Equality Opportunities, Diversity and Inclusion Policy
Penguin Training Ltd is committed to encouraging equality, diversity and inclusion among our team, and
eliminating unlawful discrimination.
Our aim is to be truly representative of all sections of society and our learners, and for each employee to
feel respected and able to give their best.
The organisation - in providing training - is also committed against unlawful discrimination of our learners,
their employers or the public.
The policy’s purpose is to:
• provide equality, fairness, and respect for all, in our employment, whether temporary, part-time or
full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age,
disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race
(including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual
orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and
conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for
parents, requests for flexible working, and selection for employment, promotion, training or other
developmental opportunities
The organisation commits to:
• Encourage equality, diversity, and inclusion in the workplace as they are good practice and
make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful
discrimination, promoting dignity and respect for all, and where individual differences and the
contributions of all staff and learners are recognised and valued.
This commitment includes training managers, and all other employees, about their rights and
responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff
conducting themselves to help the organisation provide equal opportunities in employment,
and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of
bullying, harassment, victimisation and unlawful discrimination, in the course of their
Equal Opportunities, Diversity and inclusion Policy V4 – September 2021 2
employment, against fellow employees, learners, or the learner’s employers.
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by
fellow employees, learners, Learner’s employers, visitors, the public and any others in the
course of the organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or
disciplinary procedures, and appropriate action will be taken. Particularly serious complaints
could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal
matter, such as in sexual assault allegations. In addition, harassment under the Protection from
Harassment Act 1997 – which is not limited to circumstances where harassment relates to a
protected characteristic – is a criminal offence.
• Make opportunities for training, development and progress available to all staff, who will be
helped and encouraged to develop their full potential, so their talents and resources can be
fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited
exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also
update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic
background, sexual orientation, religion or belief, and disability in encouraging equality,
diversity and inclusion, and in meeting the aims and commitments set out in the equality,
diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any
supporting action plan, are working in practice, reviewing them annually, and considering and
taking action to address any issues.
Access to learning and recruitment
We will strive to ensure that learning and recruitment opportunities are available to all. No individual will
be excluded from a learning or recruitment opportunity on the grounds of their age, disability, gender
reassignment, race, religion or belief, sex, childbearing or caring status, sexual orientation or marital or civil
partnership status. We will record and monitor individual participation/application and
withdrawal/rejection of learning/recruitment opportunities to ensure equality of opportunity and fair
representation. In addition: -
For Learners:
We will support all learners as far as reasonably possible (but subject to funding and health and safety
requirements) to pursue the learning programme of their choice and make all reasonable efforts to ensure
Equal Opportunities, Diversity and inclusion Policy V4 – September 2021 3
physical access to the learning/workplace environment. In circumstances where this is not possible, we will
identify alternative options/provision.
For Employees:
Wherever possible, all recruitment opportunities will be advertised simultaneously internally and externally
and will include an appropriate short statement on equality of opportunity. Selection criteria (role profile)
will be kept under constant review to ensure that they are justifiable and non-discriminatory.
Wherever practicable, more than one person will be involved in the short listing and interviewing process.
All applicants and current employees invited to participate in a selection process will be asked if any
assistance / adjustment is required to enable them to fully participate, including with completion of the
application support for people whose English is a second language.
All employees who are involved in the recruitment, selection or promotion process will receive training and
support in non-discriminatory recruitment and selection techniques as part of the company development
programme.
We will provide access to appropriate training and development to allow employees to carry out their
roles. Each training and development need will be treated on its individual merits and in accordance with
the needs of the business.
For Employers:
We will provide services only to managers who support our commitment to equality and diversity and
comply with related requirements. We expect employers to ensure fair access to on and off the job
learning programmes and workplace opportunities and to strive to monitor staff participation and
performance.
The equality, diversity and inclusion policy is fully supported by senior management.
Details of the organisation’s grievance and disciplinary policies and procedures can be found on the
company website and in the company secure storage. This includes with whom an employee should raise a
grievance.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to
make a claim to an employment tribunal within three months of the alleged discrimination.
