Equality & Diversity

This is Creative Enterprise CIC recognises and celebrates diversity in its staff, facilitators and student community. This diversity reflects visible and non-visible differences. We recognise that diversity is a positive attribute which brings many benefits. It is our intent to embed equality and diversity into the heart of the organisations' culture and to embrace all of the aspects of a diverse workforce and student community. The aim of this policy is to support that intent by providing a framework for continuous improvement and to ensure we work together towards a fairer society. We will work to ensure that we move beyond compliance to secure excellence in all areas of our work.

We will continue to enhance our reputation as a courageous, intelligent, responsive and responsible organisation where all flourish. We can only do this by being aware of who we are becoming and recognising our responsibilities to supporting young citizens and workers of tomorrow.

This is Creative Enterprise CIC approaches managing diversity by recognising the diverse needs of staff, facilitators and students (both actual and prospective) and by ensuring that barriers to diversity are removed in relation to:

• Understanding the concept of diversity in providing objective and fair policies and processes for all aspects of the student, stakeholders and staff experience;
• Enhancing each individual's commitment to diversity by promoting awareness and understanding of its approach;
• Ensuring that any delivery is managed in a way which makes all individuals feel valued and harnesses their potential;
• Ensuring that the concept of diversity informs all policies, practices and procedures;
• Encouraging a culture of empowerment through an environment characterised by open communication, participation and consultation and an absence of prejudice and discrimination.

COMMITMENTS:

A fully inclusive organisation, with equality and diversity embedded in everything we do, we will:

• aim to ensure that no one is treated less favourably than any other and all feel included;
• aim to provide an inclusive and harmonious place to work and participate in our provision where equality and diversity is promoted, valued and the rights and dignity of individuals are respected;
• not tolerate any form of prejudice, discrimination, victimisation or harassment against employees, learners, or members of the public;
• assure that all policies, procedures and services are free from direct and indirect discrimination;
• be an exemplar employer and collaborative partner with equality of opportunity central to the recruitment and development of all of our staff and sub-contracted facilitators;
• create a working and learning environment where people are engaged and inspired to work together with focus, commitment and passion;
• behave responsibly and ethically as a business, doing the right things in the right way, and support in shaping young people to become good citizens, living sustainable lives
• be adaptable in service provision and design to meet the identified welfare, financial, disability, creative careers education and employment advice and support delivery for our schools, students and potential schools and students
• in the spirit of partnership work with a cross section of stakeholders who help us deliver the key success identified in our mission statement

LEGISLATIVE FRAMEWORK:

The Equality Act 2010, consolidates protection against discrimination on the grounds of:

Age:

Where this is referred to, it refers to a person belonging to a particular age (e.g. 32 year olds) or range of ages (e.g. 18 - 30 year olds).

Disability:

A person has a disability if s/he /they has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day to-day activities. There are no impairment categories which were included in the Disability Discrimination Act. Under the Act a claimant does not have to show that their impairment affects a particular capacity such as mobility, speech, hearing or eyesight.

Gender reassignment:

The process of transitioning from one gender to another. The definition has changed so that people no longer have to be under medical supervision to be protected by the law. Gender Reassignment continues to cover those who intend to live permanently in a gender other than the one assigned at birth.

Marriage and civil partnership:

In England and Wales marriage is no longer restricted to a union between a man and a woman but now includes a marriage between a same-sex couple. Same-sex couples can also have their relationships legally recognised as 'civil partnerships'. Civil partners must not be treated less favourably than married couples (except where permitted by the Equality Act).

Pregnancy and maternity:

Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.

‍Race:

Refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

Religion and belief:

Religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition.

‍Sex:

A man or a woman. The word 'gender' is often used in place of the word 'sex' in equality issues. 'Gender' does not appear in legislation (except for 'gender re-assignment' - see above) but 'sex discrimination' and 'gender discrimination' are generally interchangeable.

Sexual orientation:

Whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes. Assumptions and perceptions of a person's sexuality are also covered by law.

The Equality Act harmonises the previous duties on race, disability and gender into one single duty, which covers all seven equality strands: age, disability, gender, gender re-assignment, race, religion or belief, and sexual orientation. The single public sector equality duty requires the organisation to:

• eliminate discrimination, harassment and victimisation
• advance equality of opportunity
• foster good relations

SCOPE:

This policy relates to:

• all staff (prospective and current)
• former staff (in some circumstances)
• students (prospective, current)
• sub-contractors, partners and third party providers
• visitors and volunteers

With regard to staff, this policy applies to (but is not limited to) advertising of jobs, recruitment and selection, training and development, opportunities for promotion, conditions of service, reward, facilities, health and safety, conduct at work, grievance and disciplinary procedures and termination of employment (and beyond where provision of employment references are required).

With regard to young people, this policy applies to (but is not limited to) recruitment, teaching and learning, student support, facilities, health and safety, personal conduct, student references, student complaints and disciplinary procedures.

With regard to sub-contractors, partners and third party providers this policy applies to work and services provided on behalf of This is Creative Enterprise.

