Equal opportunities policy

The Retail Academy recognise and accept all our responsibilities under the law. In particular, we believe discrimination, either direct or indirect as defined in law, is unacceptable and we will not tolerate it. In the same way, victimisation, as defined in law, is unacceptable and will not be tolerated by Retail Academy and any of its associated partners.

Although guided by law, our policyis not limited to the minimum standards imposed by law. We are committed to achieve best practice in the area of equal opportunities, irrespective of a person’s

  • Age
  • Colour
  • Disablement
  • Marital status
  • Race / ethnicity
  • Religion
  • Sex
  • Gender
  • Employment status
  • Sexual orientation
  • Nationality
  • Caring responsibility
  • Socio-economic status
  • Other unjustifiable factors

However, this list is not exhaustive as we will be proactive in all matters relating to equality of opportunity and diversity. We value and will celebrate the richness brought to the Retail Academy by our diverse partnership. We recognise and will seek to reflect the positive contributions brought by the variety of our partners.

Additionally, we recognise that despite our best intentions, circumstances may arise where we fail to provide an appropriate and professional service to people, consistent with the aims of this policy. We are committed to take action in such circumstances, through consultation with appropriate parties who can provide Retail Academy, associated partners and beneficiaries additional support in this area.

Responsibility

All members of Retail Academy will take responsibility for their actions.

Specifically:

  • The overall managerial responsibility for equal opportunities lies with the Chief Executive, who is accountable to the Retail Academy Board.
  • Each partner will undertake awareness raising activities
  • All confirmed domestic partners are responsible for ensuring that this Equal Opportunities policy is implemented.
  • The CEO is personally responsible for taking action in relation to equal opportunities, for monitoring the effectiveness of the policy and for ensuring appropriate provision of supportive personnel development.
  • All confirmed partners are responsible for ensuring that they act at all times in a way that is consistent with our equal opportunities policy. Individuals may be personally accountable should any complaint arise or should they be in breach of policy

Scope of the policy

The Retail Academy seeks to ensure equality of opportunity and treatment in relation to all of its activities.

We will seek to encourage the participation of partners from a variety of backgrounds, at various stages of their lives and careers, and with a wide range of qualifications and experience.

Monitoring and evaluation systems and review mechanisms will occur to ensure that there is real progress towards equality. Partners will be responsible for monitoring their practices. We will seek to ensure quality of opportunity and treatment in the recruitment, selection, retention, training and promotion of personnel, partners and beneficiaries at all levels, and the adoption of flexible patterns of working. Selection criteria and procedures will be designed, and outcomes monitored and reviewed, to ensure that personnel and partners are recruited and selected on the basis of their assessed merits and abilities. In addition, beneficiaries will be recruited and selected within the principles of the policy .We will take care to ensure that any individual wishing to participate is not discouraged or disadvantaged from doing so, by the adoption of any conditions or criteria which cannot be justified in terms of specific job/beneficiary/partner requirements. Finally, we will seek to attract, encourage and welcome applications from a wide range of people to enhance the diversity of the Academy.

Implementation

The RA will have a comprehensive approach to the policy that will include

  • High Level commitment
  • Assessment and consultation
  • Setting equality objectives and targets
  • Information systems and monitoring against targets
  • Achieving and reviewing outcomes

Retail Academy will take action to communicate this policy to all personnel, partners, beneficiaries, clients, contractors, suppliers and other stakeholders involved in its activities. We will continue to develop and implement programmes to ensure that all those involved have received appropriate training to enable them to fulfil their responsibilities under this policy.

In cases where some groups are already at a disadvantage special measures will be developed to provide equal opportunities to everyone in the community (for example, through the use of other languages, interpreters and through the use of accessible venues etc.).

Consultation with and involvement of a wide range of stakeholders will be essential for ensuring that our equal opportunities policy and practice is effective. We also need to ensure that we gain feedback to ensure that the practical impact of our policy and practice does not result in unintended or unfair discrimination or in consequences that are contrary to the aims of this policy.

Retail Academy will develop policies, codes of practice and guidance to deal with specific aspects of the implementation of this Policy. These developments will take place against this clear and published plan.

Responding to feedback

Retail Academy is committed to respond positively to constructive criticism and complaint in relation to any of its activities and in particular equal opportunities.

We recognise that making complaints and expressing concerns in relation to equal opportunities, or other matters, can be challenging. We will therefore develop specific advice and support mechanisms to enable people to put forward their concerns effectively.

We will take appropriate action to protect people from discriminatory behaviour. Allegations of discriminatory behaviour will be dealt with under the appropriate disciplinary or grievance procedure of partners.