• Equality and Diversity Policy

    Appendices (1) Bullying & Harassment Statement of Policy


    Vision statement for Equality and Diversity


    Mindful Academy International is committed to promoting equality, diversity and inclusion; eliminating discrimination to all staff, clients, students, graduates and members of the community served by us. Our aim is that everyone will be treated fairly, openly, honestly, with dignity and to respect and value differences irrespective of and regardless of:

    • sex (including marital status, gender reassignment, pregnancy, maternity and paternity);
    • sexual orientation (including civil partnership status);
    • race or racial group (including colour, nationality and ethnic or national origins);
    • religion or belief;
    • age;
    • caring responsibility; or
    • disability.

    General Statement of Policy


    We believe that our policy and practice are a means of maximising the effective use of human resources in our and the employee's/students/graduates/clients best interests.

    All members of staff employed by us and all applicants for employment, graduates, students and clients for training will be given equal opportunity irrespective of their sex, religion/belief, race, age or marital status in all aspects of employment and training e.g. in their access to posts and in the terms of benefits on which employment is normally available in this organisation. We are committed not only to the letter of the law, but also to the promotion of equality of opportunity in all fields.

    The operation of recruitment, training and promotion policies to all individuals will be on the basis of job requirements, and the individuals’ ability and fitness for work/training.

    Staff employed by this organisation and learners in training shall be made aware of the provisions of this policy. This may be done, for example, by means of advertisements, job descriptions application forms, posters, training courses and handbooks for appropriate managerial and supervisory staff. 

    Definition of Discrimination & Legislation


    In this policy 'discrimination' means discrimination where a person is treated less favourably on grounds of disability, sex or marital status, as defined in the Sex Discrimination Act 1975, or on grounds of race, creed, colour or age as defined in the appropriate Acts (see below).

    We will take all reasonable steps to ensure that we and our staff and associates do not unlawfully discriminate under the Single Equality Bill which will come into force in October 2010 and the following Acts that have already been passed:

    • the Equal Pay Act 1970;
    • the Sex Discrimination Act 1975; (c) the Race Relations Act 1976;
    • the Disability Discrimination Act 1995;
    • the Employment Rights Act 1996;
    • the Human Rights Act 1998;
    • the Employment Equality (Sexual Orientation) Regulations 2003;
    • the Employment Equality (Religion or Belief Act) Regulations 2003;
    • the Employment Equality (Age) Regulations 2006; and
    • any other relevant legislation in force from time to time relating to discrimination in employment and the provision of goods, facilities or services. 

    Nominated Person


    Kathy Ward, will be nominated as the person with overall responsibility for monitoring the effectiveness of the equality and diversity policy.

    All aspects of personnel policies and procedures shall be kept under review to ensure that they do not operate against equal opportunities and analysis made of the sex, race, religion/beliefs or marital status of employees in relation to their employment with this organisation.

    Where it appears that any employee's, students, graduates or clients are not being offered equal opportunities, the circumstances will be investigated by management to see if there are any policies or criteria which exclude or discourage employee's, students, graduates or clients and, if so, whether these policies and criteria are justifiable. Appropriate action will be taken, where necessary, to redress the effects of any policy or criteria which may be found to have unjustifiably limited the provision of equal opportunities.

    Our commitment


    • To create an environment in which individual differences and the contributions of all our employee's, students, graduates or clients are recognised and valued.
    • Every employee, student, graduate or clients is entitled to a working and learning environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
    • Training, development and progression opportunities are available to all employees.
    • We will undertake planned reviews all our employment practices and procedures to ensure fairness.
    • Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
    • This policy is fully supported by Mindful Academy International.
    • The policy has, and will be reviewed annually against evaluations, feedback and changes to legislation.
    • To raise awareness of policies and procedures to ensure that our services are accessible for a diverse range of students, graduates and clients
    • To promote the principles of equality and diversity with employee's, students, graduates and clients. 

    Staff training / development


    It is our Policy that we will not discriminate in the provision of training and development courses.

    Appropriate training shall be provided to enable staff or perform their jobs effectively.

    Students, graduates and clients


    Mindful Academy International is an Equal Opportunities Employer and Training Provider. Our students, graduates and clients are entitled to equal treatment irrespective of gender, race, disability, sexual orientation and civil partnership, religion or belief and age, taking into account the diversity of the community that we serve.

