System People actively promotes equality and diversity in all aspects of its work and aims to provide an environment where all individuals have the opportunity to achieve their full potential with a feeling of self-esteem. It will eliminate unfair discrimination through a zero-tolerance approach, regular target setting and monitoring and the development of positive action programmes.
Every employee, learner and subcontractor has a responsibility to act in a manner that upholds and follows the spirit and intention of the strategy.
The Managing Director has overall responsibility for the implementation of this strategy, however it is recognised that it is the collective responsibility of all persons connected with the organisation to contribute to the implementation of this strategy.
Managers at every level have responsibility to ensure that the equality and diversity strategy is upheld. Line Managers are responsible for ensuring fairness and impartiality in selection, managing and developing employees.
Individual employees are responsible for ensuring that learners are treated equally and fairly.
It is the responsibility of the Board of Directors to:
Works with the delivery teams to:
It is the responsibility of managers to:
It is the responsibility of all System People employees, including managers, to:
It is the responsibility of all System People students to:
System People has Grievance, Harassment and Complaints procedures for both staff and learners. Breaches of the Equality and Diversity Strategy will be dealt with through the learner and staff disciplinary procedures.
There are a wide range of meetings which address the implementation of this Safeguarding Strategy including, senior management team meetings, quality team meetings, and operational team meetings. Staff development sessions also enhance communication of the safeguarding agenda and focus on improving practice
The implementation of this strategy will be monitored by the, Management Team each year. Appropriate data will be provided including numbers of complaints/incidents in relation to equality of opportunity. Equality and Diversity data will be reviewed at all levels and Equality Objectives developed to address any issues of inequality and discrimination. The objectives will be reviewed yearly through the Safeguarding and Equality and Diversity meetings.
System People will look to introduce an impact assessment to ensure equality issues are addressed at all levels and in all areas in the organisation. Any adverse impact identified in any impact assessment process will result in an action plan to minimise the impact in as short a timescale as practically possible. An annual impact assessment report will be prepared and published.
EXPLANATION OF KEY TERMS
THE EQUALITY ACT 2010
"We find the team at SP Training to be highly experienced, knowledgeable and a pleasure to deal with. Their understanding of our training needs and the logistics sector in general is second to none. With an innovative and flexible approach to our requirements this makes them an ideal business partner and our training provider of choice."
Neil Robinson, Director – Tyson H. Burridge