Equality, diversity and inclusion policy

Aims and scope

Waverley Training Services (WTS) is dedicated to encouraging a supportive and inclusive culture amongst its whole workforce. It is within our best interest to promote diversity and eliminate discrimination in the workplace.

Our aim is to ensure that all employees, learners, and others who provide services to the setting are given equal opportunity and that our organisation is representative of all society. All employees, Learners and visitors will be treated with dignity, respect and valued enabling them to give their best as a result.

The Equality Act 2010, Public sector Equality Duty and the Workers Protection Act 2023 provide the framework for the policy and further protection from discrimination in the workplace and in wider society. WTS as part of Waverley Borough Council (WBC) has overarching policies and has a Corporate Equalities Group which exists to ensure that equality of opportunity is promoted within the Council. It means that there are equal job opportunities and fairness for employees and job applicants.

WTS are committed to ensure all employees, learners and stakeholders are treated fairly and given equal opportunity. It is the personal responsibility of everyone to ensure that their actions do not, whether intentionally or not, discriminate against others.

Purpose

The purpose of this document is to provide support, clarification and guidance for employees, learners, and other stakeholders, it reinforces our commitment to providing equality and fairness to all in our organisation and to not provide less favourable facilities or treatment on the grounds of any of the following but not limited to:

Age.
Caring responsibilities.
Disability.
Family situation.
Gender expression.
Gender identity.
Gender reassignment.
Marriage and civil partnership.
Pregnancy and maternity.
Race including ethnic origin, colour.
Nationality and national origin.
Religion or belief.
Sex or sexual orientation.
Socio-economic background.
The effects of the menopause.
Trade union activity.

Everyone should be aware of their responsibilities regarding the equal and fair treatment of each other and respect for all employees, learners, and stakeholders.

All employees, no matter whether they are part-time, full-time, or temporary will be treated fairly and with respect. When WTS selects candidates for employment, promotion, training, or any other benefit, it will be on the basis of their aptitude and ability.

All employees will be provided with support and encouragement to develop to their full potential and utilise their unique talents. Therefore, the skills and resources of our organisation will be fully utilised, and we will maximise the efficiency of our whole workforce.

Our commitment

WTS understands that providing equality of opportunity does not mean treating everybody in the same way. It recognises that, in particular cases, efforts need to be made to ensure that the desired outcome of equality of opportunity is achieved.

Everyone who works for, lives in, or otherwise comes into contact with WTS needs and deserves to be treated fairly and with dignity, regardless of any personal characteristic.

WTS will inform all employees that an Equality, Diversity, and Inclusion policy is in operation and that they are obligated to comply with its requirements and promote fairness in the workplace. The policy will also be drawn to the attention of funding agencies, stakeholders, Learners, and job applicants.

Promoting equity in the workplace, which WTS believes is good management practice and makes good business sense.
To create an environment in which individual differences and the contributions of all team members are recognised and valued
To create a working environment that promotes dignity and respect for every employee.
To not tolerate any form of intimidation, bullying, or harassment, and to discipline those in breach of this policy.
To make training, development, and progression opportunities available to all employees and learners.
To encourage anyone who feels they have been subject to discrimination to raise their concerns so we can apply corrective measures.
To regularly review all our employee practices and procedures so that fairness is maintained at all times.

The Equality 2010 Act states that having due regard for advancing equality involves:

Removing or minimising disadvantages suffered by people due to their protected characteristics.
Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

Responsibilities of the Learner

WTS expects all Learners to:

Behave in an appropriate way, which does not harass, bully, or discriminate in any form.
Promote respect, understanding and awareness of culture.
Duty to report any incidents of bullying, harassment, or discrimination to an employee such as their tutor or Designated Safeguarding Lead (DSL)and/or Deputy Safeguarding Lead (DDSL).

Protected characteristics

WTS is committed to ensuring that all people are treated fairly, with dignity and respect, regardless of any of their personal characteristics. The Equality Act 2010 outlines nine protected characteristics that, by law, are protected against discrimination (outlined below).

It should be noted that this list is non-exhaustive and more may be added as and when legislation is amended:

Age.
Gender reassignment.
Being married or in a civil partnership.
Being pregnant or on maternity leave.
Disability.
Race including colour, nationality, ethnic or national origin.
Religion or belief.
Sex.
Sexual orientation.

WTS are aware that their actions must not result in someone being treated less favourably based on the protected characteristics listed above. As stated in the Act our employees and Learners are protected from discrimination in the following settings:

At work.
In education.
As a consumer.
When using public services.
When buying or renting a property.
As a member or private guest of a private club or association.

In some cases, occupational requirements mean that proportionate steps are required to be taken to achieve a legitimate aim. This may be where, for example, exceptions mean that an employee must have a protected characteristic to be able to carry out duties of the role effectively.

Reporting

Employees are encouraged to report any offensive behaviour even if it is not directed at them and even if the employee reporting the offence does not possess the relevant characteristic. The employee should report any offensive behaviour to their line manager or Head of Service.

Employees are encouraged to report any instances of discrimination or offensive behaviour in the workplace using the relevant procedure as outlined in the Dignity and Respect at Work Policy or the Grievance Policy.
Employees who are wrongly accused of discrimination may also raise a formal grievance under the same procedure.
Any employee found to have made an accusation of discrimination in a malicious manner will be subject to action under the Disciplinary Policy. In serious cases this may constitute gross misconduct and lead to summary dismissal.
Where an employee is found to have behaved in such a way that is proven to be discriminatory, offensive, or aggressive, and the situation cannot be resolved informally, these instances will be dealt with under the Disciplinary Policy. In serious cases this may constitute gross misconduct and lead to summary dismissal.
Employees are also encouraged to report any incident of discriminatory, aggressive, or offensive behaviour aimed at them or anyone else by another employee, Learner or third party carrying our services to for the setting or a visitor be it via post, email, telephone or face-to-face.

Monitoring and review

This policy will be monitored and reviewed annually following any amendments to legislation and legal obligations.

Version 2:

Publication Date: September 2026

Review Date: September 2027