Equality and Diversity Policy

Purpose and Scope

TESS Group is committed to creating an inclusive environment where all apprentices, learners, employers, and staff are treated with fairness, dignity, and respect. This policy sets out our commitment to equality and diversity in all aspects of our operations.

We recognise that discrimination, harassment, and bullying undermine these principles and will not be tolerated. This policy applies to all apprentices, learners, staff members, employers, visitors, and anyone engaged with TESS Group.

Legislative Framework

This policy is underpinned by the Equality Act 2010, which protects individuals from discrimination based on nine protected characteristics:

• Age
• Disability
• Gender Reassignment
• Marriage and Civil Partnership
• Pregnancy and Maternity
• Race
• Religion or Belief
• Sex
• Sexual Orientation

TESS Group also recognises its obligations under the Public Sector Equality Duty, which requires us to advance equality of opportunity and foster good relations between different groups.

TESS Values: CRIB

Our Objectives

TESS Group has established four key objectives for promoting equality and diversity:

1. Encourage Active Anti-Discrimination - Foster a culture where everyone takes responsibility for recognising and preventing discrimination
2. Promote Equality of Opportunity - Ensure all apprentices and learners can access training, support, and assessment on an equal basis
3. Deter Unlawful Behaviour - Make clear that discrimination, harassment, and bullying will result in disciplinary action
4. Demonstrate Visible Support - Show consistent commitment through policies, training, resources, and visible leadership action

Promotion and Communication

We promote equality and diversity through:

• Induction and onboarding processes that emphasise our commitment to equality
• Quarterly equality and diversity events and awareness campaigns
• Regular surveys and feedback mechanisms to monitor workplace culture
• Integration of equality principles into all policies, procedures, and decision-making
• Visibility of this policy through our website and apprentice/learner materials

Training and Development

All staff members receive equality and diversity training from their first day of employment. This training includes:

• Overview of protected characteristics and the Equality Act 2010
• Types of discrimination and how to recognise them
• Responsibilities in recruitment, apprenticeship delivery, and assessment
• Reporting procedures for concerns or complaints
• Creating an inclusive learning environment

Ongoing training is provided through continuous professional development (CPD), one-to-one discussions, and observations. Staff competence and understanding of equality principles are monitored and reviewed regularly.

Equality in Recruitment and Delivery

TESS Group ensures equality principles are embedded throughout:

• Recruitment - Job descriptions, person specifications, and selection processes are fair and non-discriminatory
• Apprenticeship Delivery - All apprentices receive training and support regardless of protected characteristics
• Employer Engagement - We work with employers to promote fair treatment and diversity in the workplace
• Teaching, Learning and Assessment - Content and methods are inclusive and accessible; assessment is valid and fair for all learners

Forms of Discrimination

Direct Discrimination

Indirect Discrimination

Victimisation

Harassment and Bullying

TESS Group is committed to a working and learning environment free from harassment and bullying. Both are forms of discrimination and are entirely unacceptable.

Harassment

Harassment is unwanted conduct that:

• Relates to a protected characteristic, or
• Is of a sexual nature, or
• Creates an intimidating, hostile, degrading, humiliating, or offensive environment

Harassment can be physical, verbal, written, or digital. Examples include:

• Offensive jokes or comments based on protected characteristics
• Unwanted physical contact or comments about appearance or body
• Exclusion from social activities based on protected characteristics
• Displaying offensive materials (posters, images, communications)
• Repeated unwanted advances or persistent invitations after refusal
• Bullying behaviour that undermines dignity or creates a hostile environment

Sexual Harassment

TESS Group has a zero-tolerance approach to sexual harassment. Sexual harassment includes unwanted conduct of a sexual nature in any form. This includes:

• Unwanted comments, jokes, or banter of a sexual nature
• Unwanted physical contact
• Requests for sexual favours
• Sharing of sexual images or materials
• Behaviour that creates a sexual or hostile environment

Sexual harassment from colleagues, managers, third parties (such as customers or employers), or through digital platforms will result in immediate investigation and appropriate disciplinary or legal action.

