Equality & Diversity

Positive Pathways Electrolysis Ltd recognises that discrimination and victimisation are unacceptable. It is our aim to ensure that no student, employee or another representative of the organisation receives less favourable facilities or treatment (either directly or indirectly) on grounds of age, disability, gender/gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex, or sexual orientation (protected characteristics).


The Equality Act 2010 combined more than 116 pieces of equality legislation into one Act, providing a legal framework which tackles discrimination in respect of the following personal characteristics, which are protected.

It defines the behaviour that is unlawful under the Act as:

  • Direct discrimination;
  • Indirect discrimination;
  • Discrimination arising from disability;
  • Victimisation;
  • Harassment.


This policy should be read in conjunction with the following policies and procedures:

  • Appeals policy and procedures;
  • Reasonable Adjustments and Special Consideration policy and procedures.



It is important to ensure that Positive Pathways Electrolysis Ltd Centre does not discriminate against students with protected characteristics. Assuming a uniformity in students’ cultural, linguistic, religious or lifestyle experiences could result in college/centre, for example, indirectly discriminating against students from racial groups.

It is also important to try to avoid discriminating indirectly against students in the timing of examinations and assessments. For example, students may have difficulty attending examinations or assessments because of issues surrounding the side effects of medication, religious prayer times or festivals or caring responsibilities

This policy and the associated arrangements shall operate in accordance with statutory requirements, particularly the Equality Act 2010 https://www.gov.uk/equality-act-2010-guidance.


 Our Commitment

  • To create an environment in which individual differences and the contributions of all our learners are recognised and valued
  • Every employee and every learner is entitled to a working environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated
  • Training, development and progression opportunities will be available to all staff
  • To promote equality in the workplace and the learning environment
  • We will review 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
  • The policy document will be monitored and reviewed every five years or more frequently if required.


Responsibility of Management

Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the college Directors. The Directors will ensure that they and their staff operate within this policy and arrangements and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:

  • all their staff are aware of the policy and the arrangements, and the reasons for the policy
  • complaints/grievances concerning discrimination are dealt with properly, fairly and as quickly as possible
  • proper records are maintained and we comply with the General Data Protection Regulation (GDPR) Act and the associated policies.


Responsibility of Staff

Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:

  • comply with the policy and arrangements
  • not discriminate in their day-to-day activities or induce others to do so.
  • not victimise, harass or intimidate other staff or students or groups who have, or are perceived to have one of the protected characteristics
  • ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic
  • inform their manager if they become aware of any discriminatory practice.


Third Parties

Third-party harassment occurs when an employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. This organisation will not tolerate such actions against its staff, and the employee or other representative concerned should inform their manager or a senior member of staff, at once, that this has occurred.

The appointed person responsible for monitoring equality and diversity will fully investigate and take all reasonable steps to ensure such harassment does not happen again. The issues will be reported to the senior management team and the appropriate director level within the organisation.

Rights of People with Disabilities

This college/centre attaches particular importance to the needs of people with disabilities. Under the terms of this policy, managers are required to:

  • make reasonable adjustments to maintain the services of an employee or other representative opportunities who becomes disabled, for example, training, provision of special equipment, and reduced working hours. (NOTE:  managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment);
  • include disabled people in training/development programmes;
  • give full and proper consideration to disabled people who apply for jobs or for learning programmes, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job or the learning programme.


Appeals and Complaints

Students, employees and other college/centre representatives have a right to pursue a complaint concerning discrimination or victimisation via the college/centre Appeals and Complaints policy.

Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure.

Positive Pathways Electrolysis Ltd Policy Statement

  • We are committed to ensuring equality of opportunity in employment and access to services for all who work for or with it;
  • We value and celebrate differences in age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, sexual orientation, pregnancy and maternity;
  • We believe that all forms of prejudice and discrimination are unacceptable, and will strive vigorously to tackle these and to remove conditions which place people at a disadvantage;
  • We will work to eliminate unlawful direct and indirect discrimination;
  • We will provide equality of opportunity as an integral part of good practice;
  • We are committed to a working environment in which the contribution and needs of everyone are fully recognised and valued;
  • We will support staff and contractors in challenging any inappropriate, violent or abusive behaviour from colleagues, other individuals, organisations and customers.


At Positive Pathways Electrolysis Ltd we believe in transparency so many of our policies are available to download from our website including Complaints Policy, Health and Safety policy, Safeguarding Policy, E&D policy, Appeals Policy, Positive Pathways Electrolysis Ltd’s Code of Conduct and the GDPR policy


Those responsible within the centre are:

Deborah Jones

The centre agrees to comply with the health and safety policy as outlined above:

Signature: Deborah Jones

Position: Director

Date: 18/07/2022




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