Purpose and scope

This policy applies to all employees of Lifetime Training Group, whether permanent or fixed term. This policy provides a framework within which all employees can work to support the Group’s mission, vision and values.

This policy supersedes any previous policies prior to its issue date and does not form part  of an employees’ contract of employment and the Company may amend it at any time.

Our aim is for our workforce to be truly representative of all sections of society and our customers, and for each team member to feel respected and able to give their best.

This policy is intended to assist us to put this commitment into practice.
It also allows our team members to understand our zero-tolerance approach to discrimination, bullying and harassment and to recognise unacceptable behaviours.

Principles

Lifetime is committed to providing equal opportunities to our employees, learners and customers, to breaking down barriers and to the elimination of unlawful and unfair discrimination.

We embrace and celebrate the diversity of our workforce, learners and customers and seek to achieve equality in their experience and achievements through the implementation of transparent policies, processes and procedures and through providing effective support.

We recognise our duties under the Equality Act 2010 and will not discriminate, nor will we tolerate any discrimination, on the grounds of gender, age, sex, disability, gender reassignment, marriage and civil partnership, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief or 
because someone is married or in a civil partnership.

As part of our commitment to equality and diversity we will provide training to our employees and learners and ensure that we have appropriate policies to deal with complaints of discrimination, harassment or bullying.

We strive to maintain a culture where individual differences and the contributions of all team members are recognised and to ensure everyone is treated with dignity and respect.

We also ensure that our work and learner environments are free of harassment, victimisation, unlawful discrimination and bullying, which is detailed within our Bullying and Harassment Policy.

Discrimination

It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender reassignment, pregnancy/maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief (or lack thereof), or because someone is married or in a civil partnership. These are known 
as “protected characteristics”.

Discrimination after employment may also be unlawful, e.g. refusing to give a reference for a reason related to one of the protected characteristics. Similarly, it is unlawful to discriminate on the grounds that an individual is associated with someone who has a protected characteristic, e.g. a family member or friend.

It is also unlawful to discriminate against or harass a member of the public in the provision of services or goods. It is unlawful to discriminate, without justification, on the grounds of disability or to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or 
unreasonably difficult for disabled people to make use of services.

Equal opportunities in employment

We will promote equality and diversity in all aspects of employment including but not limited to, recruitment, promotion, opportunities for training and / or other developmental opportunities, pay and benefits, terms and conditions of employment, working practices, dealing with grievances and discipline, dismissal, redundancy, leave for parents and requests for flexible working.

To support this, the scope of job specifications will be limited to those requirements that are necessary for the effective performance of the job.

Candidates for employment or promotion will be assessed objectively against consistent criteria based on the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability.

We will both take a positive approach to and comply with our obligations in relation to flexible working requests for contract variations, whilst recognising that there may be times when these requests cannot be accommodated due to a business justification. We will review employment policies, practices and procedures when necessary to ensure 
fairness, and we keep these regularly updated in order to consider any changes to the law. We will also make reasonable adjustments to standard working practices to overcome barriers caused by disability. Our Reasonable Adjustments Policy sets out how we will manage any such requirement.

Your responsibilities

All team members are required to assist Lifetime Training Group to meet its 
commitment to provide equal opportunities, to actively promote equality and diversity and to avoid unlawful discrimination in employment and course delivery.

Team Members are expected to familiarise themselves with this policy and may be required to attend relevant training from time to time the support the application of this policy.

Acts of discrimination, harassment, bullying, radicalisation or victimisation against employees, learners, clients or other customers using or seeking to use goods, facilities or services provided by us are disciplinary offences and will be dealt with under our disciplinary procedure. Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice (employees) or expulsion from the course (learners).

You should report any bullying or harassment by or towards employees, learners, customers, suppliers, visitors or others to your manager or the People team who will take appropriate action. If you consider that you may have been unlawfully discriminated against, you may use our grievance procedure to make a complaint.

If your complaint involves bullying or harassment, the grievance procedure is modified as set out in the Bullying and Harassment Policy. Alternatively, the 
Whistleblowing service is also in place for you to report your concerns, if required.

More details on this process can be found in the Whistleblowing policy.
We will take any complaint seriously and will seek to resolve any grievance that is upheld. You will not be penalised for raising a grievance, even if your grievance is not upheld, unless your complaint is both untrue and made in bad faith.

You should also be aware that you could be held personally liable as well as, or instead of, Lifetime Training Group for any act of unlawful discrimination. If you commit serious acts of harassment you may also be guilty of a criminal offence.

We also encourage you to support us in collecting and analysing data on the 
composition of our workforce and learners by completing the Equal Opportunities section on MILO. Information gathered will only be used for monitoring purposes so that we recognise the diversity of our workforce and so we can identify underrepresented groups and take action as appropriate. 

Training 

We commit to training managers and all other employees about their rights and responsibilities under this equality and diversity policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and to prevent and challenge bullying, harassment, victimisation and unlawful discrimination.

Monitoring and review

This policy will be monitored periodically by Lifetime Training Group to judge its effectiveness and will be updated in accordance with changes in the law and best practice.

We will also monitor the make-up of the workforce and any job applicants regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in order to review how we are meeting the aims and commitments as set out in this policy and will use this information to inform any future changes to this policy.

As part of our reporting commitments, we collate data and report on our gender pay gap on an annual basis. We use this information in order to identify and understand any potential gender pay gap and to identify any necessary actions to address the gap as appropriate. We publish our gender pay gap on our company website and update this annually.

Information provided by job applicants and employees for monitoring purposes will be used only for these purposes and will be dealt with in accordance with the Data Protection Act 1998.

Further support

Should you have any questions relating to this Policy please raise with your line manager or a member of the People Team.

Associated policies

• Bullying and Harassment Policy
• Disciplinary Policy
• Grievance Policy
• Prevent Policy
• Resourcing Policy
• Whistleblowing Policy