1. Introduction
2. Policy statement
3. Implementation of Policy
4. Learner Policy
5. Discrimination and Harassment
6. Definition of terms
7. Complaints procedure
8. Monitor and Review
9. Contact Details
10. Disability Policy

1. Introduction

Academy Computer Training UK values the diversity of the communities in which it operates and has a strong commitment to removing barriers to equal opportunities for both learners and staff.

Academy Computer Training UK is totally opposed to discrimination of any kind, whether active or by omission, and will counter all forms of discrimination on the grounds of gender, marital status, family responsibility, health status, sexuality, age, disability, ethnic or national origin, colour, religious or political belief, class and mental health. Academy Computer Training UK also recognises the existence of institutional discrimination and works within structures and systems to counter discrimination, for example in terms of provider and staff recruitment, the social and physical environment, staff development and employment practices.

Academy Computer Training UK has a complaints and grievance procedure for the reporting of events which contravene the ethos of fair treatment

Academy Computer Training UK will actively promote this equal opportunities policy in the pursuit of equality and widening participation in learning.

Our aim is to ensure that all learners and staff have the opportunity and freedom to develop to their full potential. We actively in courage students to join us in ensuring that they learn in an environment that welcomes them and acknowledges their individual needs.

2. Policy Statement

As an employer we undertake to:

• Ensure that equality principles, with regard to contract status and career development opportunities, apply equally to all staff
• Ensure that equal opportunities and practice inform all staffing policy<
• Encourage members of ethnic minorities, men and women to apply for posts in grades or areas of work where they are under represented
• Pay due regard to the special needs of individuals, including those with physical or sensory disabilities, who may require support
• Pay due regard to the special needs of individuals, including those with physical or sensory disabilities, who may require support
• Have equally high expectations of all staff and providers irrespective or race, social background, gender and age
• To work and offer support all providers equally
• Inform and consult staff and providers on developments with the Equality Policy
• Address Equality issues and Complaints with immediate and appropriate action

As a provider of education we undertake to:

• Offer a supportive and welcoming environment to all learners
  
• Have equally high expectations of all learners irrespective of race, social background, gender, sexuality, disability and age
• Pay due regard to the special needs of individuals, including those with physical or sensory disabilities, who may require additional support.
• Seek to widen participation by ensuring that marketing and admissions policies promote access for all potential learners.
• Deliver services to learners in a way which is sensitive to their cultures, backgrounds and which respects all learners as individuals
• Where possible, to make reasonable adjustments to the learning environment and improve access for those with disabilities or special needs
• Provide all learners with clear information on Equality and Diversity and the complaints procedure. Ensure that all new learning initatives in the centre take account of the needs of the learners and community
• Request feedback from learners on their course and service they receive from the centre
• Ensure policies and practices are reviewed and updated accordingly and work in line with quality policies
• Log all complaints, advise Ufi regional office and take appropriate action where possible without delay

3. Implementation of Policy

To achieve the above we will:

• Ensure that all staff and learners recognise that the implementation of good equal opportunities practices is the responsibility of everyone.
• Identify a named member of staff (Feim Kabashi, Learning Zone Manager) with responsibility for ensuring equal opportunities and perspectives are actively implemented in all aspects of the centres work.
• Distribute policy statement to all members of staff and to learners.
• Ensure that the centre’s ethos and environment create a welcoming and harmonious atmosphere.
• Provide staff with equal opportunities awareness training as appropriate.
• Monitor the group identity of persons applying for, and being accepted onto, courses and people applying for staffing posts. Review policies as necessary.
• Maintain and publicise mechanisms for investigating alleged breaches of the Equal Opportunities Policy and take appropriate action if required.
• To explain and provide a clear complaints policy and to treat all complaints fairly.
• Marketing of opportunities for learners and staff impartially without discriminating against any group
• Monitor and review this policy (detailed below)

4. Learner Policy

• Where possible Academy Computer Training UK will aim to ensure that the information about learndirect is made available to the widest possible audience. Advertising and publicity materials will avoid stereotyping and prejudice.
• Marketing activities will be aimed at encouraging participation from groups of learners who are underrepresented
• During initial Information Advice and Guidance learners will have an opportunity to identify additional support needs. will, within resource constraints, meet those needs.
• Academy Computer Training UK will seek to make continuous improvements to physical access in its buildings and within resource constraints facilitate access to all its learning provisions.
• As part of their induction programme, all learners will be made aware of their responsibilities in putting the Equal Opportunities Policy into practice and the measures that Academy Computer Training UK will take to counteract all forms of bullying and other harassment.
• Data on learners (including age, gender and ethnicity) will be monitored against success criteria such as retention and achievement and the results will be used to inform policies (marketing, course development etc).

