Equality, Diversity & Inclusion Policy

SSS Learning Ltd is committed to encouraging a supportive and inclusive workforce culture which includes those who work with us on an agency and / or temporary basis and students on workplace experience. The Directors recognise it is within our best interests for our business and for supporting all our employees, to promote diversity, eliminate discrimination and maintain an ethos of inclusion across all workplace sites.

For the purposes of developing this policy and directing best practice we use the following definitions:

Equality

Equality in our workplace should ensure that every person:

• Has equal job opportunities;
• Is not treated differently or discriminated against because of their 'protected characteristics';
• That they are treated fairly.

This includes both job applicants and employees. These principles of equality are also applied to people working as volunteers and persons on work experience.

Diversity

Diversity in our workplace recognises the differences between people and groups of people, and places a positive value on those differences. When we value diversity, we not only take into account each individual's different background, knowledge, skills and experience, we positively recognise and acknowledge that such differences create a productive and effective workforce.

Inclusion

By embedding the principles of equality and diversity in our organisation we aim to create an inclusive workplace. We recognise that an inclusive workplace not only combats incidents of bullying, harassment and discrimination, it creates a culture where our employees are empowered and confident to:

• Contribute positively in their role;
• Share ideas for improvements / development;
• Feel safe to raise potential and/or actual issues without fear of negative repercussions.

We also recognise that inclusion in the workplace is also an important key to staff retention. When ideas or contributions are not valued and arrangements are not in place to support staff going through or coping with 'life events', e.g. bereavements, menopause, miscarriage; this may negatively impact on staff retention and staff will be more likely to seek other employment. Therefore we have a variety of formal and informal structures in place to ensure staff feel valued, their contribution to the organisation is recognised and wellbeing is supported.

Based on human rights principles such as dignity and respect, a workplace culture that celebrates the value a diverse range of people in the workforce offers, builds and embeds a culture of non-discrimination and dispels stereotyping behaviours.

We aim is to ensure that all employees, post applicants and students are given equal opportunity and that our organisation supports the representative of all sections of society. All employees are respected, valued and are actively encouraged to contribute their views on how effective our equality, diversity and inclusion arrangements work in practice.

At SSS Learning we are committed to:

• Promoting equality in the workplace;
• Creating a cohesive environment where individual differences and the contributions of all employees are recognised and valued;
• Creating safe working environments, which includes homeworking, that reflects dignity and respect for every employee;
• Zero tolerance of any form of intimidation, bullying or harassment. Allegations of such behaviours will be taken seriously and acted upon which includes disciplinary measures for all who breach the guidelines set out in this policy;
• Make training, development, and progression opportunities available to all staff. We will not discriminate on the grounds of protected characteristics and ensure all staff on leave have access to training, development and career progression opportunities e.g. staff on maternity leave, paternity leave;
• Ensuring systems are in place to enable any employee who feels they have been subject to discrimination or witnessed discriminatory practice to raise their concerns;
• Encouraging all employees to treat colleagues and our customer base with dignity and respect;
• Maintaining fairness by regularly reviewing all our employment practices and procedures;
• Extending our corporate equality and diversity ethos to encompass how we source products / services from suppliers and how we interact with them and stakeholders.

By ratifying this policy, we demonstrate our commitment to providing equality and fairness to all in involved in our service provision. In line with the protected characteristics set out in the ACT we actively endeavour to eliminate discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, or sex and sexual orientation. As an organisation we are opposed to all forms of unlawful and unfair discrimination.

All employees will be treated fairly and with respect. All appropriate considerations will be made to ensure our recruitment processes include 'positive action'¹ measures and do not prohibit candidates with protected characteristics and have broad / diverse community accessibility. When shortlisting candidates for employment, promotion, training, or any other benefit, it will be on the basis of their aptitude and ability. All Directors and staff employed by the organisation are required to complete our Equality, Diversity and Inclusion training course.

All employees will be actively encouraged and supported to develop their full potential. and utilise their unique talents. We are fully committed to developing the skillset of each member of our workforce, ensuring they gain skills and resources which will not only benefit them but the organisation.

All new employees will be issued with this policy. The policy will also be issued to all new employees as part of their induction process. All Directors and employees are obligated to comply with this policy's requirements and to promote fairness in the workplace.

This policy will be monitored and reviewed annually by all Directors to ensure that it is fit for purpose and that equality, diversity and inclusion is continually promoted in the workplace. Should an incident involving a breach of the expected equality, diversity and inclusion measures occur this will trigger an automatic review process to ensure the policy is fit for purpose.

Footnotes:

1. Positive action may be taken to recruit anyone under-represented in our organisation by stating that candidates with those protected characteristics are welcome e.g. disabilities.