1. Introduction
RADD Training Limited (“RADD Training”) recognises that promoting equality, diversity and inclusion is essential to delivering high-quality, culturally appropriate training and support services. We are committed to practices that offer equality of opportunity to all colleagues, freelancers, learners/delegates, and service users.
We aim to create an environment where everyone is treated with dignity and respect, and where discrimination, harassment, bullying, intimidation, abuse and victimisation are not tolerated.
This policy applies across all services delivered by RADD Training, including classroom, on-site and online training, assessment, consultancy, and all business operations.
2. Policy statement
RADD Training will:
- Provide a non-discriminatory, high standard of service to colleagues, learners/delegates and service users, operating within relevant legislation.
- Consult, develop, plan and deliver services that are accessible to all, and (where required) make reasonable adjustments to respond to individual needs.
- Use our influence to promote equality through our services and practices, and ensure all forms of discrimination and harassment are challenged.
- Make informed and fair decisions in relation to recruitment, selection, promotion, training and development, based on role requirements and competence.
3. Scope
This policy applies to:
- Employees, directors and office-based staff
- Freelance trainers/assessors and contractors working on behalf of RADD Training
- Learners/delegates and prospective learners
- Clients and service users
- Visitors to our premises and anyone interacting with RADD Training services
This policy applies to conduct:
- At RADD Training premises and training sites
- During delivery of training/assessment (including practical areas)
- Online (including email, learning platforms, social media interactions related to service delivery)
- At work-related events and client sites
4. Legal framework and protected characteristics
RADD Training is committed to complying with applicable equality legislation, including the Equality Act 2010.
Under the Equality Act 2010, the protected characteristics are:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race (including colour, nationality, and ethnic or national origins)
- Religion or belief (including lack of belief)
- Sex
- Sexual orientation
RADD Training will not treat any person less favourably, or apply practices that disadvantage them, because of a protected characteristic.
5. Definitions
- Direct discrimination: treating someone less favourably because of a protected characteristic.
- Indirect discrimination: applying a policy or practice that appears neutral but disadvantages a group with a protected characteristic, without objective justification.
- Harassment: unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
- Victimisation: treating someone unfairly because they have made, or supported, a complaint under this policy.
- Reasonable adjustments: practical changes to remove barriers for disabled people (and, where appropriate, to support other needs), enabling fair access to work, training and services.
6. Responsibilities
6.1 Managing Director
The Managing Director is responsible for ensuring:
- This policy is implemented, communicated and monitored
- Colleagues and freelancers understand the standards expected and comply with them
- Decisions and changes to services consider potential equality impacts
- Appropriate action is taken where behaviour falls below the required standard
- Reasonable adjustments are considered and implemented where appropriate
6.2 All colleagues, freelancers and contractors
All colleagues, freelancers and contractors must:
- Treat others with dignity and respect
- Behave in a fair, inclusive and non-discriminatory manner
- Challenge inappropriate behaviour where safe to do so, and report concerns promptly
- Cooperate with investigations and maintain confidentiality
6.3 Learners/delegates and service users
Learners/delegates and service users are expected to:
- Treat others with dignity and respect
- Follow site rules and codes of conduct
- Not engage in harassment, bullying, intimidation, discrimination or abusive behaviour
7. Reasonable adjustments and accessibility
RADD Training will take reasonable steps to remove barriers and support access to training and services.
Examples may include:
- Adjustments to training materials (format, font size, colour contrast)
- Additional time or alternative assessment arrangements (where awarding body rules allow)
- Physical access arrangements at venues
- Support for communication needs (e.g., written instructions, quieter spaces where possible)
Learners/delegates and colleagues are encouraged to disclose any support needs as early as possible so adjustments can be planned.
8. Recruitment, selection and progression
RADD Training will:
- Use fair, consistent recruitment and selection processes
- Base decisions on role requirements, competence and suitability
- Provide equal access to training and development opportunities
9. Reporting concerns and complaints
RADD Training actively encourages colleagues, freelancers and learners/delegates to report any incident or concern, however minor it may seem.
Reports can be made:
- Internally (staff/freelancers): to the Managing Director (or another nominated manager where appropriate)
- Learners/delegates: to the trainer/assessor in the first instance, or directly to the Managing Director
All reports will be taken seriously and handled sensitively.
Where a concern relates to:
- Safeguarding or welfare, it will be escalated immediately in line with safeguarding arrangements.
- Formal complaints, it will be managed under the RADD Complaints Policy.
10. Investigation and outcomes
RADD Training will investigate reported incidents promptly and fairly, giving all parties the opportunity to explain what happened.
Where a breach of this policy is found, proportionate action will be taken.
Possible outcomes may include:
- Informal resolution and guidance
- Additional training or supervision
- Verbal or written warnings (for staff/freelancers)
- Removal from delivery/contract termination (for freelancers/contractors)
- Learner disciplinary action up to and including removal from a course (where appropriate)
11. Monitoring and continuous improvement
RADD Training will review feedback from colleagues, learners/delegates and service users and use it to improve accessibility and inclusivity.
We will periodically review this policy to ensure it remains effective and aligned to legislation and good practice.
12. Document control
| Approved By: | Chrisy McLeod – Division Director |
| Version: | v2 |
| Issue date: | 23/02/2026 |
| Last Review: | 23/02/2026 |
| Review date: | 22/02/2027 |