Equality, Diversity & Inclusion Policy

HWGTA believe that equality, diversity and inclusion are an integral part of our operations and vital to our long-term success as both a training provider and an employer.  We will meet and aim to exceed our obligations under the Equality Act 2010.  We will ensure that opportunities provided are equal to all, that we value diversity and promote a culture of inclusion and that this shall extend to our staff, apprentices, course delegates and anyone affected by our operations. 

We will provide a learning and working environment that is safe, secure, friendly and purposeful and will be without prejudice or discrimination to enable all to operate and achieve to their full potential.

Equality, Diversity and Inclusion is fully supported and governed by the Board of Trustees.  The Chief Executive and Senior Management Team are responsible for the implementation and review of this policy. We shall achieve this through the measures and objectives set out in this policy.


The purpose of this document is to confirm our commitment to ED&I, identify the key principles, communicate our expectations and provide a framework to set and achieve our objectives. This policy is applicable to all people who apply to the Association, who study or work at the Association or who are associated with or served by the Association, irrespective of:

•   age

•   disability

•   gender reassignment

•   marriage and civil partnership

•   pregnancy and maternity

•   race

•   religion or belief

•   sex

•   sexual orientation

Each employee and learner of the Association has an obligation to promote an equal, diverse and inclusive environment.  As an employee or learner, everyone has a duty to observe and apply this policy at all times.

Promotion, Engagement and Staff Training

The following areas will seek to promote and engage E, D & I,  to staff learners and employers:

  • Staff induction
  • Learner induction
  • Bimonthly Newsletters to staff and learners
  • Biannual Newsletters to employers and other customers
  • Learning reviews – reinforcement questions
  • Social Media Posts
  • Posters at training sites
  • Embedded promotion to learners from training staff during the training programme
  • A member of the SMT is given responsibility for leading and championing this area

The following activities are designed to train staff on E,D & I:

  • Staff induction
  • Bimonthly Newsletters to staff to highlight key areas and reinforce the fundamental facts
  • Ongoing Staff CPD programme
  • Annual E, D and I statistical analysis
  • Staff meeting updates

Our key principals are:

  • To create and promote a positive and respectful culture in which individual differences and the contributions of all staff and learners are recognised.
  • To promote equality of opportunity for all learners and staff and understand that being different is positive and that individual characteristics and diversity lead to broader thinking and learning.
  • To raise awareness and increase understanding among staff and learners of equality, diversity and inclusion in education, the workplace and wider society through a programme of induction and regular training and awareness programmes.
  • Ensure that training, development and progression opportunities are available to all staff and learners and diversity of staff and learner cohort is welcomed and encouraged.
  • Every employee and learner is entitled to an environment that promotes dignity and respect to all. No prejudice, intimidation, bullying or harassment will be tolerated. (See Bullying and Harassment Policy)
  • Promote apprenticeships to as wide an audience as possible including those from under-represented groups.
  • To effectively use the principles of E, D and I when carrying out staff recruitment and selection.
  • To meet our duties under the Government’s “Prevent” Agenda and take steps to ensure every employee and learner is protected from the risk of radicalisation, whilst at the same time supporting Freedom of Speech and Democracy. (See Prevent Policy)
  • To ensure all our training materials, policies and procedures consider and embrace all aspects of equality and do not discriminate against anyone.
  • The Association will ensure, so far as is reasonably practicable, that each associate or sub-contracted training provider used, complies by current legislation with regard to equality of opportunity.
  • To provide reasonable adjustments where disabled staff, learners or visitors personally experience substantial disadvantage in comparison with non-disabled people. These will be arranged at individual level and where this involves a learner, we will ensure that learning outcomes are met without academic standards being compromised.


Implementation, Monitoring and Review

This policy will be implemented by:

  • Establishing and achieving a set of objectives to enable the policy to be effectively implemented under the control of the Commerce Operations Manager.
  • Continual development of training activities for staff and learners.
  • Aligning our ED&I policy with our Quality Improvement Plan

The effectiveness of the policy will be monitored using: internal audit and self-assessment; learner, employer and staff surveys; analysis of data; an annual ED&I report and complaints received under this or any related policy. 

ED&I review forms part of our regular management meetings. 

Review of this policy will be carried out annually or on demand in the case of a change of legislation or any event that requires it.