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Equality, Diversity and Inclusion Policy

  1. Introduction

At The DoGenius Institute, we are committed to fostering a culture of equality, diversity, and inclusion in all aspects of our operations. This Equality and Diversity Policy outlines our dedication to creating an inclusive environment in which all individuals, regardless of background, characteristics, or circumstances, are treated with respect, fairness, and dignity.

This policy reflects The DoGenius Institute’s commitment to fair treatment, lawful practice, and the removal of barriers to participation, learning, and employment.

  1. Purpose

The purpose of this policy is to:

  • Promote equality and diversity throughout the centre, including recruitment, employment, training, assessment, and service delivery

  • Prevent discrimination, harassment, and victimisation

  • Ensure that learners, employees, contractors, and other persons associated with the centre understand their rights and responsibilities under equality legislation

  • Support inclusive practice alongside related policies, including Safeguarding, Reasonable Adjustments and Admissions.

  1. Definitions

Equality: Equality means ensuring that individuals are treated fairly and are not disadvantaged because of protected characteristics, and that reasonable steps are taken to remove barriers to participation.

Diversity: Diversity recognises and values differences between individuals, including differences in background, experience, and personal characteristics.

Protected characteristics are those characteristics defined under the Equality Act 2010, namely:

  • Age

  • Disability

  • Gender reassignment

  • Marriage and civil partnership

  • Pregnancy and maternity

  • Race (including colour, nationality, ethnic or national origin)

  • Religion or belief

  • Sex

  • Sexual orientation

  1. Policy Statement

Commitment to Equality: The DoGenius Institute, is committed to promoting equality and does not tolerate discrimination, harassment, or victimisation on the basis of any protected characteristic.

Legal Compliance: The Organisation operates in accordance with UK equality legislation, including the Equality Act 2010.

Inclusive Environment: We aim to create an environment that values diversity and promotes dignity, respect, and inclusion for all.

Equal Opportunities: Equal opportunities are provided in relation to recruitment, employment, training, professional development, progression, assessment, and access to services.

Reasonable Adjustments: Reasonable adjustments will be made, where required, to remove substantial disadvantages experienced by learners, staff, or others with disabilities or additional needs, in line with the centre’s Fair Access to Assessment policy

  1. Roles and Responsibilities

Senior leadership is responsible for:

  • Promoting equality, diversity, and inclusion

  • Ensuring compliance with this policy

  • Allocating appropriate resources to support inclusive practice

  • Ensuring centre personnel receive proportionate and relevant training to support the effective application of equality, diversity, and inclusion principles in practice

All employees, contractors, Assessors, Tutors, and quality assurance staff are responsible for:

  • Treating learners and colleagues with respect and fairness

  • Completing mandatory training as required by centre leadership

  • Behaving in a manner consistent with this policy

  • Challenging inappropriate behaviour where safe and appropriate to do so

Learners and visitors are expected to engage respectfully with staff and fellow learners and to comply with centre policies.

  1. Reporting Concerns

Any concerns relating to discrimination, harassment, or victimisation should be reported promptly, using the appropriate route, which may include:

  • DGI Director

  • The centre’s complaints or whistleblowing procedures

Concerns will be handled sensitively and in accordance with relevant policies.

  1. Investigation and Outcomes

Where a concern is raised:

  • The centre will investigate the matter fairly and proportionately. Concerns should be made as early as possible and must be made in writing within 4 weeks of the date of the event that the concern refers to. As much detail as possible should be submitted along with any supporting evidence available. An initial response will normally be made within 5 working days, and a Director of The DoGenius Institute will appoint a representative of The DoGenius Institute to conduct the investigation. 

  • Appropriate action may include further guidance, training, mediation, or disciplinary action

  • Serious matters may be escalated in line with Safeguarding or Whistleblowing procedures

  • If violations are confirmed, appropriate disciplinary actions will be taken, which may include training, counselling, or, in severe cases, termination.

  • All parties will be treated fairly throughout the process.

  1. Training and Awareness

The centre will take reasonable steps to ensure that staff are aware of equality and diversity responsibilities and understand how this policy relates to their role. Training will be proportionate to role, responsibility, and risk.

  1. Monitoring and Review 

This policy is reviewed regularly to ensure it remains effective, relevant, and aligned with current legislation and awarding-organisation requirements.

Reviewed 25/05/2026