New Directions Coaching is an equal opportunities provider and employer.
We are committed to a policy of treating all clients, learners, employees, associates and job applicants equally and to proactively embracing the diversity of these groups.
It is the policy of this company to not discriminate against any person on the grounds of: Race, gender, social class, age, religion, sexual orientation, appearance, disability or medical condition.
All employees, associates, clients and learners have the right to experience dignity at work or in the provision of services.
We enrol, train, support and assess learners to allow them to best benefit from our provision without regard to race, religion, colour, sex, age, national origin, disability or sexual orientation. We appoint, train, develop and promote employees on the basis of merit and ability alone.
All employees have a duty to co-operate with the employer to ensure that this policy is effective and to prevent discrimination. Disciplinary action will be taken against any employee who is found to have committed an act of improper discrimination. Serious breaches of the equal opportunities policy will be treated as gross misconduct. Employees must not harass or intimidate other employees on the grounds of race or sex, disability or sexual orientation. Such behaviour will be treated as gross misconduct in accordance with the disciplinary procedure.
The dignity of all our clients and employees is of paramount importance to us. Employees should inform their immediate supervisor of suspected discriminatory acts or practices. Employees must not victimise or retaliate against an employee who has made allegations or complaints of sex or racial discrimination, or discrimination on the grounds of disability or sexual orientation, or provided information about such discrimination. Such behaviour will be treated as gross misconduct in accordance with the disciplinary procedure.
Clients and learners should contact their account manager or programme director.
Every effort is made to meet specific requirements of both learners and staff.
Individuals are encouraged to discuss their needs with their supervisor or programme deliverer as appropriate.
Monitoring Equal Opportunities:
We will, from time to time, audit:
a) the client population to ensure it reflects the local population
b) the sex and ethnic composition of the work force (including associates) and changes in the distribution over periods of time
c) the selection decisions for recruitment, promotion, transfer and
d) training, according to the sex or racial group of candidates, and the reasons for those decisions
We will, from time to time, review the selection criteria and personnel procedures to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful indirect discrimination.
February 2013 (revised)