Induction and equality training
All individuals will receive an induction into their learning/employment and working environment. We will
make everyone aware of our commitment to equality and diversity, arrangements in place to ensure all
people are treated fairly and equally, standards of behaviour and how to make us aware of any
dissatisfaction or concern. In addition:
For Learners:
During learning, we will remind learners of arrangements in place to ensure equality of opportunity and to
promote diversity, give regular opportunity to disclose any disability or learning difficulty or adjust
Equal Opportunities, Diversity and inclusion Policy V4 – September 2021 4
additional support provisions and support them to develop their awareness of equality, diversity and
inclusivity.
For Employees:
All new employees are required to complete mandatory equality and diversity e-learning modules. All staff
will be required to refresh their knowledge by completing the e-learning modules annually and familiarising
themselves with any supportive equality guidance. An additional e-learning module will need to be
completed by employees with people management responsibilities.
For Employers:
We expect employers to provide staff induction, training and information on equality and diversity
arrangements in place within their organisation and what to do should a staff member wishes to make a
complaint.
Monitoring of learner participation, performance and satisfaction
All individuals will be asked to provide personal information on starting learning or working on their age,
gender, ethnicity, disability and learning difficulty. This information is used for monitoring purposes only
and will remain confidential to our organisation and (where relevant) funding agencies. If individuals so
wish, they may decline to provide this information. We will undertake regular analysis of learner and
employee group data to ensure any notable variation is addressed and any participation and/or
performance gaps are reduced. All individuals will be encouraged to give their feedback on their experience
of learning or working with our organisation and these will be analysed to assess levels of satisfaction and
to identify any improvements. In addition:
For Learners:
Where appropriate, we will set Company Equality and Diversity Impact Measures (EDIMs)
For Employees:
We will encourage employee promotion but this will only take place as a result of objective assessment
based on the specific abilities, skills and knowledge required for the post. We will exercise equal access to
promotion and opportunities will be advertised on the basis that they are accessible to all employees
including those that work full time, part time, from home (if applicable) and those that are office based. -
There may be situations where some specialist posts are only suitable for people with particular skills but
consideration must still be given to all employees and a fair selection process adopted as some employees
may have skills of which the company are unaware but to minimise this we will maintain a skills
competency matrix and CPD logs
For Employers:
We will encourage employers to measure the participation, performance and satisfaction of their staff and
support us in developmental work to promote and address underrepresentation.
eliminating unlawful discrimination.
Our aim is to be truly representative of all sections of society and our learners, and for each employee to
feel respected and able to give their best.
The organisation - in providing training - is also committed against unlawful discrimination of our learners,
their employers or the public.
The policy’s purpose is to:
• provide equality, fairness, and respect for all, in our employment, whether temporary, part-time or
full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age,
disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race
(including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual
orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and
conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for
parents, requests for flexible working, and selection for employment, promotion, training or other
developmental opportunities
The organisation commits to:
• Encourage equality, diversity, and inclusion in the workplace as they are good practice and
make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful
discrimination, promoting dignity and respect for all, and where individual differences and the
contributions of all staff and learners are recognised and valued.
This commitment includes training managers, and all other employees, about their rights and
responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff
conducting themselves to help the organisation provide equal opportunities in employment,
and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of
bullying, harassment, victimisation and unlawful discrimination, in the course of their
Equal Opportunities, Diversity and inclusion Policy V4 – September 2021 2
employment, against fellow employees, learners, or the learner’s employers.
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by
fellow employees, learners, Learner’s employers, visitors, the public and any others in the
course of the organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or
disciplinary procedures, and appropriate action will be taken. Particularly serious complaints
could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal
matter, such as in sexual assault allegations. In addition, harassment under the Protection from
Harassment Act 1997 – which is not limited to circumstances where harassment relates to a
protected characteristic – is a criminal offence.
• Make opportunities for training, development and progress available to all staff, who will be
helped and encouraged to develop their full potential, so their talents and resources can be
fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited
exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also
update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic
background, sexual orientation, religion or belief, and disability in encouraging equality,
diversity and inclusion, and in meeting the aims and commitments set out in the equality,
diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any
supporting action plan, are working in practice, reviewing them annually, and considering and
taking action to address any issues.
