feedback to learners
• consideration of the learning environment

3.4.  Our commitments

Insight Optical Training commits to:

• ensure against discrimination
• create and environment free from bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and contributions are recognised and valued
• encourage equality and diversity of its staff
• advertise vacancies through a range of communication channels
• make job adverts accessible
• provide information in accessible formats (e.g. large print)
• accept applications in alternative formats (e.g. electronically)
• offer interviews to disabled people
• encourage applications from disabled people by offering them an interview if they meet the minimum criteria for the job
• anticipate and provide reasonable adjustments as required
• make sure disabled people aren’t disadvantaged when applying for and doing their job
• support any existing employee who acquires a disability or long-term health condition to stay in work
• retaining an employee who has become disabled means keeping their valuable skills and experience and saves on the cost of recruiting a replacement
• involve and consult employees about equality, diversity and inclusion issues
• review practices and procedures when necessary to ensure fairness
• update our policies to take account of changes in the law

 4. Taking Action

Insight Optical Training is committed to taking seriously any complaint of bullying, harassment, victimisation and unlawful discrimination. Anyone who believes that they have been unfairly treated because of one (or more) of the characteristics listed at the start of this document should discuss their concerns with the relevant person:

Concerns raised will follow the guidelines of our Grievance Policy. If after investigation an individual is deemed to have failed to comply with this policy, then they will be dealt with under our Disciplinary Procedure and may be considered as gross misconduct and could lead to dismissal.

This policy is fully supported by the company directors and will be monitored & reviewed annually to ensure that equality and diversity is continually promoted in the workplace.

Legislation:

 The major legislation in the field of equality is:

• Equal Pay Act (1970)
• Sex Discrimination Act (1975)
• Race Relations Act (1976) Race Relations (Amendment) Act (2000) and Amendment Regulations (2003)
• Disability Discrimination Act (1995)
• Employment Equality (Religion or Belief) Regulations (2003)
• Employment Equality (Sexual Orientation) Regulations (2003)
• The Equality Act (2010)