Quality Assurance Policy

Policy Statement

The management and all who work at The HEAL’M Practice Ltd are committed to providing the highest possible level of service in satisfying the requirements of their customers, service users, clients and patient alike. This level of service is achieved through quality management and the adoption of a system of procedures that reflect the competence of The HEAL’M Practice Ltd to all business relationships.

Objective

The HEAL’M Practice Ltd objectives which underpin the quality management system are:

• Working in partnership with customers, suppliers and sub-contractors to ensure that their needs are fully understood so that the right quality service is provided, within the specified time and in line with budget.
• To strive to achieve the principle of ‘getting it right first time, every time’.
• Providing a first-rate after sales service which offers customers advice and support when required.
• Actively seeking customer feedback to use as a format for continuous assessment and improvement.
• The training and development of employees to ensure that they are capable of undertaking the work required to achieve the highest level of customer satisfaction, in accordance with the company’s (and external) Health and Safety, environmental and quality standards.
• Appropriate resources are provided in terms of facilities and relevant skills to fulfil client’s needs.
• Progress towards the quality objectives is monitored

Employer/Employee responsibilities

It is management’s responsibility to ensure that all quality policy and quality objectives adopted have been made known to all employees, as the success of this policy involves all staff and sub-contractors being individually responsible for the quality of their work, resulting in a continually improving working environment for all.

The directors are responsible for the implementation of a management structure that is based on the experience, quality and commitment of its management team and have a specific responsibility for ensuring that the management structure reflects the quality standard, so that compliance with this Quality Policy is maintained and improved.

Training

• In order to provide a quality service, The HEAL’M Practice Ltd requires staff to be suitably trained, supervised and supported. In particular, the directors will support the following;
• Each member of staff will have a personal development plan/portfolio in which their training needs are identified and a plan made as to how such needs will be met.
• Each member of staff will be offered training to meet regulation and National Standards.

Monitoring

An important element of the improvement process is management follow-up. As such, the quality policy and management system are reviewed and updated regularly to take account of changing circumstances and client requirements. This can be achieved by:

• Establishing a timetable for management review meetings, to review progress and to give a clear signal to customers and staff that management is committed to improvement.
• Ensuring that all the improvement tasks are reviewed regularly and relevant action is taken where necessary.

Help is given to resolve any problems that are being encountered in achieving any improvement.

Staff Development and Training Policy

Purpose

The policy’s primary purpose is the enhancement and enrichment of each member of staff through organisation, job and personal development.
The policy seeks to provide learning opportunities for all staff so that by performing their individual jobs effectively, they can contribute to The HEAL’M Practice Ltd, Vision and Values.
Staff development and training as a planned and structured activity is designed to help an individual or a group of people to achieve quality of performance and service.
The staff development and training process uses organisational structures and procedures to facilitate access to learning, education and training.

Aims

The staff development and training policy aims to enable staff to gain increased satisfaction from work within The HEAL’M Practice Ltd and to develop individual careers through enhanced qualifications and CPD’s.
The policy aims to help staff develop the skills, knowledge and aptitudes necessary to make a more effective contribution to The HEAL’M Practice Ltd work and thereby to ensure a co-ordinated approach to the achievement of The HEAL’M Practice Ltd Mission, and the promotion of its work. In helping staff make a more effective contribution to The HEAL’M Practice Ltd work, the policy further aims to confirm and emphasise The HEAL’M Practice Ltd commitment to community development principles.

Objectives

The HEAL’M Practice Ltd identifies these objectives as necessary to achieve its staff development and training aims:

• To monitor and maintain clear staff recruitment and selection procedures ensuring equality of opportunity in employment.
• To provide a comprehensive induction procedure for new staff.
• To develop, maintain and monitor structures and systems providing management, support and evaluation for all staff.
• To maintain staff development and training records for each member of staff.
• To evaluate the impact of development and training on the individual’s work and ultimately the performance of the organisation.