Access to learning and recruitment
We will strive to ensure that learning and recruitment opportunities are available to all. No individual will
be excluded from a learning or recruitment opportunity on the grounds of their age, disability, gender
reassignment, race, religion or belief, sex, childbearing or caring status, sexual orientation or marital or civil
partnership status. We will record and monitor individual participation/application and
withdrawal/rejection of learning/recruitment opportunities to ensure equality of opportunity and fair
representation. In addition: -
For Learners:
We will support all learners as far as reasonably possible (but subject to funding and health and safety
requirements) to pursue the learning programme of their choice and make all reasonable efforts to ensure
Equal Opportunities, Diversity and inclusion Policy V4 – September 2021 3
physical access to the learning/workplace environment. In circumstances where this is not possible, we will
identify alternative options/provision.
For Employees:
Wherever possible, all recruitment opportunities will be advertised simultaneously internally and externally
and will include an appropriate short statement on equality of opportunity. Selection criteria (role profile)
will be kept under constant review to ensure that they are justifiable and non-discriminatory.
Wherever practicable, more than one person will be involved in the short listing and interviewing process.
All applicants and current employees invited to participate in a selection process will be asked if any
assistance / adjustment is required to enable them to fully participate, including with completion of the
application support for people whose English is a second language.
All employees who are involved in the recruitment, selection or promotion process will receive training and
support in non-discriminatory recruitment and selection techniques as part of the company development
programme.
We will provide access to appropriate training and development to allow employees to carry out their
roles. Each training and development need will be treated on its individual merits and in accordance with
the needs of the business.
For Employers:
We will provide services only to managers who support our commitment to equality and diversity and
comply with related requirements. We expect employers to ensure fair access to on and off the job
learning programmes and workplace opportunities and to strive to monitor staff participation and
performance.
The equality, diversity and inclusion policy is fully supported by senior management.
Details of the organisation’s grievance and disciplinary policies and procedures can be found on the
company website and in the company secure storage. This includes with whom an employee should raise a
grievance.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to
make a claim to an employment tribunal within three months of the alleged discrimination.
Induction and equality training
All individuals will receive an induction into their learning/employment and working environment. We will
make everyone aware of our commitment to equality and diversity, arrangements in place to ensure all
people are treated fairly and equally, standards of behaviour and how to make us aware of any
dissatisfaction or concern. In addition:
For Learners:
During learning, we will remind learners of arrangements in place to ensure equality of opportunity and to
promote diversity, give regular opportunity to disclose any disability or learning difficulty or adjust
Equal Opportunities, Diversity and inclusion Policy V4 – September 2021 4
additional support provisions and support them to develop their awareness of equality, diversity and
inclusivity.
For Employees:
All new employees are required to complete mandatory equality and diversity e-learning modules. All staff
will be required to refresh their knowledge by completing the e-learning modules annually and familiarising
themselves with any supportive equality guidance. An additional e-learning module will need to be
completed by employees with people management responsibilities.
For Employers:
We expect employers to provide staff induction, training and information on equality and diversity
arrangements in place within their organisation and what to do should a staff member wishes to make a
complaint.
Monitoring of learner participation, performance and satisfaction
All individuals will be asked to provide personal information on starting learning or working on their age,
gender, ethnicity, disability and learning difficulty. This information is used for monitoring purposes only
and will remain confidential to our organisation and (where relevant) funding agencies. If individuals so
wish, they may decline to provide this information. We will undertake regular analysis of learner and
employee group data to ensure any notable variation is addressed and any participation and/or
performance gaps are reduced. All individuals will be encouraged to give their feedback on their experience
of learning or working with our organisation and these will be analysed to assess levels of satisfaction and
to identify any improvements. In addition:
For Learners:
Where appropriate, we will set Company Equality and Diversity Impact Measures (EDIMs)
For Employees:
We will encourage employee promotion but this will only take place as a result of objective assessment
based on the specific abilities, skills and knowledge required for the post. We will exercise equal access to
promotion and opportunities will be advertised on the basis that they are accessible to all employees
including those that work full time, part time, from home (if applicable) and those that are office based. -
There may be situations where some specialist posts are only suitable for people with particular skills but
consideration must still be given to all employees and a fair selection process adopted as some employees
may have skills of which the company are unaware but to minimise this we will maintain a skills
competency matrix and CPD logs
For Employers:
We will encourage employers to measure the participation, performance and satisfaction of their staff and
support us in developmental work to promote and address underrepresentation.
