We, the College of Media and Publishing (CMP) regard each person as unique. We believe in their potential.
We will treat all staff members, freelancers (including tutors), partners, learners and enquirers with courtesy, dignity, and respect, and will not discriminate against them because of their:
• Gender reassignment.
• Religion or belief.
• Sexual orientation.
• Marriage & civil partnership.
• Pregnancy & maternity.
We only reject a learner’s enrolment if:
- In our judgment, a course is not suitable for them.
- In our judgment, they are not suited to online learning.
- They do not accept our Learning Agreement.
- They cannot afford the fee, although we try to help them if we can.
Learners with particular needs
We recognise that disabilities take many forms, both hidden and visible, and welcome the definition of disability as set out in the Equality Act 2010 (EA).
We are committed to identifying the disadvantages that disability causes and removing any consequent barriers to learning.
We are therefore committed to enabling all learners, staff members and tutors to access as fully as possible all educational and employment opportunities that we provide. We continually focus on our duty to provide inclusive learning and equality of opportunity for all.
All of our learners are expected to provide the equipment they need to undertake any of our courses. The equipment learners will need is listed on the CMP website. This includes screen readers and any other specialist equipment they may require.
We will ensure that all our learning materials comply with the EA, and we will comply with any reasonable request to provide alternative materials, or alternative assignments, for learners with particular needs, on condition that they provide valid evidence. Our Particular needs policy covers the alternative arrangements we can offer.
This statement outlines the general responsibilities and requirements that we, the College of Media and Publishing (CMP), expect from staff members, freelancers (including tutors), partners and learners in their day-to-day activities.
It is the responsibility of each staff member, freelancer, tutor, and partner to ensure that this Equality and diversity policy is fully observed and that there is no discrimination against learners. Behaviour that is not in accordance with policy is unacceptable and may result in disciplinary action being taken.
We are committed to equality and diversity for all, both as an employer and a training provider.
We expect that all those connected with us will fully comply with this policy. In accordance with the Equality Act 2010, we encompass all strands of equality and diversity legislation (age, disability, race and ethnicity, gender and sex, religion, belief and non-belief and sexual orientation).
In this policy, we demonstrate a commitment to valuing the diversity of all existing and potential staff members, tutors, freelancers and learners.
CMP is an equal opportunity employer. No staff member, freelancer, or tutor will be discriminated against on grounds of colour, race, nationality or ethnic origin, or on grounds of gender, sexual orientation, marital status, religion, political views, disability or age.
We aim to ensure that no job applicant, staff member, freelancer or tutor receives less favourable treatment or is discriminated against in any circumstances and that they are recruited, trained, transferred and promoted on the basis of the individual’s aptitudes and the requirement of the job.
Our policy is to provide and maintain equal opportunity within our working environment including access to resources and working practices for all our staff members, tutors and learners to enable them to achieve their goals and to provide such information, advice and guidance as they need for this purpose.
To ensure that all staff members and tutors, irrespective of position within CMP, understand CMP’s commitment to equality, copies of this policy are displayed on our website and Online Learning Area and summarised within our Enrolment pack and Tutor manual.
We support the concept of consultation with our staff members on equality of opportunity matters.
Our practices and guidelines relating to equal opportunities must be strictly adhered to by all staff members, freelancers and tutors. Discrimination, abuse or failure to observe these guidelines may result in disciplinary action being taken, up to and including summary dismissal (without notice) in serious cases.
If you believe that you have not been treated equally, you should raise the matter through our Complaints procedure (also see the Enrolment pack or the Tutor manual).
- Any person who has a disability, physical or mental (hidden) will be given opportunity equal to all others and based on merit and suitability for positions and courses.
- As training providers, we are committed to being proactive in encouraging staff members, freelancers, tutors, learners and all others connected to us to embrace the diversity of individuals.
- Learners, tutors and staff members will be supported to make sure they understand their duty to cooperate and comply with any measures set out to improve or sustain equality and diversity within CMP.
- Learners, staff members, freelancers, tutors and others are asked to report any incident in order that it may be addressed. These will be investigated thoroughly on the basis of natural justice, ie, that someone is innocent until proven guilty. Any allegation is no more than an allegation until it is proven.
- All staff members and tutors are asked to carry out their duties in a professional and proper manner considering the requirements of legislation and commitment to compliance.
Breach of policy
Disciplinary action will be taken against any staff member, freelancer, tutor or learner who is found to have committed a proven act of discrimination or harassment. Serious breaches of policy will be taken as gross misconduct.
