Youth educare operates an equal opportunities policy. At Youth Educare (which is referred as YE) we strive to ensure equal treatment and respect to everyone who comes in contact with the institute, whether learner, staff, volunteer or visitor.“The principle of treating all people the fairly according to their needs and not being influenced by a person’s sex, race, religion, etc.” Equal opportunity in education means that every student expressing a will to pursue a given course should be given the same chance to try it. A person’s life destiny is his to decide, and the only guidance programme consisted with this ideals is one that gives everyone the same chance at everything. Equal Opportunity does not of course, mean equal outcome for everybody”- (The Crisis in American Education. The Sudbury Valley School, 1970, P.27, 37).
"The institute is opposed to unlawful or unfavourable discrimination on grounds of:
and shall ensure that students shall be treated fairly and receive equal consideration".
The institute is committed to designing policies and procedures based on the above principles and all related legislations including the Equality Act 2010 which came into force in October 2010, governing the equal opportunities.
This Policy aims to promote a community with multicultural academic and working environment at the institute. The institute will take effective and positive measures to enforce its Equal Opportunities Policy.
To comply with its legal obligations, the institute may collect data to monitor the effectiveness of this policy and to prevent instances of discrimination from occurring.
The institute reserves the right to change the terms of this policy from time to time and to introduce a replacement procedure as may be required.
This policy covers all students, employees, agency workers, volunteers, visitors, directors of the company who must comply with its provisions. Visitors and independent contractors and suppliers on the institute’s premises are also required to comply with the terms of this policy and any instance of discriminatory conduct by any visiting staff, supplier or other contact of the institute will also be subject to its provisions. Any person who believes that any employee has been subject to treatment contrary to this policy should report the matter immediately to them, who will take such action as necessary to prevent any unlawful treatment from continuing.
Aims of the Policy and Underpinning Principles
The aim of this policy is to ensure that in carrying out its activities the Institute will have due regard to:
This policy is guided by the following principles, that:
Equal Opportunities Policy Statement
YOUTH EDUCARE is an equal opportunity employer. It is committed to ensuring equal opportunities, fairness of treatment, dignity, work-life balance and the elimination of all forms of discrimination in the workplace for all staff and job applicants. The employer aims to create a working environment in which all individuals are able to make best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit and experience. Therefore the organisation has adopted this policy as a means of helping to achieve these aims.
It is YOUTH EDUCARE’s stated policy to treat all workers and job applicants equally and fairly irrespective of their sex, marital status, civil partnership status, trans-gender status, sexual orientation, race, colour, nationality, ethnic origin, national origin, culture, religion, age, or disability. The principles of non-discrimination and equality of opportunity also apply to the way in which staffs treat colleagues, visitors, clients, customers, suppliers and former staff members.
Recruitment and selection will be in accordance with objective, job-related criteria and the appointed applicant will be chosen on her/his merits and abilities. BIC will endeavour to ensure that employees responsible for staff recruitment and selection do not discriminate unfairly. All reasonably practicable steps will be taken to ensure that problems relating to access or equipment do not debar disabled applicants from employment.
Human Resources Policies and Procedures
Guidance is given to staff on the implications of the equal opportunities policy and, in particular, to those involved in the management of other staff. The interpretation and application of all conditions of employment are intended to ensure that they are consistent with equal opportunity principles. Policies and procedures are reviewed and updated as necessary to improve, amend or adapt current practices to promote equality of opportunity.
YE is also committed to ensuring that no policy, procedure, provision, rule, requirement, condition or criterion will be imposed on any worker or job applicant without justification if it would be likely to put that person at a disadvantage on any of the above grounds.
Relevant data is collected to monitor the operation of this policy. Personal details provided by employees or applicants for jobs will be kept confidentially and will not be used for any other purpose.
It is recognised that harassment is a form of discrimination. Harassment is defined as any action that is found objectionable and offensive and threatens an employee’s job security or creates an intimidating working environment. Any employee who experiences sexual, racial or any other kind of harassment is encouraged to use the grievance procedure described in above policy.
The Executive Director has overall responsibility for implementing and monitoring the effectiveness of this policy. Departmental Heads are under a special obligation to promote equality of opportunity in their own areas of responsibility. All employees have a duty under the terms of this policy neither to discriminate unfairly against or harass colleagues or job applicants, nor to encourage other members of staff to do so. Unfair discrimination or harassment by an employee will result in disciplinary action, including summary dismissal, where appropriate.
