EQUALITY, DIVERSITY, INCLUSION AND BELONGING POLICY

STATEMENT OF PURPOSE  

Successful Mums values and actively promotes equality, diversity, inclusion and belonging.  We recognise that the communities we serve are made up of people from different backgrounds and cultures.  We aim to provide programmes and practices that support all adults to meet their full potential in learning whilst feeling included and part of the Successful Mum’s community. We value and promote diversity both in our learners and in our staff. This policy is to enable us to be an outstanding place of learning and an employer of choice where equality, diversity, inclusion and belonging are seen as a priority.  

SCOPE  

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.  

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  

Introduction  

The Equality, Diversity, Inclusion and Belonging policy reflects the Equality Act 2010. 

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 

Equality: This is about making changes to ensure everyone has equal access to opportunities. For example, learners may need the course resources presented in different ways to allow them the same opportunity to achieve. 

Diversity: This is about ensuring diversity is promoted and celebrated. For example, the resources should represent individuals with a range of different characteristics. 

Inclusion: This is about ensuring all individuals are able and are encouraged to participate. For example, all learners should be provided with tasks of equal value. 

Belonging: This is about ensuring everyone feels that they belong and are part of the community. For example, learners should be treated fairly and respectfully and their opinions valued.  

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.  

 

 THE APPROACH  

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.   

 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 legislation in support of equality and diversity
  • Operate in conjunction with the equality, diversity, inclusion and belonging action plan to   support improvements
  • Create an environment which ensures individuals feel valued and respected to create a sense of belonging

 

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

  • Safe and welcoming
  • Fit for purpose
  • Accessible
  • Inclusive
  • 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 feels 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.  

  

 Activities that support this policy include: 

  • Diverse teaching materials and strategies
  • Staff and learner inductions that explicitly reflect this policy
  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination
  • Encourage equality, diversity, inclusion and belonging in the workplace
  • 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
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination
  • Marketing activities which, where possible, promote equality and diversity
  • Regular opportunities for feedback from learners to improve our practices
  • Measure and analyse EDIMS data against KPIs to ensure consistency of participation, success and progress across all groups. 

 

GENDER EQUALITY 

Successful Mums are aware of the Gender Equality Policy and are committed to adhering to the range of government policies that exist within the map. 

By default, Successful Mums promotes equality for women through the work that we do. Programme content and training materials include information and guidance to enable women to return to the workforce and pursue a career that will support closing the gender pay gap. Wider learning includes information on agencies that will support with pastoral issues specific to women. 

In addition, we do not discriminate against men, transgender, non-binary or women who are not mums and welcome all eligible participants onto our courses that support the mission of the business. 

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 Charlotte Edwardes (Director of Operations) using the Complaints Procedure or Safeguarding Reporting Form. 

MONITORING AND REVIEW OF THE POLICY  

Successful Mums have the right to change this policy at their discretion if it meets the needs of the business. Staff will be notified of any changes. In addition, Successful Mums will annually review its policies and procedures to ensure that they comply with any relevant legislation, government policies or to remedy any deficiencies or weaknesses.  

 

 

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