Equal Opportunities and Diversity Policy

Equal Opportunities and Diversity Policy

Introduction

The CatchUp Academy, as part of the Tempest Resourcing Group, embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets.

The CatchUp Academy is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination.

The CatchUp Academy will treat everyone equally and will not discriminate on the grounds of an individual's "protected characteristic" under the Equality Act 2010 (the Act), namely age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

We will not discriminate on the grounds of an individual's membership or non-membership of a Trade Union.

All staff have an obligation to respect and comply with this policy. The CatchUp Academy is committed to providing training for its entire staff in equal opportunities and diversity.

The CatchUp Academy will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.

The CatchUp Academy will not discriminate unlawfully when deciding which candidate or temporary worker is submitted for a vacancy, tuition placement or assignment, or in any terms of employment or terms of engagement for temporary workers.

The CatchUp Academy will ensure that each candidate is assessed in accordance with the candidate's merits, qualifications and ability to perform the relevant duties for the role.

‍

Discrimination

Under the Equality Act 2010, unlawful discrimination occurs in the following circumstances:

Direct Discrimination

Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others who do not have that protected characteristic:

• In the terms on which The CatchUp Academy offers to provide any of its services;
• By refusing or deliberately omitting to provide any of its services;
• In the way it provides any of its services.

Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed they have the protected characteristic or are associated with someone who has the protected characteristic.

Direct discrimination would also occur if The CatchUp Academy accepted and acted upon instructions from a client which stated that certain persons were unacceptable due to a protected characteristic unless an exception applies.

The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a role. These provisions are referred to as occupational requirements.

Where there is an occupational requirement, the client must show that applying the requirement is a proportionate means of achieving a legitimate aim. The client must be able to objectively justify applying the requirement.

An occupational requirement does not allow a client to engage someone on less favourable terms or subject a person to any other detriment. Neither does it provide an excuse for harassment or victimisation of someone who does not have the occupational requirement.

‍

Indirect Discrimination

Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied which results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not share the protected characteristic.

If the PCP can be objectively justified, it will not amount to discrimination.

Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from a client.

If a vacancy requires characteristics which amount to an occupational requirement, or if the instruction is discriminatory but objectively justified, The CatchUp Academy will not proceed unless the client provides written confirmation of the occupational requirement, exception or justification.

The CatchUp Academy will use its best endeavours to comply with the Equality Act 2010 and will not accept instructions from clients that would result in unlawful discrimination.

‍

Harassment

Under the Equality Act 2010, harassment is defined as unwanted conduct related to a protected characteristic which has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

This includes unwanted conduct of a sexual nature.

The CatchUp Academy is committed to providing a work environment free from unlawful harassment and will ensure that consultants do not harass any individual.

Examples of prohibited harassment include:

• Verbal or written conduct containing derogatory jokes or comments;
• Slurs or unwanted sexual advances;
• Visual conduct such as derogatory or sexually orientated posters;
• Photographs, cartoons, drawings or gestures which may cause offence;
• Physical conduct such as assault, unwanted touching, or interference because of sex, race or any other protected characteristic;
• Threats and demands to submit to sexual requests as a condition of employment or engagement;
• Offers of employment benefits in return for sexual favours;
• Retaliation for having reported or threatened to report harassment.

If an individual believes that they have been unlawfully harassed, they should make an immediate report to Chloe Smith followed by a written complaint as soon as possible after the incident.

The complaint should include:

• Details of the incident;
• Name(s) of the individual(s) involved;
• Name(s) of any witness(es).

The CatchUp Academy will undertake a thorough investigation of all allegations. If harassment is found to have occurred, appropriate remedial action will be taken.

All employees and workers are expected to comply with this policy. Any breach may result in disciplinary action, up to and including termination of employment or engagement.

‍

Victimisation

Under the Equality Act 2010, victimisation occurs when an individual is treated unfavourably because they have carried out a protected act, such as:

• Bringing a claim for unlawful discrimination;
• Raising a grievance about discrimination;
• Giving evidence in relation to a discrimination complaint.

The CatchUp Academy will ensure that consultants do not victimise any individual.

‍

Disabled Persons

Discrimination occurs when a disabled person is treated unfavourably because of their disability.

There may be a requirement to make reasonable adjustments during recruitment and selection processes.

Examples include:

• Modifying testing and assessment procedures;
• Meeting candidates at more accessible premises;
• Offering flexibility in interview arrangements;
• Modifying application procedures and forms;
• Providing readers, interpreters or other support where required.

The CatchUp Academy will make every practical effort to provide reasonable adjustments for disabled employees, workers and candidates.

The CatchUp Academy will not discriminate against a disabled person:

• In recruitment and selection arrangements;
• In determining who should be offered employment or engagement;
• In the terms of employment or engagement;
• By refusing employment or engagement because of disability;
• In access to benefits or opportunities;
• By subjecting the individual to any detriment, including refusal of training, demotion, reduction in pay or harassment.

The CatchUp Academy is committed to making career opportunities available to all people with disabilities and will make every practical effort to meet the needs of employees, workers, candidates and clients.

‍

Age Discrimination

Under the Equality Act 2010, it is unlawful to directly or indirectly discriminate against, harass or victimise a person because of age.

Protection applies to people of all ages.

The CatchUp Academy will not discriminate directly or indirectly, harass or victimise any person because of age.

We will encourage clients not to include age criteria in job specifications and will promote recruitment based on competence, skills and experience rather than age.

The CatchUp Academy is committed to recruiting and retaining employees whose skills, experience and attitude are suitable for the requirements of each role, regardless of age.

No age requirements will be stated in job advertisements on behalf of the company.

Any age information requested will be used only for administrative, legal and equal opportunities monitoring purposes.

Where a client requests age or date of birth, this must be supported by an occupational requirement or objective justification, confirmed in writing.

‍

Part-Time Workers

This policy also covers employees and workers who work on a part-time basis.

The CatchUp Academy recognises that part-time employees should be treated on the same terms as full-time employees, on a pro-rata basis where appropriate, in relation to:

• Rates of pay;
• Holiday entitlement;
• Maternity leave;
• Parental leave;
• Domestic incident leave;
• Pension scheme access.

Part-time employees must also receive equal treatment in relation to training and redundancy situations.

‍

Gender Reassignment

The CatchUp Academy recognises that any employee or worker may wish to change their gender during the course of their employment.

We will support any employee or worker through the reassignment process and will make every effort to protect them from discrimination or harassment.

Where appropriate and requested, every effort will be made to reassign an employee or worker to an alternative role.

Any employee or worker suffering discrimination on the grounds of gender reassignment may use the Company's grievance procedure.

‍

Recruitment of Ex-Offenders

Where The CatchUp Academy is registered with the Disclosure and Barring Service (DBS) and is entitled to apply for criminal record checks because individuals may work with children, young people or vulnerable adults, we will comply fully with the DBS Code of Practice.

This includes maintaining and applying a fair policy on the recruitment of ex-offenders.

‍

Complaints and Monitoring Procedures

The CatchUp Academy has procedures in place for monitoring compliance with this policy and for dealing with complaints of discrimination.

These procedures are available from Chloe Smith and will be made available immediately upon request.

Any complaint of discrimination, harassment or victimisation will be investigated fully and appropriate action taken where necessary.

‍