ICON College of Technology and Management is committed to conform to the requirements of the

• Equal Pay Act (1970)
• Sex Discrimination Act (1975)
• Race Relations Act (1978)
• Disability Discrimination Act (2005)
• Equality Act (2010)

The college whole-heartedly supports the principle of equal opportunities in staff, students and trainee recruitment, advice, guidance and employment. It opposes all forms of unlawful and unfair discrimination on the grounds of colour, race, age, ethnic, or national origin, gender, sexuality, marital status, political or religious affiliation and disability.

We believe that it is in our organisation’s and our students` best interests, as well as all of those who work with us, to ensure that all human resources, talents, skills and abilities which are available throughout the community are fully considered when recruiting staff students and trainees and when employment opportunities arise.

To this end, we are committed, wherever practicable and within the framework of the law, to be an equal opportunity employer, and will ensure that no employee’s job applications receive less favourable treatment than another’s on the grounds of gender, marital status, disability, religion, race, sexual orientation, age or background.

Every possible step will be taken to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, training, promotion and career management of staff, students and trainees, are based solely on objective, job-related criteria.


 

Action to implement the policy

In order to put this policy of equal opportunities into practice in the day-to-day operation of the college, we will:
• Maintain an action plan containing explicit, measurable and achievable objectives.
• Provide training and guidance for our recruitment consultants and those involved in management and personnel practices.
• Examine and keep under review procedures for recruitment, selection, promotion and training.
• Develop mechanisms for resolving grievances about alleged unfair discrimination or harassment.
• Identify any scope for using lawful positive action for training and encouragement, and, where possible, implement the necessary arrangements.
• Review and, if necessary, revise the policy on a regular basis.
Senior managers fully support this policy statement. All employees, agents and students are responsible for playing their part in achieving its objectives.


 

Particular assessment requirements

The college recognises that it must provide open access to BTEC qualifications for students who may be eligible for particular assessment adjustment by reason of disability, illness, injury or indisposition.

In the case of students with disabilities or difficulties, steps will be taken to undertake reasonable adjustment to assessment instruments, so that the student may access the assessment. In addition, special consideration will be given to students who, during an assessment, are disadvantaged due to illness, injury or adverse circumstances beyond their control.

The college will take appropriate steps in such cases in line with the current recommendations of Pearson policy.