Roles and responsibilities

The responsibility for and central co-ordination of staff development and training rests with the joint owners, who will ensure:

• The maintenance of confidentiality (with access to an employee’s staff development and training record being available only to that individual, the Chief Executive, the appropriate Director or line manager and Human Resources Manager).
• A co-ordinated and organisation wide overview of and approach to staff development and training.
• The effective implementation of staff development and training through its integration into Development and Operational Plans.

The joint owners will:

• Delegate to each Director responsibility for implementing staff development and training within their function.
• Ensure appropriate training for each Director to enable such delegation.
• Assume direct responsibility for the staff development and training needs of Directors and line managers.
• Delegate responsibility to each Director for evaluating the impact of staff development and training.

Responsibility for the induction of new staff to The HEAL’M Practice Ltd clinical manager and for supervising their introduction to their job responsibilities will rest with:

• Appropriate clinical managers (who will be entitled to request support from other The HEAL’M Practice Ltd staff).

There are no exclusions to the type of training The HEAL’M Practice Ltd is prepared to offer, in order to assist in the achievement of its Development and Operational Plans.

No individual will be excluded from training on the grounds of gender, marital or family status, religious belief or political opinion, disability, race or ethnic origin, nationality, sexual orientation or age, or any other criteria which could be deemed to be discriminatory or divisive. Training provision in NICVA may arise from needs identified by:

The Management Group

• Clinical managers.
• Individual staff members or groups of staff.
• Supervision.
• Staff appraisal.

The HEAL’M Practice Ltd will:

• Provide advice, assistance and support to line managers to enable them to fulfil their training responsibilities.
• Provide advice and practical help to all staff on matters relating to training and education.
• In the provision of such advice, use internal or external resources and expertise.
• Provide assistance to line mangers to enable them to effectively evaluate the development and training of their staff and take the relevant action when necessary.

Provision of training is dependent upon:

• Setting priorities where there are competing demands which cannot all be met.
• The HEAL’M Practice Ltd ability to allocate funds for financial assistance towards training.

Action arising from the identification of staff development and training needs will normally be agreed between the individual member of staff concerned and their immediate clinical manager. Grievances arising within the procedure will be referred to and processed through The HEAL’M Practice Ltd.

Evaluation

Evaluation of staff development and training is the responsibility of the clinical manager. Supervision should be used as an opportunity to review the development and training that has taken place and evaluate how useful it has been, how it has impacted on the individual’s work and how the learning could be shared with the others in the organisation. The evaluation should be recorded using the proforma provided by The HEAL’M Practice Ltd. This form should be returned to the clinical manager and stored in personnel files. The clinical manager will monitor the overall effectiveness of staff development and training and facilitate the sharing of learning with others in the organisation when necessary.

Appeals Policy

Purpose of this policy

This policy is aimed at any party who wishes to appeal against a service delivered by The HEAL’M Practice Ltd, which includes our trainers and clinicians who are delivering qualifications and learners who are registered on or have taken an HEAL’M Practice Ltd approved qualification or unit. It sets out the process you should follow when submitting appeals to us and the process we will follow in response. The policy is also for use by our staff to ensure they deal with appeals in a consistent and timely manner.

It is our aim to always treat each appeal case fairly and consistently, in line with our policies and processes and to ensure our approach is in line with the General Conditions of Recognition and Principles set by the Regulators.

Each of our separate policies and the centre recognition requirements contain wording in regards to the appeals process and The HEAL’M Practice Ltd will direct appellants to the main appeals policy at all times.

The HEAL’M Practice Ltd RESPONSIBILITY

It is important that both learners and staff involved in the management, delivery, assessment and quality assurance of our qualifications are fully aware of the contents of this policy. In addition, centres must have their own internal arrangements which learners can easily access if they wish to appeal against a decision.