    Mindful Academy International is committed to meeting the diverse needs of our students, graduates and clients. We will take steps to identify the needs of students, graduates and clients and develop policies and procedures setting out how we will meet their needs and ensuring the services we provide are accessible to all.

    We will take account, in particular, the needs of employee's, students, graduates or clients with a disability.

    Our Teacher Training courses include discussion about equality and diversity and further reading and research is encouraged and signposting is undertaken to relevant uptodate sources of information.

    Possible Pre-conceptions


    In the application of this policy, it is essential that staff guard against discrimination of the basis of possible assumptions that individuals’ because of their sex, race, disability, religion or marital status possess characteristics which would make them unsuitable for attending/receiving training.

    We emphasise that discrimination as a consequence of any such pre-conceptions is unacceptable.

    Community Partnerships


    Mindful Academy International will seek to develop community partnerships within the areas that we serve, through working within the community we aim to ensure that we reach as wide an audience as possible. 

    Disciplinary Procedure


    Any member of staff or associate who does not abide by this policy will be subject to the disciplinary procedure. Mindful Academy International will fully investigate any reported incidents of discrimination by employee's, students, graduates and clients.

    Grievances and Victimisation


    Particular care will be taken to deal effectively with any complaints of discrimination and sexual harassment which should be perused by application and fully investigated.

    Monitoring and Reviews


    Kathy Ward, will be nominated as the person responsible for monitoring and overall responsibility for the effectiveness of the equal opportunity policy.

    Mindful Academy International will actively monitor equality and diversity data of our students, graduates and clients to ensure that we are recruiting to meet the diversity of our community and that achievement opportunity to equal to all.

    Mindful Academy International will review the operation of this policy not less than once a year (or more regularly if we identify any non-compliance or problem concerning equality and diversity issues with employee's, students, graduates, clients or changes in legislation). We will take remedial action if we discover non-compliance under this policy or barriers to equality and diversity.

    This document sets out our policy. It must be strictly adhered to unless there are legal limitations on employment to particular posts). Disciplinary procedure may be used in the case of a breach of our Policy






    It is the policy of Mindful Academy International to make every effort to provide a working and learning environment free from all forms of harassment and intimidation. It is against the policies of this organisation for any member of staff, student, graduate or client to harass another. Such conduct will not be tolerated. All members of staff, students, graduates and clients will be expected to comply with equality and diversity legislation and take appropriate measures to ensure that such conduct does not occur. Appropriate disciplinary action, including dismissal for serious offences, may be taken against a staff member who violates this policy and investigation will be made if a student, graduate or client is considered to have done so.

    Harassment is a form of unfair discrimination. Also, it may be unlawful behavior contrary to the Sex Discrimination Acts 1975 & 1986, or the Race Relations Act 1976. It is improper and inappropriate behavior which lowers morale and interferes with work effectiveness. Harassment may take many forms. It can range from extreme forms such as violence and bullying, to less obvious actions like ignoring someone at during a course. Whatever the form of harassment, it will be unwanted behavior which is unwelcome and unpleasant affecting the dignity of women and men during training. Forms of harassment may include:-

    • Physical contact ranging from touching to serious assault.
    • Verbal and written harassment through jokes, offensive language, gossip and slander, sectarian songs, letters and so on
    • Visual display of posters, graffiti, obscene gestures, flags, bunting and emblems
    • Isolation or non-co-operation at work, exclusion from social activities
    • Coercion ranging from pressure for sexual favors to pressure to participate in religious/political groups or unions
    • Intrusion by pestering, spying, following and unwanted telephone calls emails, social networking postings.

    Wherever possible, any member of staff or any student, graduate or client who believes that he or she has been the subject of harassment should in the first instance ask the person responsible to stop the harassing behavior. If the harassment continues or some detrimental consequence results, a complaint under the companies grievance procedure should be made.

    It should be noted that every member of staff should be protected from intimidation, victimisation or discrimination for filing a complaint or assisting in an investigation. Any retaliation against an individual who has complained about harassment or is assisting in an investigation, may constitute serious disciplinary offence.