Equality and Diversity Policy

Richard Charon BDS (T/A The RA Coach)

27.05.18

Dr. Richard Charon T/A The RA Coach ©

Equality and Diversity Policy

Policy

Equality and Diversity Policy

Effective Date

 

January 2018

 

Date Last Reviewed

New policy yet to be reviewed

Scheduled Review Date

January 2020

Supersedes

All previous policies and/or statements relating to Equality and Diversity

Owned by

 

The RA Coach ©

Monitored by

The RA Coach ©

 

Approved by

 

Dr. Richard Charon BDS

 

This policy is designed to be relevant to Post-graduate Dental Education and specifically in my/our role in providing training to dental professionals in the safe and effective use of Inhalation Sedation using dedicated equipment to administer titrated mixtures of Nitrous Oxide and Oxygen.

This policy is designed to prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010 and to ensure that:

The provision of places on courses and where relevant the subsequent work-based assessments are determined on the basis of capability, qualifications, experience and skills;

The issuing of attendance certificates, eCPD hours, summative and formative assessment are determined on the basis of capability, qualifications, experience, skills demonstrated during the courses.

The services provided to its users are based on the current standards and guidelines set by the GDC, IACSD (2015) and SDCEP (2017) and other relevant bodies and organisations required to promote good quality dental care.

Scope

Dr. Richard Charon T/A The RA Coach© seeks to apply this policy in the delivery of its Inhalation Sedation training services and in the provision of places, candidate selection, training, appraisal, development.



Policy statement 

Dr. Richard Charon T/A The RA Coach© is committed to achieving a working and assessment environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy* and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.

*Special note: In view of the need during training to be close to and potentially exposed to nitrous oxide, appropriate medical advice will be offered to female learners in the event they may be pregnant or trying to become pregnant.

This policy aims to remove unfair and discriminatory practices within the organisation and to encourage full contribution from its the diverse community of the dental profession.





 

 

Dr. Richard Charon T/A The RA Coach© is committed to actively

opposing all forms of discrimination and also aims to provide a service that does not discriminate against the users of its services individual candidates - in the means by which they access and use the services supplied.

We believe that all service users are entitled to be treated with respect and dignity.

Definitions

The Equality Act 2010 harmonises and replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995). The Equality Act ensures consistency in making workplaces fair environments, providing education and training that is fair, and to comply with the law.

The Equality Act 2010 covers the same groups that were protected by previous equality legislation age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity. The Act refers extended protection under the Equality Act.

Discrimination

Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.

Types of discrimination

Direct discrimination: Someone is treated less favourably than another because of their protected characteristic

 

 

Associative discrimination: Direct discrimination against someone because they associate with another person who possesses a protected characteristic

Discrimination by perception: Direct discrimination against someone because others think they possess a protected characteristic

Indirect discrimination: can occur when certain requirements, policies, conditions or practices that apply to everyone, disadvantages those with a particular protected characteristic

Harassment: When a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. Learners can now complain of behaviour they find offensive even if it is not directed at them.

Harassment by a third party: employers are potentially liable for harassment of their staff by people they do not employ.

Bullying: Bullying at work/in a class is where someone is intimidated, often in front of colleagues. In many instances it occurs where the victim is in a less senior position, but can be between peers. It is often linked to harassment where someone's behaviour is offensive, for example, where sexual or racist comments are made.

Victimisation: When a person is treated less favourably or badly because they have made or supported a complaint or grievance under the Equality Act 2010.

Unlawful Reasons for Discrimination

Sex:  This covers sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. A person must not be treated less favourably on any of these grounds. This applies to men, women and those undergoing or intending to undergo gender reassignment.

Sexual harassment of men and women can be found to constitute sex discrimination. For example, asking a woman during an interview if she is planning to have any (more) children, or what arrangements has she made for childcare, would constitute discrimination on the ground of gender.

Age A person must not be treated less favourably because of their age. This applies to people of all ages whether young or old.

Disability A disabled person must not be treated less favourably than a non-disabled person in education and training. Reasonable adjustments must be made to ensure that the disabled person has as much access to any services and ability as a non-disabled person.

Reasonable Adjustments

Education and training providers, have a duty to make reasonable adjustments to facilitate the education of a disabled person. This may include adjustments to premises, equipment or working practices. Some examples are:

1.   Re-allocating some or all of a disabled person’s duties ensuring  compatibility with compliance with current conscious sedation standards and patient safety in dentistry.

2.   Relocating a disabled student to a more suitable office or 
workstation 


3.   Giving a disabled student time off or rearranging their course for medical treatment or rehabilitation 


4.   Providing training or mentoring for a disabled learner.

5.   Supplying or modifying equipment, instruction and training 
manuals for disabled individuals.

 

 

In essence, Dr. Richard Charon T/A The RA Coach© should make any other adjustments that he considers reasonable and necessary, provided such adjustments are within financial means and feasibility of the business.

Dr. Richard Charon T/A The RA Coach© should be contacted by a service user who has a disability and feels that any such adjustments could be made by the organisation.

Race: This covers race, the colour of skin, nationality or ethnic origin. A person must not be treated less favourably than another person on any of these grounds.

Sexual Orientation: A person must not be treated less favourably because of their sexual orientation. For example, you cannot refuse to employ a person just because he or she is homosexual, heterosexual or bisexual.

Religion or Belief:  A person must not be treated less favourably because of their religious beliefs or their religion or their lack of any religion or belief.

Responsibilities

Dr. Richard Charon T/A The RA Coach© has overall responsibility for the effective operation of this policy and for ensuring compliance with the law relating to equality, diversity and discrimination including day-to-day operational responsibility for this policy.

Dr. Richard Charon T/A The RA Coach© must set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote his/it’s aims and objectives with regard to equal opportunities.

All employees, volunteers, subcontractors and agents of Dr. Richard Charon T/A The RA Coach© are required to act in a way that does not subject any other employees or service users to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.

The co-operation of any employees or volunteers is essential for the success of this policy.

Employees and volunteers may be held independently and individually liable for their discriminatory acts and may in certain instances be ordered by an Employment Tribunal to pay compensation to the person who has suffered as a result of discriminatory acts.

Dr. Richard Charon T/A The RA Coach© has the responsibility for reviewing this policy every two years and recommending any changes to the policy.