Grounds for appeal

• The results of internally (Centre) marked and externally (The HEAL’M Practice Ltd) marked assessments and examinations results.
• Our decision to accept or decline requests for reasonable adjustments or special consideration arrangements.
• Our decisions relating to malpractice or maladministration investigation outcomes.
• Decisions relating to The HEAL’M Practice Ltd imposing sanctions on a centre or individual (refer to The HEAL’M Practice Ltd Sanctions Policy for rationale of sanctions and levels).
• Decisions regarding qualification approval risk status.
• Decisions concerning the withdrawal or suspension of centre/qualification approval.
• Procedural irregularity: Procedures were not followed in accordance with The HEAL’M Practice Ltd guidelines.
• Perversity of judgement: the decision reached clearly breaches natural justice.
• Administrative irregularity: incorrect advice being given by a responsible staff member, which materially affects the outcome or decision.
• EXTERNALLY MARKED ASSESSMENTS BY The HEAL’M Practice Ltd For externally marked assessments by The HEAL’M Practice Ltd, the centre can ask for a learner’s examination result to be reviewed, alternatively a learner can request this directly but it is always suggested that individuals go through their centre initially; these requests are treated as an enquiry about results. The HEAL’M Practice Ltd will arrange for the learner’s answers to be re-marked. There are a number of possible outcomes from the review of the examination results by The HEAL’M Practice Ltd.
• The examination result is upgraded. (E.g. the grade is changed from Pass to Merit). The HEAL’M Practice Ltd will amend its learner records and send the new certificate to the centre
• The examination result is downgraded (E.g. the grade is changed from Merit to Pass). The HEAL’M Practice Ltd will amend its learner records, request the previous certificate is returned and send the new certificate to the centre.
• The examination result is confirmed. The HEAL’M Practice Ltd will provide a report on the learner’s performance.

In all cases the results of the examination re-mark are communicated to the centre / learner, if the centre or learner disagrees with this decision then the centre/learner has the right to appeal following The HEAL’M Practice Ltd’s appeals procedure outlined in this policy.

Process for raising an appeal

Following the initial decision made by The HEAL’M Practice Ltd concerning any of the areas stated in the grounds for appeal paragraph, you have 20 working days from the date The HEAL’M Practice Ltd notified you of the decision of the outcomes to raise an appeal with The HEAL’M Practice Ltd.

In the case of assessment decisions made by centres, they are managed firstly internally through the centre’s own appeals policy and procedures. If a learner is not satisfied with the outcome of the appeal, they are entitled to submit their appeal to The HEAL’M Practice Ltd.

An appeal request should be submitted using the relevant Appeals Request Form and emailed to The HEAL’M Practice Ltd via: info@thehealmpractice.co.uk. The HEAL’M Practice Ltd’s appeals policy and appeals submission forms will be available to centres and appellants through our website as from January 2022.

Stage 1 appeal process

Stage 1 – All appeals to The HEAL’M Practice Ltd will be acknowledged within 2 working days and we aim to respond with an outcome decision within 20 working days. The HEAL’M Practice Ltd will undertake an internal review of the appeal to reach an outcome. In some cases the review process may take longer as further evidence or an investigation may be required. In such instances we will contact the appellant to inform them of the likely revised timescale.
For a stage 1 appeal there are two possible outcomes:
The appeal is upheld because the correct processes, procedures and/or policy documents were not followed. The HEAL’M Practice Ltd will inform all parties in writing this decision.
The appeal is rejected because the correct processes, procedures and/or policy documents were followed. If this is the case, The HEAL’M Practice Ltd will inform all parties in writing of this decision and also inform the appellant details of how to move to a stage 2 appeal with The HEAL’M Practice Ltd.

Stage 2 appeal process

Stage 2 – Whilst all appeals are normally resolved at Stage 1, if you do not feel the appeal has been satisfactorily resolved, you have the right to take the appeal to Stage 2, whereby The HEAL’M Practice Ltd Appeals Panel will consider all evidence and assess whether procedures were followed consistently and applied properly and fairly in line with our policy to arrive at a judgement.