We are committed to:

• Providing safe and confidential reporting channels
• Investigating all complaints promptly and thoroughly
• Supporting those affected with appropriate measures (including time off, risk assessments, and counselling)
• Holding perpetrators accountable through disciplinary action or legal proceedings
• Preventing third-party harassment through clear communication with employers and clients

Bullying

Bullying is repeated, unreasonable behaviour directed towards an individual that creates a risk to health and safety or a hostile environment. All staff and apprentices must treat each other with respect and are encouraged to report any bullying concerns.

Marriage and Civil Partnership

TESS Group recognises the rights and dignity of those in marriages and civil partnerships. We will not discriminate against individuals based on their marital or civil partnership status in recruitment, progression, or any aspect of our operations.

Offensive Materials

TESS Group prohibits the display or distribution of offensive materials including posters, images, emails, or other communications that demean or stereotype individuals based on protected characteristics. Such materials will be removed immediately and may result in disciplinary action.

False Accusations

TESS Group recognises that false accusations of discrimination or harassment can cause serious harm. While we take all complaints seriously and investigate thoroughly, we also recognise the distinction between a complaint that is not upheld after investigation and a malicious or false complaint. Deliberately making false accusations may result in disciplinary action.

Right to Support and Advice

Any individual who experiences discrimination, harassment, or bullying has the right to:

• Confidential advice and support from management or designated personnel
• Access to counselling services
• A fair and confidential investigation
• Freedom from victimisation
• Appeal against decisions if they believe the outcome is unfair

Positive Action and Tackling Stereotyping

TESS Group is committed to challenging gender stereotyping, particularly in apprenticeships where certain sectors are dominated by one gender. We actively promote equality of opportunity and encourage applications from underrepresented groups through targeted outreach, mentoring, and support.

Roles and Responsibilities

Senior Leadership Team

The Senior Leadership Team is responsible for setting the tone, ensuring compliance, reviewing policy effectiveness, and taking action to address any systemic issues identified through monitoring data.

Managers and Supervisors

All managers are responsible for embedding equality principles in their teams, addressing concerns promptly, modelling inclusive behaviour, and ensuring their decisions comply with equality legislation.

All Staff

All staff members have a responsibility to treat everyone with respect, challenge discriminatory behaviour when they witness it, report concerns, and participate in training.

Apprentices and Learners

Apprentices and learners are expected to treat each other and staff with respect and to report any discrimination, harassment, or bullying they experience or witness.

Monitoring and Analysis

TESS Group monitors equality and diversity through:

• Quarterly analysis of apprentice and learner data by protected characteristic (participation, achievement, retention)
• Regular discussion by the Senior Leadership Team of emerging patterns or concerns
• Annual review of this policy and associated procedures
• Staff and apprentice feedback through surveys and engagement mechanisms
• Monitoring of complaints data

This data informs our equality objectives and helps us identify areas for targeted action.

Complaints and Grievances

Anyone who believes they have experienced discrimination, harassment, or bullying can make a formal complaint. The process is:

1. Raise a Concern - Speak with a manager, HR contact, or designated personnel
2. Formal Complaint - If informal resolution is not possible, submit a formal written complaint
3. Investigation - A fair and impartial investigation will be conducted
4. Outcome - You will be informed of the outcome and any action taken
5. Appeal - If you are unhappy with the outcome, you have the right to appeal

All complaints will be handled confidentially and promptly. We are committed to ensuring no one is victimised for making a complaint or supporting a colleague's complaint.

Vicarious Liability

TESS Group recognises that it can be held legally responsible (vicariously liable) for discriminatory conduct by staff or agents, even if such conduct occurs without the organisation's knowledge or approval. We therefore have a responsibility to establish robust policies, training, and monitoring to prevent discrimination from occurring in the first place.

Compliance and Disciplinary Action

Breach of this policy may result in disciplinary action, up to and including dismissal for staff or termination of apprenticeship for learners. Criminal conduct (such as harassment or assault) will be reported to the appropriate authorities.

Review and Monitoring

This policy is reviewed annually and updated as necessary to reflect changes in legislation, best practice, and feedback from our community. A formal review is conducted by the Senior Leadership Team, with consultation from staff and apprentices where appropriate.

Last Updated: March 2026 | Next Review: March 2027