Harassment, bullying, victimisation
Harassment is unsolicited and unwelcome workplace behaviour that adversely affects the dignity of the recipient. Where such behaviour is motivated by gender, sexual orientation, marital status, race, colour, national or ethnic origin, nationality, age or disability it also amounts to infringement of equal employment opportunity.
Bullying is persistent, offensive, malicious, intimidating or humiliating behaviour, often associated with the misuse of power or position, which aims to undermine the confidence or self-esteem of the recipient.
Victimisation as a result of giving information about any act by any person that contravenes this Equality and diversity policy, or for any other reason will not be tolerated. No person, staff member, freelancer, tutor, or learner will be victimised for their religion, religious or philosophical beliefs, or sexual orientation.
We are committed to ensuring that no harassment or victimisation at work, whatever the motivation, is overlooked or condoned. Such behaviour can range from extreme forms such as violence or bullying to less obvious actions like practical jokes and ridiculing colleagues or subordinates.
Conduct becomes harassment if it persists after the recipient has made clear that it is regarded as offensive, although a single offensive act can amount to harassment if it is so serious as to be obviously offensive towards the recipient.
If you believe you are the subject of any of these, you should make a formal complaint. (The aim throughout is to resolve the complaints sensitively, impartially, effectively and quickly.) Depending on the seriousness of the allegation, the alleged harasser (whether a staff member, freelancer, tutor or learner) may be suspended from work or learning while the matter is being investigated under our disciplinary procedures.
All staff members and tutors must discourage sexual or racial harassment and seek to prevent it from taking place. In particular, they should:
- Take prompt action to stop any form of harassment as soon as it is identified.
- Ensure that potentially offensive material is not displayed or circulated in the offices, website, Online Learning Area, social media or via email.
- Make it clear that this kind of behaviour is not acceptable and where appropriate will be treated as a disciplinary matter.
Any information disclosed that is considered personal or sensitive, including disability, will be on the understanding that it is done so in confidence and will only be shared with relevant personnel by prior written agreement and not shared without explicit consent being given by the individual.
Where written permission is given by individuals to pass on information, the whole organisation shall be considered to know. It will be the responsibility of the informed person to pass information to the appropriate individuals and make all appropriate arrangements to facilitate the needs of the staff member, tutor, or learner without cause to embarrassment or disadvantage.
We will conduct thorough induction for staff members and tutors to ensure they understand the importance of maintaining confidentiality and how to maintain it.
In order to protect staff and learners alike, we will ensure that each person has redress against harassment and bullying at work or during any part of learning.
We will ensure that any staff member, tutor or learner who feels that he or she has been treated unfairly or subjected to direct or indirect unfair discrimination can raise the matter through our Complaints procedure (also see the Enrolment pack or the Tutor manual) when every effort will be made to secure a satisfactory resolution. Any staff member, freelancer, tutor, or learner making a complaint of unfair discrimination will be protected from victimisation in any form. However, the rules of natural justice will apply at every stage.
- Learners must use the guidelines and procedures issued to them as part of their induction, in particular, the Learning agreement and the Enrolment pack.
- A record of all complaints made by learners will be held in confidence on their learner file.
- Staff members, freelancers and tutors must use the line management structure that is in place.
- A record of all complaints made by staff members, freelancers and tutors will be held by the Operations Director in accordance with procedures and in compliance of all legislation.
- The reasons for all proven complaints will be reviewed, and action will be taken where appropriate in an endeavour to prevent a reoccurrence.
Right to advice, counselling & mediation
We support everyone’s right to advice and to legal protection. We aim to address complaints internally through our own policies and procedures. If this is not possible, we will endeavour to source independent advice, counselling or mediation for the individual to pursue, if they so wish.
Regular monitoring of our recruitment together with all other equality and diversity policies and processes for staff members, freelancers, tutors, and learners will take place to ensure that we pursue an effective policy of equality of opportunity.
Information computer technology
We will not require anyone to put down any detail on their application about which they are uncomfortable.
Anyone whose personal data is stored by us will have the right of access to it. We are fully in agreement with and support the regulations in the UK GDPR. See our Privacy and data protection policy.
Recruitment and selection
Recruitment will be on the sole basis of the applicant’s abilities. Applicants are “invisible” to us, in that we will not know their race, background, sexual orientation or other circumstances unless they tell us. A disability (physical or mental) will not of itself justify the non-recruitment of an applicant. We will take into account previous qualifications, achievements and experience for the purposes of recruitment and accreditation of prior learning for all staff members, freelancers and tutors.
Reasonable adjustments to the application procedures will be made as required to ensure that applicants are not disadvantaged because of disability. For example, where written documentation is used, alternative arrangements will be made for visually impaired applicants.