For all stage 2 appeals, a Manager/Clinical Leader not involved in the original appeals decision and one independent person (this will not be or will not have been a member of The HEAL’M Practice Ltd’s Board or committees, an HEAL’M Practice Ltd employee or an HEAL’M Practice Ltd External Contractor at any time) and the Chair of the panel, will review the application, supporting documents and any records relating to the original decision.

The Appeals Panel review process may involve:

• A discussion with the appellant, centre and/or the learner and/The HEAL’M Practice Ltd personnel
• A request for further information from the appellant, the centre and/or the learner and/The HEAL’M Practice Ltd personnel
• A centre visit by authorised HEAL’M Practice Ltd personnel
• The Appeals Panel’s decision is final and The HEAL’M Practice Ltd will inform you of the outcome within 20 working days of the completion. If circumstances require additional time, The HEAL’M Practice Ltd will keep you informed about the progress and the likely timescale for resolution.
• If you still believe that The HEAL’M Practice Ltd have not followed its appeals procedure correctly you are entitled to raise the matter with the relevant Regulator(s).

Where an investigation following notification from the Regulator(s) indicates a failure in our processes, The HEAL’M Practice Ltd will give due consideration to the outcome and will, as appropriate, take actions such as:

• Amend the profile record of the centre concerned;
• Identify any other learners who have been affected and amend the results for the learner(s) affected following an appropriate investigation;
• Correct or, where it cannot be corrected, mitigate as far as possible the effect of the failure;

Review our associated processes and policies to ensure that the ‘failure’ does not occur again or mitigate the situation as far as possible if the failure that occurred cannot be corrected

We will also cooperate with any follow-up investigations required by the Regulator(s) and agree any appropriate remedial action with them.

FEES
A fee will be charged to cover administration costs and all fees are required to be paid in advance.

Appeals

Stage 1: £150.00 excluding VAT

Stage 2: £300.00 excluding VAT

Review Arrangements

The HEAL’M Practice Ltd will review the policy annually as part of our self-evaluation arrangements; Amendment and review may also be in response to feedback requests or good practice guidance issued by Regulators, to align with their appeals and complaints process.

Internal Verification Policy & Procedures Policy

• To ensure there is an accredited Lead Internal Verifier in each principal subject area.
• To ensure that Internal Verification is valid, reliable and covers all Assessors and programme activity.
• To ensure that the Internal Verification procedure is open, fair and free from bias.
• To ensure that there is accurate and detailed recording of Internal Verification decisions.

To be compliant with the Internal Verification Policy aims The HEAL’M Practice Ltd will ensure that:

Where required by the qualification, a Lead Internal Verifier is appropriately appointed for each subject area, is registered with the Accrediting Body and has undergone the necessary standardisation processes.

• Each Lead Internal Verifier oversees effective Internal Verification systems in their subject area.
• Staff are briefed and trained in the requirements for current Internal Verification procedures.
• Effective Internal Verification roles are defined, maintained and supported.
• Internal Verification is promoted as a developmental process between staff.
• Standardised Internal Verification documentation is provided and used.
• All assessment instruments are verified as fit for purpose.
• An annual Internal Verification schedule, linked to assessment plans, is in place.
• An appropriately structured sample of assessment from all programmes, units, sites and Assessors is Internally Verified, to ensure centre programmes conform to national standards.
• Secure records of all Internal Verification activity are maintaine
• The outcome of Internal Verification is used to enhance future assessment practice.
• Procedures
• Purpose and Scope
• That assessment is accurate, consistent, current, timely, valid, authentic and to Awarding Body standards
• That the assessment instruments are fit for purpose.
• To assure the assessment of all programmes delivered by ACE.
• To be part of an audit trail of learner achievement records

To provide feedback to inform quality improvement. Internal Verification is split into four main sections – sampling, standardisation, monitoring and the development and support of assessors.

