EQUALITY AND DISABILITY POLICY
- Mindfulness For Children & KOTUS Rising PTY LTD, recognises that discrimination and victimisation is unacceptable and that it is in the interests of our business and its students to utilise the skills of the total workforce. It is the aim of our business to ensure that no student or perspective student receives less favourable facilities or treatment (either directly or indirectly) in their enrolment or study period on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
- Our aim is that our students will be truly representative of all sections of society and each student feels respected and able to give of their best.
- We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our students.
- All students, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for studying, certification, training or any other benefit will be on the basis of aptitude and ability. All students will be helped and encouraged to develop their full potential and the talents and resources of the students will be fully utilised to maximise the efficiency of the organisation.
- Our staff will not discriminate directly or indirectly, or harass students or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of our businesses goods and services.
- This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
- To create an environment in which individual differences and the contributions of all our students are recognised and valued.
- Every student is entitled to a studying environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
- Training, development and progression opportunities are available to all students.
- To promote equality in the learning environment which we believe is good management practice and makes sound business sense.
- We will review all our teaching practices and procedures to ensure fairness.
- Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
- This policy is fully supported by senior management. The policy will be monitored and reviewed regularly.
RESPONSIBILITES OF MANAGEMENT
7. Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Business Owner. Managers will ensure that they and their staff and students operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
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- all their staff and students are aware of the policy and the arrangements, and the reasons for the policy;
- grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
- proper records are maintained. 8. Head Office will be responsible for monitoring the operation of the policy in respect of students and learning environments, including periodic departmental audits.
RESPONSIBILITIES OF STUDENTS
9. Responsibility for ensuring that there is no unlawful discrimination rests with all students and the attitudes of students are crucial to the successful operation of fair learning practices. In particular, all students should:
- comply with the policy and arrangements;
- not discriminate in their day to day activities or induce others to do so;
- not victimise, harass or intimidate other students or groups who have, or are perceived to have one of the protected characteristics.
- ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
- inform manager if they become aware of any discriminatory practice.
11. Third-party harassment occurs where a Mindfulness For Children, or KOTUS Rising student is harassed, and the harassment is related to a protected characteristic, by third parties such as staff, clients or other students. Mindfulness For Children & KOTUS Rising PTY LTD will not tolerate such actions against its students, and the student concerned should inform manager at once that this has occurred. The business will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
RELATED POLICIES AND ARRANGEMENTS
12. All student policies and arrangements have a bearing on equality of opportunity. Mindfulness For Children & KOTUS Rising PTY LTD policies will be reviewed regularly and any identified discriminatory elements removed.
RIGHTS OF DISABLED PEOPLE
- Mindfulness For Children & KOTUS Rising PTY LTD attaches particular importance to the needs of disabled people.
- Under the terms of this policy, managers are required to:
- make reasonable adjustment to maintain the services of a student who becomes disabled, for example, training, provision of special equipment, reduced study hours. (NB: managers
are expected to seek advice and guidance from external agencies where appropriate to maintain disabled people within our learning environment);
- include disabled people in training/development programmes;
- give full and proper consideration to disabled people who apply to study with Mindfulness For Children, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to complete their studies.
- A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information will be available in the student induction process.
- Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive training. MONITORING
- Mindfulness For Children & KOTUS Rising PTY LTD deem it appropriate to state their intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
- The system will involve the routine collection and analysis of information on students by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of time in current course, or program. Information regarding the number of students who declare themselves as disabled will also be maintained.
- There will also be regular assessments to measure the extent to which recruitment to first course, internal progression and access to training/development opportunities affect equal opportunities for all groups.
- We will maintain information on students who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
- Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of Mindfulness For Children’s & KOTUS Rising PTY LTD policies and our services / products may have on those who experience them.
- The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
- If monitoring shows that Mindfulness For Children & KOTUS Rising PTY LTD, or areas within it, are not representative, or that sections of our learning community are not progressing properly within their course, then an action plan will be developed to address these issues. This will include a review of recruitment and selection procedures, Mindfulness For Children policies and practices as well as consideration of taking legal Positive Action.
- Students have a right to pursue a complaint concerning discrimination or victimisation via contacting management (Elizabeth-Anne Mulhane) directly at firstname.lastname@example.org, or email@example.com
- Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with immediately.
26. The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Business and Company Owner (Elizabeth-Anne Mulhane).