Policy Context & Scope
This policy relates to all activities of Leaping Man Learning Limited trading as Swift.
All references to “Swift” below should be recognised as pertaining to Leaping Man Learning Limited.
All references to "learners" below should be recognised as pertaining to "apprentices" and vice versa.
This policy includes all training provision provided by Leaping Man Learning Limited trading as Swift.
This Policy relates to all aspects of employment and academic life, including (but not limited to) advertisement, marketing, events, recruitment and selection, benefits, disciplinary and grievance, assessment and pedagogy practices.
This policy shall apply to all interactions with Swift, including, but not limited to:
- Advertisement of vacancies for employment or apprenticeship
- Assessment and selection of candidates for employment or selection
- Agreement of contractual terms.
- The employee life cycle including promotion and development.
- The apprentice life cycle including opportunities for placement.
For the avoidance of doubt, “employee” shall include contractors, volunteers, those in paid employment with Swift and those applying to employment with Swift.
“Learner” or “Apprentice” shall denote any learner on a programme with Swift or applying to a programme.
Discrimination of any kind is abhorrent and will not be tolerated.
Swift is committed to ensuring that no individual is treated less favourably as a result of sex, sexual orientation, pregnancy and maternity marriage and civil partnership, gender reassignment, race, colour, age, religion or belief, or disability.
Swift is fully committed to developing a culture of fairness, equality, diversity and inclusion; and to ensuring compliance with the terms of the Equality Act 2010, at all times.
The purpose of this policy is to:
provide equality, fairness, and respect for all in our employment, whether temporary, part-time or full-time as well as for all applying for and undertaking programmes of learning with Swift.
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes (for employees) in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
Policy Aim and Objectives
The aim of this policy is to create a culture of fairness, equality, diversity and inclusion, free from bullying, harassment, victimisation and unlawful discrimination, that promotes dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
This will be achieved by:
• Encouraging equality, diversity and inclusion in the workplace as they are good practice and make business sense. This includes engaging apprentice employers to do the same.
• Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This includes engaging apprentice employers to do the same.
• Training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
• Educating staff that they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
•Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. This includes engaging apprentice employers to do the same.
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