Policy Statement
iSales welcomes learners and staff from all backgrounds and communities, and we guarantee that you will be treated fairly and with dignity and respect while you are with iSales. It’s not where you come from, but where you are going that is important while you study or work here. We recognise individual needs, situations and goals, and will work with you towards removing the barriers to what you can do and what you aspire to be.

Our Commitment
We believe in creating an inclusive learning environment; it’s an essential part of our culture. We expect all our employees to treat each other equally, honestly and with respect. We have zero tolerance of discrimination, harassment or bullying of any kind. This includes on the grounds of age, race, gender, marital status, disability, religion or belief, gender re-assignment, sexuality or on any other grounds, including association.

We are committed to promoting a culture where diverse perspectives can help drive success for individuals and groups. iSales Academy is here to help our learners achieve their ambitions, whether through learning or employment. We want you to aim high and do well. We do not want anything to stand in your way, so we will provide a wide range of support for those who need it. The support you need to make progress will be provided without question; this is your entitlement.

All staff and learners are expected to:

  • Treat all individuals fairly, and with dignity, and to respect different styles, skills and cultures
  • Promote a work and education culture in which diversity is highly valued and embedded
  • Ensure zero tolerance of all forms of discrimination, bullying and harassment
  • Takes steps to resolve personal conflict as early, fairly and amicably as possible

All stakeholders (including learners, staff, contractors and partners) are subject to this policy and those related to it. Learners and staff will receive regular training, updates and information. We will review our practices to ensure we continually implement best practice and remove any barriers that could restrict access to individuals or groups.

If you believe you have been discriminated against in any way, you can use the iSales Academy Complaints Procedure. If you are a member of staff, there are informal and formal routes including policies you can access to resolve any concerns and to get a quick and just resolution. All complaints will be taken seriously and dealt with fairly.

The diversity of our learners and staff is one of our great strengths; it contributes to the atmosphere and ethos of iSales Academy in which we expect to provide you with the environment to enjoy working and learning.

1. Introduction
This Equality, Diversity and Inclusion policy is underpinned by the Equality, Diversity and Inclusion objectives and impact measures. iSales Academy seeks to ensure that it is free from unlawful discrimination and promotes diversity across all of its activities.

2. Legal Framework
This policy recognises the requirements and general duties of the Equality Act (2010) by public authorities to:

  • Remove or minimise disadvantages experienced by people who share a protected characteristic
  • Take steps to meet the needs of people who share a protected characteristic
  • Encourage people with protected characteristics to participate in public life in other activities where their participation is low

In addition, to have due regard to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
  • Advance equality of opportunity between people who share a protected characteristic and those who do not
  • Foster good relations between people who share a protected characteristic and those who do not

The general equality duties will be fulfilled by iSales Academy, when exercising its functions as follows:

  • Discrimination is recognised as when a person is treated less favourably than another person because of a protected characteristic they have or are thought to have. It is also recognised as potentially occurring through association with another individual who may be discriminated against because of their protected characteristic.
  • Harassment is recognised as unwanted behaviour that has the purpose or effect of violating a person’s dignity or creating a degrading, humiliating, hostile, intimidating or offensive environment.
  • Victimisation is recognised when a person experiences disadvantage because they have supported someone in making a complaint or an allegation of discrimination, or because they personally have made an allegation of discrimination.
  • Disability is recognised as ‘a physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. This is recognised to include not just people with obvious physical disabilities, visual or hearing impairments, but also people with dyslexia, diabetes, epilepsy, mental health conditions or long-term illnesses that are now in remission.

3. Equality, Diversity and Inclusion Objectives
Equality, Diversity and Inclusion objectives and impact measures (EDIMs) targets are set on the basis of analysis of the learner and staff data which relates to enrolments, recruitment, absence, retention, achievement, success, and behaviour. These are set and monitored through the Self-Assessment and Quality Improvement Action Plan monitoring activities to ensure that equality is embedded in quality-monitoring activities.
The equality objectives are:

  • Monitor gaps in success rates between groups including all protected characteristics
  • Provide Equality, Diversity and Inclusion update training including the new prevent Duty (2015) for staff and apprentices
  • Develop management reports which allow the monitoring of protected characteristics to improve performance and the employee experience.

4. Monitoring, Reporting Performance

  • The Managing Director will review performance against its EDIMs. Key learner performance indicators are monitored regularly. These include applications, enrolments, retention, achievement and outcomes.
  • Regular monitoring and reporting of associated policies and procedures also takes place on a scheduled basis as detailed within iSales Academy’s Quality Assurance Plan. This includes a wide range of activities; for example, managing learner behaviour, safeguarding, additional learning support, staff Grievance and Disciplinary policies and the Complaints Policy.
  • Equality, Diversity and Inclusion practice is continually reviewed by staff and learners. Involvement with employees takes place through a number of mechanisms, including new employee induction, training, and development, and also on an ad hoc basis, as and when required. Learners and employers are involved in the development and review of equality and diversity policy and practices through surveys.
  • iSales Academy’s work in relation to Equality, Diversity and Inclusion will, wherever possible, be measured against external benchmarks.

5. Reviewing the Policy & Staff Training
This policy is reviewed fully at least annually by the HR & Recruitment Manager.
All staff are invited to contribute to the review of the policy including the setting of new objectives and to receive regular training on Equality, Diversity and Inclusion, and how to implement this policy.

Version last updated: June 2025