Final Checks Academy CIC

Equality and Diversity Policy

Date Reviewed: September 2024
Next Review Date: September 2025

1. Policy Purpose and Commitment

Final Checks Academy CIC (FCA) is committed to empowering all learners and staff to utilise the full range of resources and opportunities available to them. We strive to make learning inclusive and ensure that learners of all ages and backgrounds can realise their full potential.

Our aims are to:

Raise awareness of the diverse communities that enrich our academy.
Provide an environment conducive to the personal and professional development of every individual.
Remove barriers that may prevent members of particular groups from achieving their full potential, whether as learners or staff.

2. What is Equality and Diversity?

Equality
Equality is about treating people fairly and ensuring everyone has a fair chance. It recognises that people have different needs that must be met in different ways.

Diversity
Diversity values the differences between individuals and groups. It welcomes these differences rather than trying to eliminate them. True equality can only be achieved when diversity is recognised and celebrated.

3. Recruitment

The recruitment process at FCA ensures the selection of the most suitable person for the job or course based on experience and qualifications. All positions are openly advertised, and the selection process is standardised and transparent.

Senior staff responsible for DBS clearance and safer recruitment have received training in Safeguarding and Safer Recruitment. For further details, see the FCA Safer Recruitment Policy.

4. Equality and Diversity Training

Equality and Diversity (E&D) training is essential to maintaining an effective service with E&D at its core. All staff receive E&D training before assuming new roles, with regular refreshers and reinforcement through staff meetings.

5. Legal Framework

The Equality Act 2010 consolidates 116 pieces of legislation and protects against unlawful discrimination based on nine protected characteristics:

Race
Age
Sex
Gender reassignment
Marital or civil partnership status
Pregnancy and maternity
Religious belief
Disability
Sexual orientation

The Act safeguards against direct and indirect discrimination, harassment, and victimisation across services, employment, education, and public functions. It also includes provisions such as:

Updated definitions of gender reassignment
Protection for those perceived to have a protected characteristic
Clearer protection for breastfeeding mothers
Harmonised definitions of indirect discrimination
Allowance for voluntary positive action

6. Our Commitment

FCA will:

Ensure all employees and learners have equal opportunities to participate fully and achieve their potential.
Take positive steps to eliminate physical, social, and economic barriers to access.
Adopt a zero-tolerance approach to bullying and harassment.
Expect all employees and learners to uphold equality and respect others.
Actively promote equality and diversity by valuing and respecting differences.
Keep abreast of government guidance and update policies accordingly.
Recruit, employ, and promote based on merit and ability without regard to protected characteristics.

7. Compliance and Responsibilities

The Senior Management Team is responsible for ensuring FCA operates within a framework promoting Equality and Diversity. The Centre Manager reviews and updates this policy annually or as legislation changes.

FCA ensures all advertising and publicity materials avoid stereotypes and discriminatory language.

Employees must not harass or intimidate others on any protected grounds. Such behaviour is gross misconduct and subject to disciplinary action.

Employees and learners should report suspected discrimination to managers or tutors and will be supported in doing so. Victimisation or retaliation against complainants or witnesses is prohibited and treated as gross misconduct.

Senior Managers ensure staff understand Equality and Diversity and how to report concerns. All employees and learners share responsibility for promoting equality and preventing discrimination, harassment, or bullying.

Tutors promote Equality and Diversity awareness through learner reviews, visits, and classroom activities.

8. Promoting Awareness

FCA raises awareness of Equality and Diversity through:

Regular staff training and updates, including guidance from the Equality and Human Rights Commission and ACAS
Poster campaigns and dedicated Equality and Diversity notice boards
Learner inductions and reviews, with documentation on learning journeys
Embedding Equality and Diversity in lesson plans and schemes of work, including industry-related content
Inclusion in the Learner Handbook
Dedicated Equality and Diversity workshops within learner programmes

Lead Equality Workshop Tutor: Ben Green – Well-being Coach
Lead Equality Contact: Danielle Everitt – Principal

9. Learner Additional Support

Pre-entry diagnostic screening is conducted for every learner to ensure appropriate course placement. Individual learning journeys with clear benchmarks are developed for monitoring progress.

Learners requiring additional support are directed to suitable provisions, which may include part-time, off-site, or online learning options.

Learners are encouraged to complete a self-assessment Personal, Social, and Emotional Development (PSED) form to disclose personal information.

The Centre Manager and Support Officer coordinate support plans. Additional funding may be sought where available. FCA ensures support is provided regardless of funding availability, either through internal staff or external agencies.

Learners decide whether to disclose support needs to employers, with encouragement from their Assessors to promote open communication.