International’s Verification Sampling Strategy

Internal Verifiers will implement the following sampling strategy. Sampling will include:
All assessors over a 12 month periodAll units for the validity of assessment decisions for eacThe full range of age, gender, new starters, mid-term and well established learnersThe full range of evidence and assessment methodsThe first countersigned decision from each unitInterim and summative assessment decisions – Internal Verification will not be an “end” process.Newly qualified and/or recruited assessors will be more frequently sampled until the Internal Verifier has confirmed effectiveness, reliability and quality of assessment decisions and practice.

Standardisation of Assessment Judgments

The Internal Verifier is responsible for ensuring the standardisation of assessment judgements and will:

• Ensure that written feedback to assessors contributes on an ongoing basis to the standardisation of assessment decisions
• Plan and implement standardisation meetings with all assessors. Internal Verifiers must ensure that standardisation meetings:
• Focus on any revisions to the standards and how they differ from old standards, areas identified through monitoring where evidence has been difficult to generate, or where monitoring suggests that assessors are taking different approaches.
• Focus on validity, sufficiency, currency, and authenticity of the evidence reviewed at the meetings – use actual learners portfolios/evidence; and develop a supportive, non-threatening environment where assessors are willing to share issues and concerns in order to ensure that each assessor makes valid assessment decisions.

Monitoring Assesment Practice

The Internal Verifier will monitor the assessment process and will:
Ensure that there is a clear and accurate audit trail of the internal verification and assessment processes relating to each learner incorporated within the internal verification and assessors records as well as the portfolio itself Observe at least one assessment for each assessor annually as a minimum. The level of observation may increase depending on changes in assessor experience, learner group, award standards, and internal procedures. All observations will be recorded.

Development and support of assessors

All assessors will take part in regular CPD which is provided in 3 main areas:

• Teaching and learning
• Subject specific
• Safeguarding

The internal verifier will give regular feedback to assessors regarding their assessment practice and the outcome of any monitoring or sampling. All new assessors not holding the necessary assessment qualification will be required to work towards their assessment award within the first year of their employment and they will be provided with all the necessary support to enable them to achieve their qualification.

Internal Verification Records
Records will be kept securely for 3 years after certification.
Complaints and Appeals procedure.
For this process please refer to the Complaints Procedure.
External verification (EV) / certification.
All IV’s must ensure that all presented portfolios for external verification and certification meet all the requirements of the awarding body.

All internal verifiers must contribute to external verifiers visits and ensure that all action points are addressed by the agreed target dates.

All internal verifiers are encouraged to use the external verifiers for guidance and support on the standards through the lead internal verifiers. Contributing to the quality assurance process.

All assessors must complete all their assessment records in accordance with this strategy and the awarding body specifications within a realistic time frame. All assessors must attend at least 2 team meetings a year and mandatory standardisation meetings at least 3 times a year.

Submissions for Internal verification

It is the responsibility of learners to submit evidence for assessments.
It is the responsibility of the assessor to submit assessed qualifications/awards for internal verification and to ensure that all documentation has been completed.

Equality, Diversity and Inclusion Policy

The HEAL’M Practice Ltd is committed to encouraging equality, diversity and inclusion amongst our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, clients, patients, and for each employee to feel respected and able to give their best.
The HEAL’M Practice Ltd – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The HEAL’M Practice Ltd aim is to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy.
Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Details of the organisation’s grievance and disciplinary policies and procedures can be found at in the The HEAL’M Practice Ltd policies folder. This includes with whom an employee should raise a grievance – usually their clinical manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination. – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The HEAL’M Practice Ltd commits to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy

Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives [insert details as appropriate].

Details of the organisation’s grievance and disciplinary policies and procedures can be found in the policies folder. This includes with whom an employee should raise a grievance – usually their clinical manager

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination. – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and / or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter, and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
Details of the organisation’s grievance and disciplinary policies and procedures can be found in the policies folder. This includes with whom an employee should raise a grievance – usually their clinical manager.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.