Equality and Diversity Policy

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 Passion Learning Centre is committed to promoting and implementing equality opportunities in the working, research, teaching, and learning environments. The Centre aims to provide a working and learning environment that fosters good relations with all stakeholders committed to respecting everyone while preventing harassment, discrimination, prejudice, and stereotyping. The Centre commits inclusivity where educators are from different ethnic groups and learners from different ethnicities. 

 

Dissemination 

The policy applies to all members of the Passion Learning Centre community. The Equality and Diversity policy will be guided by Regulation 9 of the Equality Act 2010. It will be disseminated both to the staff and learners through our portal. During admission of learners or after hiring a staff, all individuals will receive a copy of the equality and diversity policy. Before admission, the learners and the staff need to sign their agreement to observe the policy. The information will also be disseminated in the Centre's induction and training provision, publications, and web pages.

 

Implementation of Equal Opportunities and Anti-Discrimination

The Centre will ensure all members (both learners and staff) are treated with respect, dignity, and fairness. It will be guided by the regulation under the Equality Act 2010. The Centre will not discriminate based on sexual orientation, sex, religion, race, maternity or pregnancy, marriage and civil partnership, gender reassignment, disability, or age. These factors will not be the basis for support provision, progression, or student admission. 

 

Identifying Vulnerable Groups

The vulnerable groups are the protected groups under the Equality Act 2010. The protected characteristics under the Equality Act 2010 are sex, religion or belief, pregnancy, maternity, race, marriage or civil partnership (in employment only), gender reassignment, disability, and age.

 

Promotion of Equality and Diversity

The Centre encourages under-represented groups to apply to study or work in the Centre. The Centre will monitor where appropriate by protected characteristics to ensure that all applicants for study, promotions, and jobs are fairly treated. The Centre aims at the periodical assessment of its practices and policies to mitigate any disadvantage to protected characteristic groups.

 

Appropriate Access to Buildings, Facilities, Learning, Learning Support, and Assessment

There is a provision of accommodation where there is inclusivity for studying and living environment. There will be no discrimination based on the protected characteristics to access buildings, facilities, learning, and learning support.

 

Dealing With Discriminatory Practice within the Organisation

When staff perceives they are unfairly treated, they should report to their immediate supervisor. This should be followed by a report to HR on the Equality and Diversity. Students should report any unfair treatment to the Student Support Officer. This should be followed by a report to the Academic Board and Head of the Centrre. Both staff and learners can report harassment or bullying to Harassment Volunteer Network. Learners can access the Centre's Complaints Procedure in the Centres calendar. 

 

Review and Revision of the Policy

The revision of the policy will be led by the Academic Board. The review will be attained through anonymously collecting information on the protected characteristics of learners and staff. After collecting the information, a report is shared with the Equality and Diversity Strategy Committee to decide if revision is needed.

 

Records and Record-Keeping Practices

One class of record is the documents containing strategy development and establishment of the institution's equality & diversity. Records should be stored as hard copies and soft copies. The Centre stores master copies of the procedures related to diversity and equality.

 

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