Before an applicant is judged because of a reason related to their disability to have failed to meet the requirements of their job description and personal specification or to have been less suitable than other applicants, full consideration will be given as to whether a reasonable adjustment can be made which will counteract this disadvantage.
Consequently, in addition to following CMP’s initial selection procedure the following general guidelines will be followed to ensure equal opportunities for all. CMP will:
- Make it clear that applications both for jobs and government-funded training programmes are welcome from all people.
- Choose photos or illustrations for recruitment literature that reflect the diversity of our society.
- Eliminate the use of racist or sexist language.
- Not prejudge people’s abilities because of their race, sex or disability.
- Plan interviews carefully to ensure any questions asked relate directly to the position applied for in order to make decisions based on knowledge, abilities, experience and merit.
- Wherever possible ask the same questions, in the same words, of everyone being interviewed.
- Keep full and accurate records of interviews and reasons for selection or non-selection.
- Be aware of the dangers of stereotyping on the grounds of age, disability, sex, sexual orientation, race, religion or belief, marriage or civil partnership, pregnancy or maternity when considering individual abilities.
When a disabled staff member, freelancer, tutor or learner commences their employment or programme it will be the responsibility of the managers, directors and staff members in consultation with the disabled person to ensure that such reasonable adjustments are made as are required to enable him or her to work or study safely and effectively and to secure equal access to the benefits of employment or their programme.
Where managers or staff members do not have the relevant expertise to resolve a problem they will consult with the directors and, where required, an outside specialist may be consulted.
Learners are made aware, in the Enrolment pack, that this policy relates also to their own behaviour towards others, and that they must not harass, abuse or intimidate fellow learners, tutors or staff members on account of their age, disability, sex, sexual orientation, race, religion or belief, marriage or civil partnership, pregnancy or maternity.
Should a learner approach a tutor regarding a complaint, the tutor should ask the learner to contact the college via the OLA.
Tutors and freelancers must make their own arrangements if they have a disability that affects their work.
Training and career development
We will train, develop and promote on the basis of merit and ability and encourage staff members and staff applicants from all backgrounds. In particular, each element of the promotion procedure and all necessary training will be made accessible to staff members by such adjustments as are reasonable.
Where during the course of their employment or programme a disabled staff member recognises their need for a reasonable adjustment to be made to employment or training arrangements or premises, he or she should discuss this requirement with his or her manager. The manager, in consultation with the directors, will then determine the appropriate action.
Every effort will be made to try to provide internal organisational support. Where it is identified and agreed that additional support is needed for a staff member, we will make every effort to try to provide internal organisational support. In cases where this cannot be achieved, access to other agencies or organisations will be sought so that a continuous pathway of help and advice is identified for that individual.
Where it is identified and agreed that this ability or skill is in need of refreshment at a later time, re-assessment can take place and, if necessary, support organised.
Rehabilitation of offenders
We will not discriminate against anyone who has a spent conviction under the Rehabilitation of Offenders Act 1974.
Disabled staff members will have equal access to all benefits and facilities and reasonable adjustments will be made where necessary. The responsibility for implementation of the policy will lie with the managers in consultation with the directors.
As part of our commitment to equal opportunities for disabled people, we will ensure that all reasonable measures are taken to retain disabled staff members or learners in their employment or programme.
It will be the responsibility of the directors to identify when there is an issue of retention for an individual staff member or learner, for example where the dismissal of a disabled person is being considered on the grounds of sickness or incapacity.
We will make such adjustments as are reasonable to enable a disabled staff member or learner to carry out his or her duties or study programme. This will include but is not limited to consideration of the provision of specialist equipment, job re-design, re-training, flexible hours, remote working or redeployment for staff members, or the provision of alternative course material for learners.
If, as a result of their disability, a staff member is absent from work for a period of four weeks, a phased return to work should be arranged in consultation with the directors.
During this period a staff member may request vocational, medical or functional assessment.
If redeployment is necessary, the staff member will be viewed as a priority within the redeployment procedure.
The prime responsibility for arranging the appropriate adjustment will lie with the directors. However, in many cases, a team approach by the managers and directors will be appropriate.
The person with responsibility for arranging adjustments will at all times consult with the staff member concerned whose agreement will be sought. The expertise of the disabled staff member concerning their own disability will be recognised.
Where the person with initial responsibility does not have the relevant expertise to resolve the problem, they will consult with the directors. Where required, an outside specialist may be consulted with prior authorisation from the directors.
Once an adjustment has been made, this operation may need to be reviewed at agreed intervals to assess its continuing effectiveness.
Action plan – removal of barriers
We recognise the importance of taking proactive measures to remove barriers to disabled people from the working environment.