STRATEGY FOR IMPLEMENTATION

IN ORDER TO REALISE THIS COMMITMENT WE WILL:

• challenge inequality, prejudice and discrimination.
• promote diversity in all its aspects, including employing a workforce and recruiting schools and young people to reflect the community we serve.
• treat all people with respect and dignity.
• provide an environment free from prejudice, harassment, discrimination (direct/indirect), discrimination arising from disability and victimisation.
• where it is reasonable to do so make adjustments to enable equal access to TICE's resources and services ensuring that none are treated less favourably.
• ensure that equality and diversity is embedded in all TICE's policies and procedures.
• ensure that all policies, strategies and procedures have had an analysis on the effect on equality (new documents when written and current documents during review) to ensure that, where appropriate, they promote equality and do not unlawfully discriminate
• inform all staff, schools and learners about our commitment to equality and diversity.
• ensure that the learner’s experience in TICE makes them more aware of equality issues.
• ensure equality and diversity are promoted through teaching and learning
• promote our commitment to equality and diversity through positive statements and images in marketing and communications activities
• ensure that any organisation that delivers services on behalf of TICE (or works in partnership with the TICE) understands our commitment to equality and diversity and to eliminate discrimination.
• seek to develop partnerships with external groups and organisations to develop best practice and widen the scope of our diversity activities in the community
• staff, schools, partners or learners who are in breach of the Equality and Diversity Policy and/or relevant legislation will be dealt with through formal disciplinary procedures

RESPONSIBILITIES:

• A) The organisation designates the managing director as having overall responsibility for equality and diversity.
• B) All staff have a contractual obligation to be committed to the equality and diversity policy and be proactive in its promotion and implementation.
• C) All schools, students and industry partners have a responsibility to comply with our equality and diversity statement.

MEASURING IMPACT:

TICE is committed to the collection and analysis of data in order to assess performance, identify emerging issues, areas of success and measure the impact of corrective actions.

POSTIVE ACTION:

We will use positive action measures to alleviate disadvantage experienced by people sharing a protected characteristic, reduce their underrepresentation in relation to particular activities or meet their particular needs. TICE will ensure that when using positive action as a strategy, it falls within the law.

The key principles of anti-discrimination will be embedded across the organisation:

AGE EQUALITY:

Promoted and valued through:

• recognising the benefits of a mixed-age workforce and student community
• challenging age stereotypes

DISABILITY EQUALITY:

The abilities of disabled people are valued through:

• encouraging staff and students to disclose a disability
• make reasonable adjustments to support staff and students to achieve their full potential
• challenging stereotypes about disabled people

GENDER EQUALITY:

We believe that gender equality is essential for improving the wellbeing of all women, men, girls, boys and gender non conforming people and achieving inclusive sustainable development:

• challenging gender stereotypes.
• Building knowledge and capacity on our approach and commitment to gender equality amongst TICE staff, young people, schools, programme delivery partners and national and international stakeholders.
• Actively pursuing positive gender equality outcomes across our programmes and projects to meet our gender equality standards

SEXUALITY ORIENTATION AND GENDER IDENTITY EQUALITY:

Promote sexuality and gender identity equality and take positive action to:

• challenge gender identity discrimination
• promotion of equality for lesbian, gay, bisexual and transgender staff and learners
• ensure people who plan to start, are undergoing or have completed gender reassignment are protected against all forms of discrimination and harassment
• respecting different gender identities and lifestyles

RACE EQUALITY:

Racial and cultural diversity is represented at all levels within the organisation through:

• challenging racial and cultural stereotypes
• understand, value and respect different racial and cultural backgrounds
• embedding equality in our education and training programmes

RELIGION OR BELIEF EQUALITY:

School, students and staff are treated equally irrespective of their religious belief and practice or political opinions by:

• respecting a persons’ freedom of belief and right to protection from intolerance and persecution.
• provide an environment where students and staff can raise issues and debate differences

COMPLAINTS PROCEDURE:

If a person e.g. student, former student, employee, 3rd party, partners, member of the public or 3rd party staff believes they have suffered any form of discrimination, harassment or victimisation TICE will take this very seriously. All complaints (including those from whistle blowers) will be dealt with in accordance with the appropriate procedure, i.e. complaints procedure, harassment/bullying procedure or grievance procedure.

PREVENT:

There is no place for extremist views of any kind at TICE, whether from internal sources – staff or sub-contracted staff, or external sources - community, external agencies or individuals. It is imperative that our students see our organisation as a safe place where they can discuss and explore controversial issues safely and in an unbiased way and where our staff encourage and facilitate this. As an organisaton we recognise that extremism and exposure to extremist materials and influences can lead to poor outcomes for young people. We also recognise that if we fail to challenge extremist views we are failing to protect our young people.

Any prejudice, discrimination or extremist views, including derogatory language, displayed by schools, students, staff, visitors or partners will always be challenged and where appropriate dealt with using the relevant disciplinary procedure. Where deemed necessary the organisation will alert any concerns about extremism to partner agencies including the Police and local authorities.

POLICY REVIEW:

This policy will be reviewed on a bi-annual basis or in accordance with legislative developments and the need for good practice. Please note that if you require this document in an alternative format please contact hello@thisiscreativeenterprise.com

April 2023 (UPDATED)