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Equality & Diversity Policy

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GENERAL STATEMENT

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The aim of this policy is to communicate the commitment of IDC College to the promotion of equality and Diversity opportunity in the IDC College

 

It is our policy to provide employment equality and diversity to all, irrespective of:

 

  • Gender, including gender reassignment

  • Marital or civil partnership status

  • Having or not having dependants

  • Religious belief or political opinion

  • Race (including colour, nationality, ethnic or national origins, being an Irish Traveller)

  • Disability

  • Sexual orientation

  • Age

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We are opposed to all forms of unlawful and unfair discrimination. All staff and volunteers who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

 

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

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2 SCOPE

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The equal opportunities policy applies to all employees, trainees and applicants.

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3 EQUALITY COMMITMENTS

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We are committed to:

 

  • Promoting equality of opportunity for all persons

  • Promoting a good and harmonious working environment in which all persons are treated with respect

  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation

  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice

  • Complying with our own equal opportunities policy and associated policies

  • Taking lawful affirmative or positive action, where appropriate

  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.

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This policy is fully supported by management and has been agreed with all employees.

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4 IMPLEMENTATION

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The Directors have a specific responsibility for the effective implementation of this policy. We expect all our employees to abide by the policy and help create the equality environment which is its objective.

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In order to implement this policy we shall:

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  • Communicate the policy to all staff and relevant others (such as volunteers)

  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff

  • Provide equality training and guidance as appropriate, including training on induction.

  • Ensure that those who are involved in assessing candidates for recruitment will be trained in non-discriminatory selection techniques

  • Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce.

  • Ensure that adequate resources are made available to fulfil the objectives of the policy.

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5 MONITORING AND REVIEW 

 

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed annually and action taken as necessary. For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the imbalance. 

 

6 COMPLAINTS 

 

Staff who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the notification of Directors. All complaints of discrimination will be dealt with seriously, promptly and confidentially. 

 

In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal under the following anti-discrimination legislation: 

 

  • Sex Discrimination (Northern Ireland) Order 1976, as amended 

  • Disability Discrimination Act 1995, as amended 

  • Race Relations (Northern Ireland) Order 1997, as amended 

  • Employment Equality (Sexual Orientation) Regulations (Northern Ireland) 2003 

  • Fair Employment and Treatment (Northern Ireland) Order 1998, as amended 

  • Employment Equality (Age) Regulations (Northern Ireland) 2006 

  • Equal Pay Act (Northern Ireland) 1970, as amended. 

 

However, staff wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first. Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal. 

 

Brenda Killigrew has the overall responsibility for this policy, will ensure the provision of adequate resources for its implementation and will regularly assess the continuing improvement of IDC capabilities and reduction of work related risk. 

 

This policy will be brought to the attention of all staff and volunteers working on behalf of IDC  and reviewed at least annually. 

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Last reviewed April 2025 

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IDC College  

First Floor Unit 2  

17-21 Worcester Road 

Bromsgrove 

B61 7DL  

Brenda Killigrew 

Director

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