Any applicant who feels that s/he has been unfairly discriminated against during the recruitment process is invited to write to Executive Director with details. Complaints will be fully investigated.
Policy Development and Review
Employees should ensure that:
The Executive Director is responsible for the institute's Equality Policy and related action plans are implemented effectively. Also, that appropriate action is taken against individuals on institute premises who do not act in accordance with the policy.
The director is responsible for overseeing the effective implementation of the following:
In conjunction with
Breach of the Policy
The institute will take seriously any instances of non-adherence to the Equality and Diversity policy by students, staff or visitors. Any instances of non-adherence will be investigated and where appropriate will be considered under the relevant disciplinary policy for staff or students. With regard to any breach of the policy by visitors, the Institute will take appropriate action in relation to the nature of the incident.
The executive director will regularly report to the governing body. This group is responsible for advising the quality control team on equal opportunity issues. The Committee meets regularly to establish policies and strategies, as well as to monitor progress. In order to ensure effective implementation of policy, the Committee focuses upon key areas of development.
The successful implementation of all strands of this policy relies on the mainstreaming of equality and diversity issues within the strategic planning process. For the successful implementation of the policy, YOUTH EDUCARE will do the following activities:
Equal Opportunities awareness training will be made available for all staff such as attending induction training and is fully integrated into our staff development and Induction programmes. In addition, specific workshops, activities and initiatives to raise awareness about equal opportunities will be organised on a regular basis.
Our staff appraisal and related training will seek to ensure that good equal opportunities practice is applied throughout these processes.
It is in the interest of the institute that all our policies and procedures relating to recruitment, selection and promotion will be fairly and consistently applied and reflect good equal opportunities practice.
Our policies will seek to ensure that our staff profile reflects the widest possible representation of the community, as far as is reasonably possible. To facilitate this, we will regularly monitor our staff profile in terms of gender, ethnicity and disability across all levels. If necessary, appropriate strategies will be adopted, in consultation with the governing body, in order to target under-represented groups.
We intend that all staff who participate in recruitment and selection processes are trained to achieve an appropriate level of competence. Staff will also be expected to attend annual refresher courses and development workshops as required.
We continually review our recruitment, selection, promotion and training procedures to ensure that good practice is being applied and in light of relevant legislation.
Applications and admission patterns across the Institute will be monitored. Institute will ensure that all staffs involved in to admission process are given training on implications of an Equality Policy and Procedures.
Admissions officers will be offered training in good equal opportunities practice.
Course organisation and teaching materials will endeavour to take account of the needs of different groups and care shall be taken to ensure that teaching materials are non-discriminatory and positively reflect the diversity of the institute community. Students who leave the Institute will be expected to have developed an awareness of equal opportunities as part of preparation for working in a diverse community.
Staff training is provided, focused on equal opportunities issues and the curriculum to support the above.
Institute provision which supports the needs of particular groups of students and staff is reviewed periodically as stated above. In addition, the Institute will recognise the need for the development of support networks for both students and staff, and will actively encourage such initiatives.
The selection process is of crucial importance in this policy and must be carried out according to objective job-related criteria, which must be subject to regular review. The effectiveness of the policy will be determined to a great extent by this aspect of employment procedure. The institute will endeavour through appropriate training to ensure that employees making selection decisions will not discriminate whether consciously or unconsciously in making these decisions.
Equal opportunities must be integrated into all training concerned with selection skills, staff assessment, counselling, staff development and the management or supervision of staff. The company's policy will form part of the induction training of all staff.
It is in YE's interest to provide equal opportunities for promotion to all employees. Managers must continually assess the promotion potential of all employees and all promotion decisions must be made in accordance with objective selection criteria.
The Institute’s procedures or compliance will review payment requirements from time to time for giving discounts on course fees, which will be based predominantly on performance in Institute examinations where applicable. The Institute keeps under review its provision of student pastoral support and welfare services to ensure that these are equally accessible to all members of the institute community.
The Institute has adopted the Institute code of practice for the recruitment and selection of institute employees in order to ensure equality of opportunity. The Institute maintains a procedures which considers individual pay and grading changes, and determines salary levels for new posts on an ‘equal pay for equal value’ basis.
The Institute will ensure that the interests of all staff and students are represented and that these groups are consulted in the development and maintenance of the equal opportunities policy.
YE is committed to actively opposing all forms of discrimination on the grounds of gender. YOUTH EDUCARE will work to combat sex discrimination. In addition, YE recognise the existence of particular forms of discrimination on the grounds of gender and will oppose these through the means stated below.
