Date Established: January 2020
Review Date: Sept 2021
Next Review Date: Sept 2022
Person Responsible: Head of Quality and Standard
Centre Name: The Dare2Dream Foundation

Introduction

This policy describes the way in which The Dare2Dream Foundation will meet the requirements of the Equality Act 2010. This Act replaced all previous equality
legislation such as the Race Relations Act, the Disability Discrimination Act and the Sex Discrimination Act. The policy will be applied to all staff and learners, as well as any volunteers working across the organisation.

Access

Employees, young people and volunteers are made aware of the existence of this policy and where it can be accessed.

This policy is reviewed annually.

Policy Statement

The Dare2Dream Foundation will adhere to the requirements of the Equality Act 2010 by not discriminating against learners, staff, volunteers or anyone involved in external agencies the organisation may be working with on the grounds of:

1. sex, race, disability, religion or belief or sexual orientation. In addition, there will be
   no discrimination against:
   1. pregnant females or new mothers
   2. staff, learners or volunteers undergoing gender re-assignment
   3. young people due to the behaviour of their parents and/or siblings

When recruiting staff, health related questions will not be asked until after a job offer is made, and then, only if it is necessary for the role.

The Dare2Dream Foundation may decide to use the ‘Positive Action’ clause of the Equality Act 2010, which allows for the setting up of courses specifically for a certain group, such as Afro-Caribbean boys or Roma children. (Previously, this could have been considered discriminatory.)

It is expected that every person in the organisation will make a positive contribution to this policy, namely:

1. All staff whether paid or voluntary
2. All visitors to The Dare2Dream Foundation
3. All young people supported by The Dare2Dream FoundationIn addition, The Dare2Dream Foundation will:
   1. ensure that the services it provides are accessible to all and endeavour to positively encourage and benefit people from disadvantaged groups
   2. supply specialist aids and facilities to enable disabled people
   3. monitor any issues that arise within the organisation and take appropriate action, fully supporting any person in the organisation who is faced with
      prejudice or discrimination
   4. undertake an annual evaluation process to ensure that the policy is clear, in keeping with current legislation and being adhered to
   5. treat seriously any breaches of the policy, regarding them as misconduct which may lead to disciplinary proceedings

Complaint Procedure

Stage 1
Any person who experiences, witnesses or is reasonably led to believe that this Equal Opportunities Policy has not been respected, should immediately
bring the situation to the attention of the CEO. The person responsible for this breach will be reminded of the existence and purpose of this policy, and
asked to adhere to the policy.

Stage 2
If the person continues behaving in an unacceptable manner, the matter will be referred to the CEO who will decide the best course of action.
This may result in:

1. a warning being issued
2. a disciplinary
3. a referral to a higher level of authority

Stage 3
The offending person has the right to appeal. He/she can write to The Dare2Dream Foundation. The decision of the CEO will be final.