Equal Opportunities (Equality and Diversity) Policy

General
1. XI Training Ltd is committed to the policy of equal treatment of all employees and applicants etc., and requires all employees, of whatever grade or authority, to abide by and adhere to the general principle of equality and diversity and the requirements of the Codes of Practice issued by the Equal Opportunities Commission and the Commission for Racial Equality (and, in Northern Ireland, the Fair Employment Commission).

2. All employees are expected to abide by the requirements of the Equality Act 2010, the Race Relations Act 1976, Sex Discrimination Act 1975/1986, Disability Discrimination Act 1995 and Immigration & Asylum Act 1996.

a) Treating any individual on grounds of sex, colour, marital status, race, nationality or ethnic or national origin, religion, sexual orientation, disability or membership or non-membership of a Trade Union, less favourably than others.

b) Expecting an individual solely on the grounds stated in item 2(a) to comply with requirement(s) for any reason whatsoever related to their employment, which are different to the requirements for others.

c) Imposing requirements on an individual, which are, in effect, more onerous on that individual than they are on others. For example, this would include applying a condition (which is not warranted by the requirements of the position) which makes it more difficult for members of a particular race or sex to comply than others not of that race or sex.

d) Victimisation of an employee or any third party.

e) Harassment of an employee or any third party (which for the purposes of this policy, and the actions and sanctions applicable thereto, is regarded as discrimination)

f) Any other act, or omission of an act, which, as its effect, places an employee or applicant at a disadvantage against another (or others), purely on the above grounds. Thus, in all disciplinary matters (and in consideration for training, promotion, etc) i.e. all instances where those in control of employees are required to make judgements between them it is essential that merit, experience, skills and temperament are considered as objectively as possible.

3. XI Training commits itself to the immediate investigation of any claims of discrimination on the grounds stated in item 2(a), and, where such is found to be the case, a requirements that the practice cease forthwith, restitution of damage or loss (if necessary), and the rigorous investigation of any employee accused of discrimination and the circumstances surrounding such an allegation.

4. Any employee (irrespective of seniority) found guilty of discrimination will be instructed to desist forthwith. Since discrimination in its many forms is against XI Training policy, any employee offending will be dealt with under the disciplinary procedure. Unless assurances of future non-discrimination actions are forthcoming, an employee repeating any act of discrimination may be dismissed.

5. XI Training recognises the right of an employee to belong to, or not to belong to, a trade union, and membership or non-membership of such a union will not be taken into account in any way during the career or the employee.

6. XI Training commits itself to the employment of disabled personnel whenever possible, and will treat such employees in aspects of their recruitment and employment in exactly the same manner as other employees, the difficulties of their disablement permitting. Assistance will be given, wherever possible, to ensure that disabled employees are helped in their journeys to and from their place of work, in access to their workplace, in gaining access to facilities on company premises, and in progressing in their career, subject only to the opportunity existing, the applicant’s suitability, talent, and wish for it. Appropriate training will be made available to members of staff who request it. XI Training is keen to hear ideas whereby its facilities can be made more user friendly for the benefit of disabled employees.

7. Special requests from employees and delegates attending training courses are handled reasonably and appropriately in relation to the Equality Act 2010. Reasonable adjustments can be made to the working/ training environment to accommodate mental or physical disabilities, gender, and religious beliefs, maternity or age for example. These are managed accordingly via our joining instructions in the case of delegates attending training via verbal communication; Employee Handbook/ formal letter in the case of employees. The response from XI Training may include changes to the physical environment, changes to meals and refreshments, assistance via a friend or colleague with language difficulties or providing additional aid and/ or services. Requests may be rejected where (in the case of specific training courses) there is no scope for non-English speaking applicants to undertake the training course as specified by the awarding body

 

Complaints Procedure
1. In the event that any employee feels that they have suffered discrimination in any way, XI Training’s grievance procedure will be utilised.

2. If the complaint is against the employee’s own immediate or other superior, confidential application should be made to Mr. Glen Pearson, Managing Director, who may authorise immediate reference to the next tier of management if this seems appropriate in the circumstances.