YE is strive to become a model of good anti-sexist practice through making its style, structure, service delivery and language accessible and appropriate to all members.
YE is committed to actively opposing racism and all forms of discrimination faced by minority ethnic people. YE recognise the existence of particular forms of discrimination on the grounds of race and will oppose these through the means stated below.
YE is committed to combating discrimination against people on the grounds of their sexuality. YE recognises the particular forms which such discrimination can take and will oppose these through the means stated below.
YE is committed to ensuring that people with disabilities are given equal access to employment, volunteering and service provision. YE will work to be recognised as an organisation which is aware of and sensitive to the interests of people with disabilities in the community. YE acknowledges that some areas of its premises are inaccessible to many people with disabilities and will take positive action to improve this situation.
YE will place a high priority on the physical accessibility and other appropriate facilities and services of venues when organising internal and external meetings. YE is committed to offer practical support to enable employees, volunteers and members who become disabled to continue their involvement with YE.
YE is committed to combating HIV/AIDS related discrimination in all its forms, and acknowledges the particular discrimination faced by people who are HIV antibody positive and people often assumed to be affected by HIV: particularly gay men, intravenous drug users, people with haemophilia and people from Africa.
For the purpose of this policy document, the terms HIV, HIV positive and AIDS have been abbreviated to HIV/AIDS. No-one deemed medically fit will have an offer of work withdrawn on the grounds of their HIV status. Fitness is related to the ability of the individual to undertake the requirements of the post. YE will not require an employee or applicant to be medically screened for HIV/AIDS.
Employees, volunteers and/or members will not be treated in any disadvantageous way on the basis of their actual or assumed HIV status. The needs of employees supporting or caring for partners/relatives with HIV/AIDS will be treated sympathetically and confidentially. YE will maintain absolute confidentiality concerning an employee, job applicant, volunteer or member’s HIV/AIDS status without written consent of the individual with HIV/AIDS.
Employees who believe they have experienced any form of unfair or unlawful discrimination, bullying or harassment should raise their concern through the institution's grievance procedure.
Where such grievances may concern the normal line of supervision or management, individuals may approach the HR department.
Where following an investigation it is deemed that there is a case to answer, matters will be dealt with under the institution's disciplinary procedure.
Examining the effects of policy and programmes of action on a regular and structured basis is a fundamental part of the process of successfully establishing equal opportunities. Personnel data are therefore collected, analysed and interpreted across the group. The objectives of monitoring are to:
a. Staff selection and career progression, grievances, discipline and access to training
b. Student admissions, progress and performance, complaints and discipline.
Monitoring and Review
This policy must be communicated widely and effectively throughout the workforce and to potential employees. It is the responsibility of management at all levels to ensure that such communication takes place and that the policy is adhered to.
An equal opportunities statement will appear in institute advertisements and publicity materials.
In addition, publicity materials relating to the Institute will broadly reflect the diversity of its community and show positive images of all groups and sections.
All students have a responsibility to ensure that they act in accordance with these objectives. Anyone who feels that they are being discriminated against or harassed can use the Institute's Grievance Procedure to raise the issue.
The institute will implement its Equality and Diversity Policy in accordance with current legislation and codes of practice including:
1.Code of Good Practice on the Employment of Disabled People, Employment Service. 1990.
2.Guidance on Equal Opportunities Policies and Practices in Employment.
3.Equal Opportunities Commission. 1986.
4.Implementing an Equal Opportunities Policy, NACVS. 1990.
5.Lesbian & Gay Policy Guidelines for Voluntary Organisations, Lesbian and Gay Employment Rights. 1991.
6.A Measure of Equality. Council for Racial Equality, 1991
7.Equal Pay Act 1970 & (Amendment) Regulations 1983
8.Sex Discrimination Acts 1975 & 1986
9.Race Relations Act 1976 & Race Relations Amendment Act 2001
10.Race Relations Code of Practice 1984
11.Code of Good Practice on the Employment of Disabled People 1990
12.Chronically Sick and Disabled Persons Act 1970 & (Amendment) Act 1976
13.Data Protection Act 1988
14.Working Time Regulations 1998
15.National Minimum Wage Act 1998.
16.EU Anti-Discrimination Directives (which currently include the Race Relations Act 1976 (Amendment) Regulations 2003, Religion and Belief Regulation 2003 and Sexual Orientation Regulation 2003
17.Special Educational Needs and Disability Rights in Education Act 2001
18.Human Rights Act 1998
19.Disability Discrimination Act 1995