Equality and Diversity Policy


This document is a statement of the Company’s Equal Opportunity and Employee Diversity Policy. The details are below. This policy is not part of your employment contract and it is not legally binding except where it is a statement of the law. You must be aware of this policy and procedure and apply it accordingly; failure to do so may result in disciplinary action being taken against you. You should consult your manager if there is anything that is not clear to you or if you are unsure about any aspect of this policy.
You should note that failure to reasonably comply with any aspect of this policy may result in disciplinary action being taken against you, which could ultimately lead to your dismissal. Where the breach is considered to be one of gross misconduct you may be dismissed without notice.

Policy Statement

Equal Opportunities in Employment

This Policy applies to all employees, learners, customers, suppliers and contractors.
The Company aims to be an equal opportunities employer and training provider, to act fairly and to prevent unlawful discrimination in any aspect of employment.
The Company believes in valuing a diverse workforce. It is our policy to provide employment equality to all, irrespective of gender, sexual orientation, race, religion or belief, ethnic or national origins, nationality, disability, gender reassignment, religion or belief, marriage or civil partnership, pregnancy and maternity or age. All job applicants, employees and others who work for us and learners who undertake training with us will be treated fairly and will not be discriminated against on any of the above grounds.
The Company will not discriminate in its employment practices, including hours and place of work, recruitment, training, pay, benefits, promotion, discipline and redundancy.

In summary, the Company is committed to:

 Promoting equality of opportunity for all persons.

 Promoting a working and training environment in which all persons are treated with respect.

 Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation.

 Fulfilling all our legal obligations under the equality and diversity legislation and associated codes of practice.

 Complying with our own Equal Opportunities policy and associated policies.

The Company values all employees, learners, customers, suppliers and contractors as individuals who have their own cultures, opinions and lifestyles. This policy covers all aspects of our work with our employees, learners, customers, suppliers and contractors. With regard to employment, this specifically covers recruitment, selection, employment terms and conditions, training, development and promotion. The Company will monitor these aspects of employment to ensure that no discrimination takes place, including where it is unintentional. The Company will develop and implement policies and procedures which promote equal opportunities and freedom from discrimination within the Company.

Specifically, the Company will:

 Ensure that disabled individuals have access to our employment, training, products and services, are provided with reasonable adjustments and are supported with access to information in a form that they can use.

 Promote equality of race or ethnic origin, challenge racism if it should occur and deal with any racist events quickly.
NSEGTA Limited – Equal Opportunity and Employee Diversity Policy 2 ISSUE 2

 Ensure that an individual’s religion and, where appropriate, any associated daily or weekly observances are accommodated and respected where the Company is able to do so and to respect an employee’s beliefs where expression of those beliefs does not impact on the rights of others.

 Ensure that all employees irrespective of their age are treated with respect and dignity and have equal access to employment, training and opportunities for advancement and promotion.

 Ensure all employees, irrespective of gender, sexual orientation or gender reassignment are treated equally, with equality of access to all employment, training and opportunities for advancement and promotion and pay.

 Ensure that all employees who are pregnant or have recently given birth or are breastfeeding are treated equally, with dignity and respect and that their individual needs are catered for.

 Ensure that those employees who are married or in a civil partnership are treated equally and with dignity and respect.

Employees’ responsibilities

Management, as individuals, are responsible for implementing this Equal Opportunities Policy and for ensuring, through their jobs, that there is equal opportunity for all and that there is no discrimination. As an employee at whatever level in the Company, you are responsible for complying with this Equal Opportunities Policy and are under a duty to assist the Company in every way to meet its equal opportunities obligations. You must treat all employees, learners, customers, suppliers and contractors with dignity and respect and you must not unlawfully discriminate in any activity you undertake at work or on behalf of the Company.

If you discriminate against, bully, harass or victimise any person, whether an employee, learner, customer, supplier or other person, you can be held liable and, in a serious case, you may be found guilty of a criminal offence. The Company’s Disciplinary Procedure will be implemented to investigate if you are accused of any alleged acts of discrimination, bullying, harassment or victimisation.
Learners, suppliers, customers and other individuals

The Company will not tolerate its employees being discriminated against, either directly or indirectly by its, learners, suppliers, customers, or other people who are in anyway associated with the Company. Employees must inform their manager immediately if they consider that this has occurred.

Similarly, the Company will act fairly and will not unlawful discriminate in its dealings with its learners, suppliers, customers and other stakeholders.


You should inform your manager immediately, and/or make a formal grievance under the Company’s Grievance Procedure, if you feel that you have been discriminated against. If your grievance involves bullying, harassment or victimisation you can choose to make a grievance under the Dignity at Work Policy.
The Company will treat your grievance seriously and, where it finds that discrimination, bullying, harassment or victimisation has taken place, attempt to resolve it in accordance with the Grievance Procedure.
If the Company finds that you were not discriminated against, you will not suffer any penalty unless it is considered that your complaint was untrue and claimed maliciously or in bad faith.

Data Protection

To operate and administrate the Equal Opportunities policy, the Company needs to collect and process personal data. This personal data will be processed in accordance with the Company’s Data Protection Policy and Employee Privacy Notice. Where it is necessary for the Company to collect and process information which is called Special Categories of personal data, such personal data will be collected in accordance with the Company’s Data Protection Policy and Employee Privacy Notice related to the processing of special categories of personal data. The Company has a legitimate interest and/or a legal obligation in processing this personal data to ensure that the Equal Opportunities policy is complied with and is correctly managed.

All personal data collected and processed by the Company is held securely and only accessed or disclosed to those individuals who require such information for the purposes for which it was collected. Any inappropriate access or disclosure of personal data is treated as a data breach. You should immediately report any such inappropriate access or disclosure to the person responsible for data protection as shown in, and in accordance with, the Company’s Data Protection Policy. Such a breach will be investigated and dealt with


NSEGTA Limited – Equal Opportunity and Employee Diversity Policy 3 ISSUE 2
under the Company’s Disciplinary Policy and Procedure.

This document is a statement of the relevant law where appropriate together with the Company’s policies on the subject. The Company reserves the right to amend any non-statutory parts of this policy.
This document was current as at 01/01/2020. New Employment legislation and case law means that this document could become out of date and will need reviewing and amending accordingly.