EDI Policy

1. Introduction & Commitment

Brity Group Limited ("we", "us", "our", or "Brity") is committed to promoting equality, valuing diversity, and fostering an inclusive environment in all aspects of our business.

We believe that everyone deserves to be treated with dignity and respect, regardless of their background or personal characteristics. This policy reflects our dedication to creating a welcoming and supportive environment for our staff, trainers, learners, customers, and partners.

2. Scope of This Policy

This policy applies to:

• All employees and workers: Including full-time, part-time, temporary, and agency staff
• Trainers and instructors: Both employed and contracted freelance trainers delivering courses on our behalf
• Learners and course attendees: All individuals attending our training courses
• Customers and clients: Organisations and individuals booking training services
• Suppliers and partners: Third parties we work with in delivering our services
• Job applicants: All candidates applying for positions with us

This policy covers all aspects of our operations, including recruitment, training delivery, assessment, customer service, and workplace conduct.

3. Legal Framework

This policy has been developed in accordance with UK equality legislation, including:

• Equality Act 2010: The primary legislation protecting individuals from discrimination in the workplace and in access to services
• Human Rights Act 1998: Protecting fundamental rights and freedoms
• Employment Rights Act 1996: Providing protections for employees
• Public Sector Equality Duty: Applicable when delivering services to public sector clients

We are committed to meeting and exceeding our legal obligations under these laws.

4. Protected Characteristics

Under the Equality Act 2010, it is unlawful to discriminate against someone because of a "protected characteristic". We are committed to ensuring no individual is treated less favourably because of:

5. Our Commitments

We are committed to:

In Training Delivery

• Providing equal access to all training courses regardless of protected characteristics
• Using inclusive language and examples in all training materials
• Ensuring course content is accessible and adaptable to different learning needs
• Representing diversity in our training materials and case studies
• Creating a safe learning environment where all learners feel comfortable participating

In Assessment

• Applying fair and consistent assessment criteria to all learners
• Making reasonable adjustments to assessments where needed
• Ensuring assessors are trained in equality and unconscious bias
• Providing clear and transparent feedback

In Employment

• Recruiting, promoting, and developing staff based on merit
• Providing equal pay for equal work
• Offering flexible working arrangements where possible
• Supporting staff development and career progression for all

In Customer Service

• Treating all customers with respect and dignity
• Providing accessible communication channels
• Responding promptly and fairly to all enquiries and complaints

6. Zero Tolerance Statement

Types of Prohibited Conduct

• Direct discrimination: Treating someone less favourably because of a protected characteristic
• Indirect discrimination: Applying a policy or practice that disadvantages people with a protected characteristic without objective justification
• Harassment: Unwanted conduct related to a protected characteristic that creates an intimidating, hostile, degrading, humiliating, or offensive environment
• Victimisation: Treating someone unfairly because they have made or supported a complaint about discrimination
• Bullying: Offensive, intimidating, or insulting behaviour that undermines, humiliates, or injures the recipient

Any policy, practice, or requirement that may have a disproportionate impact on individuals with protected characteristics will only be applied where it can be objectively justified as a proportionate means of achieving a legitimate aim.

Consequences

Any staff member, trainer, or learner found to have engaged in discriminatory behaviour may face disciplinary action, which could include dismissal, termination of contract, or removal from a course without refund, where permitted under our Terms & Conditions.

7. Equal Access to Training & Assessment

We are committed to ensuring that all individuals have equal opportunity to access our training courses and assessments, subject only to legitimate course requirements.

Course Eligibility

Some courses have specific eligibility requirements (such as minimum age) that are set by awarding bodies or regulatory requirements. These requirements are:

• Clearly communicated before booking
• Applied consistently to all applicants
• Objectively justified and proportionate
• Regularly reviewed to ensure they remain necessary

Physical Requirements

Many first aid courses include practical elements (such as CPR and casualty handling). We will:

• Clearly explain physical requirements before booking
• Discuss individual needs and potential adjustments
• Provide alternative methods of demonstrating competence where possible
• Work with awarding bodies to find solutions

8. Reasonable Adjustments

We have a duty under the Equality Act 2010 to make reasonable adjustments for disabled people to ensure they are not substantially disadvantaged when accessing our services.

Examples of Adjustments We May Provide

• Accessible venue selection for wheelchair users
• Large print or alternative format course materials
• Additional time for written assessments
• Use of assistive technology
• Breaks during training sessions
• One-to-one support where feasible
• Sign language interpretation (with advance notice)
• Modified practical techniques where competence can still be demonstrated

Requesting Adjustments

We encourage learners to inform us of any additional needs at the time of booking or as soon as possible. This allows us to plan and implement appropriate adjustments. Please contact us at info@brity.co.uk to discuss your requirements.

All requests are treated confidentially and assessed on a case-by-case basis. While we will make every reasonable effort to accommodate needs, some adjustments may not be possible due to course requirements or practical constraints.

9. Responsibilities

Management Responsibilities

• Championing equality, diversity, and inclusion throughout the organisation
• Ensuring this policy is communicated, implemented, and monitored
• Providing appropriate training to staff and trainers
• Taking prompt action on any concerns or complaints
• Reviewing and updating this policy regularly

Staff & Trainer Responsibilities

• Treating all colleagues, learners, and customers with dignity and respect
• Promoting an inclusive environment in all interactions
• Challenging inappropriate behaviour when witnessed
• Reporting any concerns about discrimination or harassment
• Completing equality and diversity training as required

Learner Responsibilities

• Treating trainers, other learners, and staff with respect
• Contributing to an inclusive learning environment
• Refraining from discriminatory, harassing, or offensive behaviour
• Informing us of any additional needs that may require adjustments

Further behavioural expectations are set out in our Code of Conduct.

10. Raising Concerns

We take all concerns about equality, diversity, and inclusion seriously. If you experience or witness any form of discrimination, harassment, or victimisation, we encourage you to raise the matter with us.

How to Report

• During training: Speak to your trainer or course coordinator immediately
• By email: Contact us at info@brity.co.uk
• In writing: Write to us at our registered office address

What Happens Next

• All concerns are treated confidentially
• We will acknowledge receipt of your concern within 2 working days
• An appropriate manager will investigate the matter
• We will keep you informed of progress and outcomes (subject to confidentiality)
• We will take appropriate action based on our findings

Protection from Victimisation

No one will be treated less favourably for raising a genuine concern about discrimination or for supporting someone else in doing so. Victimisation is itself a form of discrimination and will be treated as a serious matter.

11. Monitoring & Review

We are committed to continuously improving our equality, diversity, and inclusion practices.

• This policy is reviewed annually and updated as needed
• We monitor the diversity of our learners and staff (on an anonymised basis)
• We analyse feedback and complaints for equality-related issues
• We track the outcomes of our EDI initiatives
• Senior management receives regular reports on EDI matters

All diversity monitoring data is collected and processed in accordance with our Data Protection and Privacy Policy.

12. Contact Us

If you have any questions about this policy, need to request reasonable adjustments, or wish to raise a concern, please contact us:

This policy should be read alongside our Terms & Conditions and Privacy Policy.