Activfirst is committed to encouraging equality, diversity and inclusion among its workforce, learners and beneficiaries and to eliminating unlawful discrimination.
Our aim is for our workforce and the people we support to be representative of all sections of society, and for each employee, learner and beneficiary to feel respected, valued and able to achieve their full potential.

Purpose of the Policy
The policy’s purpose is to:
•  Provide equality, fairness and respect for all in our employment and service delivery, whether temporary, part-time or full-time.
•  Ensure no unlawful discrimination occurs in line with the Equality Act 2010 protected characteristic; age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, ethnic or national origin), religion or belief, sex and sexual orientation.
•  Oppose and prevent all forms of unlawful discrimination. This includes discrimination relating to pay and benefits, terms and conditions of employment, grievances and disciplinary procedures, dismissal, redundancy, parental leave, flexible working requests and recruitment, promotion, training or development opportunities.

Activfirst Commitments
Activfirst commits to:
•  Encouraging equality, diversity and inclusion in the workplace as good practice and essential to effective service delivery.
•  Creating a working and learning environment free from bullying, harassment, victimisation and unlawful discrimination.
•  Promoting dignity and respect for all, where individual differences and the contribution of employees, learners and beneficiaries are recognised and valued.

This commitment includes providing training to employees about their rights and responsibilities under this policy. Employees are expected to conduct themselves in a way that supports Activfirst in promoting equality of opportunity and preventing bullying, harassment, victimisation and discrimination.

All employees, learners and beneficiaries should understand that they, as well as the organisation, may be held liable for acts of bullying, harassment, victimisation or unlawful discrimination carried out during the course of their employment or engagement with Activfirst, including behaviour towards colleagues, learners, customers, suppliers or members of the public.

Complaints of bullying, harassment, victimisation or unlawful discrimination by employees, learners, customers, suppliers, visitors or members of the public will be taken seriously and addressed promptly.  Such behaviour will be dealt with under Activfirst’s disciplinary procedures, and appropriate action will be taken. Particularly serious cases may constitute gross misconduct and could lead to dismissal without notice.

Sexual harassment may constitute both an employment rights matter and a criminal offence, such as in cases involving sexual assault. Harassment under the Protection from Harassment Act 1997 may also constitute a criminal offence and is not limited to circumstances relating to protected characteristics.

Training and Awareness
Activfirst will provide compulsory Equality and Diversity training for all employees at least every three years. This ensures staff have the knowledge and resources needed to promote equality and diversity within the organisation and when supporting learners and beneficiaries.

Decision-Making
Decisions relating to employees, learners, and beneficiaries will be based on merit, except in limited and lawful circumstances where exemptions or positive action permitted under the Equality Act 2010 apply.

Monitoring and Review
Activfirst will review employment practices and procedures regularly to ensure fairness and compliance with current legislation. Policies will be updated where necessary to reflect changes in the law.

Awareness and understanding of equality and diversity among learners and beneficiaries will be checked through regular reviews.
The organisation will also monitor the composition of its workforce where appropriate, including information such as age, gender, ethnic background, sexual orientation, religion or belief and disability. This monitoring helps ensure equality of opportunity and supports the aims set out in this policy.

The effectiveness of this policy will be reviewed annually, and action will be taken where any issues or inequalities are identified.