Equal Opportunities Overview
This is an overview of our policy statement towards equal opportunities. The full document is displayed in full at all VTS training centres and is available on request.
(tel: 01702 353 557, e-mail: info@vts.ac.uk)
Our aim and commitment at Vocational Training Services is to ensure that no person whether an applicant for employment, employee, client, learner or member of the community, receives less favourable treatment because of sex, race, colour, nationality, marital status, sexual orientation, trade union activity, disability, having dependants or any other factors.
All employees and our service users have the right to be treated with dignity and consideration. This extends to the right to work in a healthy and safe environment, free from intimidation, discrimination, harassment, bullying either directly or indirectly by other employees. Vocational Training Services is committed to the implementation of this Policy and will actively pursue practices designed to promote fairness and to eliminate intimidation, discrimination, harassment and bullying.
The overall responsibility for the Policy lies with the Managing Director of Vocational Training Services, however, all employees of Vocational Training Services are expected to comply with the policy, and to act in accordance with its objectives so as to remove any barriers to equality and fairness. Any act of discrimination by employees or any failure to comply with the terms of the policy may result in disciplinary action.
Responsibility for Equal Opportunities
The managing director has the overall responsibility for the implementation of the VTS Equal Opportunities Policy (and may appoint a member of the management team to assist with this role). However, this does not preclude the day to day responsibilities of all line managers and other employee's.
Monitoring and Review Procedures
Records will be maintained in order to provide a statistical database to monitor the effectiveness of the Equal Opportunities Policy and to review policies and practices as appropriate.
Harassment Policy
Vocational Training Services (hereafter VTS) regards all forms of harassment as totally unacceptable in its role as an employer and service provider.
Sexual Harassment
Sexual harassment means unwanted conduct of a sexual nature or conduct based on a gender which is offensive to the recipient, or to any third party who maybe present. It refers to behaviour that is unsolicited, that is personally offensive, and that fails to respect the rights of others.
Racial Harassment
The definition of the term "racial" which is used in the Race Relations Act 1976 refers to "colour, race, nationality (including citizenship), ethnic or national origin". The definition of "racial" therefore applies to white people as well as the other ethnic groups.
Bullying
Bullying is defined as "persistent, offensive, abusive, intimidating, malicious or insulting behaviour, abuse of power or unfair work sanctions which make the recipient feel upset, threatened, humiliated or vulnerable which undermines their self- confidence and may cause stress".
Victimisation
A person discriminates by victimisation when they treat a person less favourably as a result of them having either:-
Counselling
It is recognized that employees and service users who are victims of harassment may suffer emotional or psychological reactions to their experiences. It is essential that the management response to these situations is sympathetic and supportive.
Support can be obtained from the company's confidential support advisors, line managers, the general Manager or ultimately from the managing director.
Dealing with Harassment
There are both formal actions and formal procedures that can be taken to stop the situation from continuing.
It is prudent to document any action you do take. It provides evidence of your actions to stop the harassment and /or bullying.
Action against the Alleged Harasser
Informal Action
Where an employee or service user is approached informally, either by a colleague, a trainer, assessor, internal verifier, a line manager, or the managing director, regarding a complaint against them, the purpose of the discussion will be to resolve the situation informally.
Formal Action
Where an employee is approached as part of a formal complaint, it may be in their interest to seek advice from a line manager, representative, colleague or friend, who may also be present at any formal meeting concerning a harassment investigation.
Legal Acts Relating to Intentional Harassment
- Criminal Justice and Public Order Act 1995
- The Protection from Harassment Act 1997
- The Human Rights Act 1998