5. Discrimination and Harassment

• Academy Computer Training UK will not tolerate any form of discrimination or harassment or bullying, including racism, sexism, homophobia, discrimination on grounds of disability or age, and discrimination against people with illnesses. (Definition of these, and other, terms provided in section 7).
• All complaints of discrimination or harassment will be deal through the Complaints policy detailed below. All complaints will be monitored.

6. Definition of terms

• Diversity – unlikeness, different kind, variety
• Equality – Condition of being equal, between two or more<
• Bullying - the behaviour arising from the deliberate use of strength or power in order to coerce others by threats and fear, with the wilful, conscious desire to hurt. It is a form of harassment and will be treated as serious.
• Harassment against Lesbians and Gay Men - may be defined as making or inciting the making of hostile or offensive acts of statements, which are derogatory to their sexuality. Specific examples of harassment include the ostracising of lesbians and gay men because of their sexuality.
• Harassment against People with Disabilities - may be defined as making or inciting others to make any hostile or offensive act or remark because of a person’s disability. Specific examples of such behaviour include ridiculing or taunting people with disabilities.
• Racial Harassment - any hostile or offensive act by a person of one racial and ethnic group against a person of another racial and ethnic group or any incitement to commit such an act. Specific examples of racial harassment include ridiculing an individual for cultural differences.
• Sexual Harassment - making or inciting others to make unwanted verbal or sexual advances, sexually explicit derogatory statements or sexually discriminating remarks which are offensive, threatening or humiliating.Specific examples of sexual harassment include unwelcome comments about dress and appearance especially if repeated after being asked to desist.
• Sexism - attitudes, procedures and patterns (economic, social and cultural) whose effect (though not necessarily conscious intention) is to create, maintain, and extend the power, influence, and privileges of one group of people and over another because of gender.
• Racism - attitudes, procedures and patterns (economic, social and cultural) whose effect (though not necessarily conscious intention) is to create, maintain, and extend the power, influence, and privileges of one group of people and over another because of race.
• Ageism - attitudes, procedures and patterns (economic, social and cultural) whose effect (though not necessarily conscious intention) is to create, maintain, and extend the power, influence, and privileges of one group of people and over another because of age.

7. Complaints procedure

• Learners are advised to raise their complaints with a member of the centre’s staff or their centre manager first as most issues can be resolved at this stage. Formal complaints are raised by submitting a Complaint Form. The form is to be submitted to the centre manager who will log and review the complaint and take remedial action if possible. The provider will advise their local learndirect office of the complaint for quality purposes. Should the provider be unable to resolve the issue, the complaint will be forwarded to your local learndirect office, which will take necessary and appropriate action, involving more senior staff if necessary. Learners can also make complaints directly to their local learndirect regional office (contact details below)
• All learners and staff will be advised on the complaints procedure
• All complaints logged will be reviewed by the named member of staff and annual action plans and targets will be agreed. Where appropriate, immediate action will be taken.

8. Monitor and Review

• Feim Kabashi, Learning Zone Manager monitors and reviews developments, complaints and implements policies and practices concerning Equality and Diversity.
• Feim Kabashi, Learning Zone Manager agrees the annual action plan with targets for improvements in line with review findings.
• Strategic responsibility for equality lies with Paul Conroy, Operations Director and is discussed regularly at monthly Quality Management meetings with the Management team.
• Learner and staff views on the policy and implementation are identified by means of sample surveys.
• Learner enrolment, retention and achievements are annually monitored by ethnic group, gender, learning difficulty/disability, language and age. The findings inform Sinead Connell for further policy development

9. Contact Details

Our Equal Opportunities champion is Feim Kabashi
Academy Computer Training UK

The Sunrise Academy
215 The Elephant & Castle Shopping Centre London SE1 6TE
020 7708 5588
katie.turner@actuk.info

10 Disability Policy

Every learner is welcome at The Sunrise Academy. It is very important to us to support all learners and those learners with disabilities or learning difficulties will receive support from us during their learning. We will arrange assessments so that we can give learners the support their individual circumstances require. The centre has a range of aids and equipment for disabled learners and will provide extra equipment and specialist tutor support when required. Induction loops are fitted in the IAG area to help the hard of hearing. The Sunrise Academy has passed two Disability Access Audits and is committed to providing extra support for disabled learners and employees in accordance with the Disability Discrimination Act( as amended by the Special Educational Needs & Disability Act 2001). The Sunrise Academy will make all reasonable adjustments required so that no disabled learners are disadvantaged.