An action plan will be drawn up in consultation with the staff member, indicating which actions will be taken over a certain period of time and who has responsibility for various aspects of the plan and how it will be monitored.
The plan will address physical access to the premises, access to benefits of employment, terms and conditions of employment, recruitment and arrangements for recruitment, performance assessment, promotion and retention.
It is important that you let us know if you have any particular day-to-day care or medical needs so that we can try to make suitable arrangements for you. You can tell your line manager confidentially in person or by writing what you need.
We treat all medical disclosures including the carrying of prescribed drugs confidentially and will only share this information with other medical or paramedical personnel if necessary and with your signed agreement. We will ask for details of someone we can contact on your behalf in the event of you being taken ill. If we know your previous medical condition the right treatment can be given to you as soon as possible.
Men and women are legally entitled to be paid equally without any bias on the grounds of gender. All reasonable steps will be taken to ensure that male and female staff members receive equal pay for the same work and for work rated as equivalent and for work of equal value.
Discrimination or harassment (whether direct or indirect) on grounds of age, by employers, is prohibited in the areas of recruitment, promotion and training.
We are committed to equal opportunities for staff members, freelancers, tutors or learners regardless of whether or not they have a disability. Any individual who believes that he or she has been unfairly discriminated against for reasons related to their disability can use our Complaints procedure (also see the Enrolment pack or Tutor manual).
Race & ethnicity
We are committed to racial equality for all learners and staff members. We aim to ensure that the environment is supportive, where all individuals are treated with courtesy and respect and their contribution to the learning process is valued. We aim to create and maintain the conditions whereby learners, staff members, freelancers and tutors are treated solely on the basis of their merits, abilities and potential, regardless of ethnic or national origin.
Gender & sex
We will give due weight to the need to promote gender equality. The duty requires us to identify and tackle discrimination, to prevent harassment, and to ensure that we promote equality of opportunity between men and women.
The duty requires us to take action on the most important gender equality issues within our functions. Under the duty, we also have an obligation to eliminate discrimination and harassment towards current and potential transgender staff members, freelancers, tutors, and learners.
- Ensure that all of a transgender staff member or tutor’s rights are met, as are every employee’s rights, under the Sex Discrimination Act 1975.
- Ensure that transgender staff members and tutors have equal access to all forms of training and staff development.
- Ensure that there is no discrimination on the grounds of gender identity in relation to the dismissal of staff members. In particular, should a redundancy situation occur, we will ensure that gender identity or gender reassignment are not factors in the selection of those to be made
The Gender Trust is recognised as an authoritative centre for professional people who encounter gender-identity-related issues in the course of their work. This group includes employers, human resources officers, health workers and information services.
Sexual harassment at work
Sexual harassment is a particular form of harassment. It is conduct at work directed towards employees by other employees or a group of employees which is of a sexual nature, or which is based on a person’s sex, and which is regarded as unwelcome or offensive to the recipient.
The following examples illustrate the sort of conduct that may be treated as sexual harassment:
- Unwanted physical contact or conduct which is intimidating or physically or verbally abusive. Harassment can also be non-verbal, for example, staring or gestures.
- Suggestions that sexual favours may further a person’s career or that refusal may hinder it.
- Sexual advances, propositions, suggestions or pressure for sexual activity at or outside work.
- Derogatory or demeaning remarks based on gender, or the display of sexually explicit material in the workplace.
Sexual harassment is a denial of equal employment opportunity and has the effect of insulting and demeaning the employee who is harassed.
It is our aim to create an inclusive community where people are enabled to meet their full potential and are treated as individuals. This includes recognising and supporting a person’s self-identity.
This is an important aspect of our overall commitment to providing equal opportunities in employment and to ensure that no current or prospective staff members or tutors are subject to discrimination or victimisation as a result of their sexual orientation.
Religion, belief & non-belief
Through the implementation of the relevant policies and procedures, we seek to ensure that:
- Recruitment and selection are based entirely on relevant criteria, which do not include religious belief or non-belief (except in the case of a genuine occupational requirement).
- Members of any religion, or none, are treated with equal dignity and fairness.
- Under-represented groups in society are encouraged to apply for jobs.
- Where possible, appropriate services are provided to meet the cultural and religious needs of all staff members.
The right to freedom of thought, conscience and religion is absolute, but the right to manifest beliefs is qualified by the need to protect the rights and freedoms of others, bearing in mind each individual’s right to freedom of expression.
CMP’s Complaints procedure is to be used by staff members, tutors, freelancers and learners for all types of complaint.
The nominated person to contact for equality and diversity, and the contents of this policy, is the Operations Director:
Equality and diversity policy v19.05 ©
Updated 25 March 2022