Successful Mums values and actively promotes equality and diversity. We recognise that the communities we serve are made up of people from different backgrounds and cultures. We aim to promote programmes and practices that support all adults to meet their full potential in learning, and we value diversity both in our learners and in our staff. This policy is to support us to be an outstanding place of learning and an employer of choice where equality and diversity are valued and promoted.

This policy enables us to:

• Meet the expectations and requirements of learners, staff and partners
• Promote the wider uptake of and participation in learning
• Aid in the employment and retention of staff
• Meet our statutory obligations

All learners, staff, visitors and partners are expected to behave in a manner consistent with this policy. The policy will be reviewed and updated as required by legislation and in response to suggestions made by staff and learners.

Our equality and diversity framework reflects all aspects of our work, including:

Managers and staff who at all times should:

• Respect, promote and value difference
• Promote an inclusive and supportive environment for learners and staff
• Treat all people fairly, and with respect and dignity
• Work to eliminate discrimination, harassment and victimisation
• Implement statutory initiatives in support of equality and diversity

Sites, facilities and information that as far as is reasonably practicable are:

• Safe and welcoming
• Fit for purpose
• Accessible
• Conducive to learning and working.

A learning (and work) experience that:

• Is accessible to all who meet the entry requirements
• Provides a flexible, fair and supportive environment
• Ensures that everyone, particularly those with protected characteristics, feel included and free from discrimination, harassment, victimisation, extremism and radicalisation
• Reflects, values and promotes the diversity of our community
• Appropriately supports learners with diverse needs
• Promotes the fundamental British values of democracy, law, liberty and mutual respect and tolerance of those with different backgrounds, faiths and beliefs.

Supporting our framework

All our staff, learners and partners are expected to support and consistently work to deliver a learner and staff experience that reflects this policy.

Activities that support this policy include:

• Diverse teaching materials and strategies
• Staff and learner inductions that explicitly reflect this policy
• Communications which use plain English, and reflect the needs of our staff and learners, some of whom come from different linguistic or cultural groups or have a communications-related impairment
• Marketing activities which, where possible, promote equality and diversity
• Regular opportunities for feedback from learners to improve our practices

Actions to be taken in case of a breach of this policy

Staff and learners are expected to work within the letter and spirit of this policy. Anyone acting in an offensive or discriminatory manner, or otherwise breaching this policy will be subject to disciplinary procedure as appropriate.

If someone observes a member of staff or a learner acting in an offensive or discriminatory manner or otherwise breaching this policy, they should report this immediately to Julia O’Dwyer using the Complaints Procedure or Safeguarding Reporting Form.

Notes and definitions:

The protected characteristics listed in the Equality Act, 2010 are:

• Age (including age group)
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (includes colour, nationality, ethnic and national origin)
• Religion or belief (including a lack of religion or belief)
• Gender
• Sexual orientation

The following definitions are derived from the Equality Act 2010.

Discrimination: This is treating an individual or group of people less favourably as a result of a protected characteristic (whether actual, perceived or by association) which cannot be shown to be a proportionate means of achieving a legitimate aim. Discrimination can sometimes be unintentional or an unintended consequence of an unrelated action.

Harassment: This is unwanted conduct related to a protected characteristic that has the purpose or effect of violating dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment does not have to be deliberate – it depends on the perception of the person harassed, the circumstances of the case and whether it was reasonable for the conduct to have the effect outlined above.

Victimisation: This occurs where a person is subject to a detriment as a result of doing a protected act (such as giving evidence, information or making allegations about discrimination or harassment). It includes if there is a belief that they have done a protected act.