3. In instances of sexual harassment, the anonymity of the complaint should be protected as far as possible.

4. A person who discriminates or harasses may be liable for payment or damages to the person offended, in addition to any damages payable by the company should it have failed to ensure the practice ceased forthwith. Under the Criminal Justice Act 1994, harassment became a criminal offence punishable by a fine of up to £5,000 and/or a prison term of up to six months. Under the Protection from Harassment Act 1997, the penalties for aggravated harassment (i.e. a situation in which the victim feels they may suffer violence) are an unlimited fine and/or five years imprisonment.

5. To make a complaint of discrimination, harassment, victimisation, or unfair treatment, it will be necessary to have available:

a) Details of what, when, and where the occurrence took place;

b) Any witness statements or names;

c) Names of any others who have been treated in a similar way;

d) Details of any former complaint made about the incident, where and to whom made;

e) A preferred solution to the incident.

Until a hearing is arranged complainants should keep the matter confidential, other than arranging for details of possible witnesses to be given to XI Training contact.

6. All discrimination complaints will be investigated at a senior level and the results reported to the Board. Full details will be kept of all evidence, etc, as well as finding and details of any sanctions imposed.

7. Where allegations against an immediate superior or close colleague are considered proven, every effort will be made, if required by the victim, to transfer that person away from them, although it must be realised that this may prove difficult in some instances.

 

Equality & Diversity in Practice

Discrimination of protected characteristics (Age, Disability, Gender reassignment, Race, Religion or belief, Sex, Sexual Orientation, Marriage and Civil Partnership, Pregnancy and Maternity) is tackled by all colleagues being made aware of this policy and recourse/ remedies available to tackle discrimination where it arises. Any statements, made whether verbal or written, formal or informal are dealt with by exception and
escalated accordingly. The implementation of the policy is addressed within specific aspects as follows:

• Recruitment, development and treatment of staff in work, including remuneration is dealt with formally via third party professional oversight of employment documents, contracts and processes – reference Federation of Small Business.
• Marketing and promotional material that reaches a range of learners that arerepresentative of society are available in both digital and hardcopy formats. All course material for example is available on the XI Training website and available pdf to download. This ensures reasonable and equal access to training and/ or qualifications.
• Individual trainers assess if any learner requires any ‘reasonable adjustments’ to be made so not as to disadvantage the learner or give the learner an unfair advantage – this is particularly relevant where we have delegates with limited language or where XI Training’s Medical Declaration Form (completed, signed and submitted prior to commencement of course) highlights areas to be addressed/ of concern.
• All delegates/ learners are trained and assessed by their individual performance measured against the formally published and available training framework of delivery and assessment; this includes Mast and Tower Safety Group, Qualsafe, PASMA and LANTRA for example. Course delivery and outcomes are also sample audited by these companies as well as our annual ISO audit.
• XI Training will document and report in the appropriate manner, to all relevant business stakeholders including third part accreditation bodies such as PASMA, MATS, Qualsafe and Lantra using the correct forms/ documented format and process.

XI Training ensures that course entry requirements do not prevent any delegate/ learner undertaking otherwise appropriate training or qualification so not to prohibit equality of opportunity. This includes trained staff dealing with enquiries via telephone or face to face using key questions to ascertain training needs and course suitability.

XI Training will monitor all aspects of equality and diversity by exception via internal or external complaints and will report accordingly to third party awarding bodies - including to Lantra, PASMA, MATS and Qualsafe - accordingly.

XI Training ensures that it treats delegates/ learners, employees, contractors or any associates solely on the basis of their merits, abilities and potential, regardless of gender, colour, ethnic or national origin, race, disability, age, sexual orientation, gender reassignment, socio-economic background, religious or political beliefs, trade union membership, family circumstances, or other irrelevant distinction, by instilling and maintaining a culture of acceptance and tolerance.

Name: Glen Pearson

Position: Managing Director

Date: January 2026