Our Commitment:
This training centre recognises the community in which it is set and people require differing educational needs. The centre is committed to developments whenever possible, to promote independence, self-advocacy and equality of opportunity for students and fully supports the Disability Discrimination Act (DDA) in respect of all aspects of recruitment, work, career development and promotion.
We aim to ensure that the resources, talents and skills of our employees are fully utilised and will [provide terms and conditions, training, promotion and appraisal without regards to colour, race, nationality or ethnic origin, gender, sexual orientation, disability, creed or martial status.
For all students at HB Training Centre, life experience and existing knowledge should be the foundation of this centres approach in curriculum opportunities and progression routes to further learning, training and employment.
HB Training Centre is committed to ensuring that all students including those with disabilities are treated fairly. All reasonable adjustments to provision will be made to ensure that disabled staff, students and visitors are not substantially disadvantaged. This centre will treat information about an individual`s disability appropriately in line with the student`s wish for confidentiality and the Data Protection Act.
Meeting Our Duties:
Staff and learners are aware of the value placed upon equal opportunity and that action will be taken in the event of breach of policy. HB Training will raise awareness of the Equal Opportunity Policy and the access for all disability statement to all new and existing staff and learners at induction and when the policy is amended.
We will oppose all forms of harassment and bullying, so as not to affect the dignity of women and men at work. We will oppose racial harassment so that individuals are not subject to a hostile working environment because of their colour, race or ethnic origin.
All staff and learners will receive a copy of our policy with their handbooks and at induction.
This policy will be reviewed every two years by the Quality team as part of the annual review and views of students.
Reporting procedure:
If an incident arises, your line manager should be informed immediately or within four hours. When you approach the incident, bear in mind (LIR) Listen, Inform, Record .Avoid detailed investigation, as it could jeopardise the whole process. Listen to what is being said, stay calm, do not probe for details, empathise, but do not jump to conclusions. Do not promise complete confidentiality, as you have a duty to report the concern to the line manager, do not attempt to question the alleged abuser.
Tell all the facts that you have been told or observed, try not to give your own conclusions, but share your instincts.
Record accurately, in writing details of the allegation or the grounds for suspecting abuse, include date time and any observed injuries. Note the appearance of the victim and what they say, be prepared to cooperate. Remember you are a witness not a complainant. Do not forget there may be an innocent explanation, do not try to become a detective. If you are unable to contact your line manager contact a senior member of staff.