Equality Policy

1. Policy Statement

The Apprentice Academy is committed to eliminating discrimination and promoting diversity amongst our workforce. Our aim is that our workforce will be truly representative of all sections of society and each employee, candidate and external consultant feels respected and able to give of their best.

To that end the purpose of this policy is to provide equality and fairness for all in our employment and not to discriminate on because of age, disability, Race, religion or belief, gender reassignment, sex, sexual orientation, marriage & civil partnership, pregnancy & maternity. These form the nine protected characteristics. We oppose all forms of unlawful and unfair discrimination.

All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees, candidates and external consultants will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

The policy will be communicated to external consultants who are involved in the recruitment, training and assessment of candidates. Our commitment:

  • To create and environment in which individual differences and the contributions if all our staff are recognised and valued
  • Every employee, candidate and external consultant is entitled to a working environment that promoted dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated
  • Training, development and progression opportunities are available to all staff
  • Equality in the workplace is good management practice and makes sound business sense
  • We will review all our employment practices and procedures to ensure fairness
  • Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings
  • This policy is fully supported by senior management
  • The policy will be monitored and review annually

2. Current Legislation

The Apprentice Academy complies with current legislation under the following acts:

  • Equality Act 2010
  • Employment Rights Act 1996
  • Human Rights Act 1998
  • Data Protection Act 1998
  • Health and Safety at Work Act 1974
  • Protection from Harassment Act 1997
  • Crime and Disorder Act 1998
  • Equal Pay Act 1970 (revised 1984)

3. Summary of Acts

Equality Act 2010

Legally protects people from discrimination in the workplace and in wider society. This act came in to place 1st October 2010. If you were subjected to unlawful treatment prior to then, the Equality Act won’t apply. Instead, you’ll be covered by the legislation that was in force at the time.

Employment Rights Act 1996

Enables employees who have worked for the same employer for twelve months, whether full or part-time and consider themselves unfairly dismissed to make a claim against the employer

Human Rights Act 1998

The European Convention of Human Rights is now part of UK law and therefore individuals can claim their rights through UK judges in UK courts.

Data Protection Act 1998

Personal data held on employees or candidates, may be accessed by them. They may ask for certain data to be corrected or removed.

Health & Safety at Work Act 1974

Employers have a general duty of care, so far as reasonably practicable to ensure the health, safety and welfare of all employees (including candidates)). Bullying, harassment discrimination and/or victimisation may be hazardous to health and any instances of these occurring require to be resolved.

Protection from Harassment Act 1997

Covers cases of physical or verbal assault, intimidation or stalking

Crime and Disorder Act 1998

Incorporates specific offences of racist violence and harassment

Equal Pay Act 1970 (Revised 1984)

Covers salaries, bonuses, overtime, holiday and sick pay, performance and occupational pensions

4. Recruitment and Selection

  1. Recruitment and selection judgements and decisions will support the policy. Employees and candidates will receive appropriate training to enable them to understand and operate within the principals of the policy.
  2. Promotion will be made on merit
  3. Recruitment and selection materials will be revised to meet the equal opportunities policy
  4. We will not confine our recruitment campaign to areas or sources which provide only, or mainly applicants of a particular group, instead we will identify those groups which are underrepresented, and actively encourage applications from these communities.
  5. We will adopt a consistent, non-discriminatory approach to advertising
  6. All applicants who apply will receive fair treatment and will be considered solely on their ability to do the job
  7. All staff involved in the recruitment process will review their selection criteria regularly to ensure that they are appropriate to the job and training requirements and do not discriminate.
  8. Interview questioning will be related to the job and will not be of a discriminatory nature.
  9. Selection decisions will not be influenced by any perceived prejudices of other staff.

5. Training and Promotion

  1. Senior staff will receive training in the application of this policy to ensure that they are able to support the implementation and provision.
  2. All promotion will be in line with this policy

6. Assessment of Candidates

  1. We will ensure that the assessment of candidates is undertaken without discrimination either directly or indirectly.
  2. We will make a wide range of assessment methods available to candidates including, where appropriate, accreditation of prior learning.
  3. Wherever possible, candidates with particular needs will be identified and we will provide the necessary reasonable adjustments to facilitate assessment.

7. Monitoring

We will maintain and regularly review the employment and training records of all candidates in order to monitor the progress of this policy.

Monitoring may involve:

  • Collection and classification of information regarding the race in terms of ethnic and national origin, the sex and disability of all current employees and candidates
  • Examination of ethnic national origin, the sex and disability of the distribution of employees, candidates and the success rate of applicants
  • Recording recruitment, training and promotional records of all employees and candidates, the decisions reached and the reasons for those decisions


Equal opportunities issues with the company will also be captured through regular candidate progress reviews
Staff, especially those with direct candidate contact are to be vigilant in identifying and reporting any areas of concern with candidates
Staff may raise issues on equal opportunities in the various meetings that are held with the Managing Director.
If appropriate, areas of concern will be processed via the complaints procedure.


All employers should operate an equal opportunities policy in line with our policy. They should comply with its framework of legislation.
Our employers who have candidates within their workplace will be monitored for equal opportunities through a programme of visits and candidate progress reviews.
The company will offer advice to any consultant or employer on equal opportunities legislation and implementation.