Last reviewed: May 2025
Our commitment to equality of opportunity for all learners, employers, and staff. Replaces the older Equality & Diversity Policy (Jan 2023).
Download signed PDFAim The aim of the policy is to give a framework to the directors and staff of Creative Process Digital to take all necessary steps to ensure the work of Creative Process Digital complies with current best equal opportunities practice; both in regard to employment and recruitment issues as well as its delivery of services and partnerships working with other organisations.
This policy
Creative Process Digital recognizes that some people in British society face discrimination in employment and access to services because of their colour, race, disability, gender, religion, sexuality or age. We are committed to opposing all of these forms of discrimination.
Creative Process Digital is committed in its work to opposing all forms of unlawful and unfair discrimination and recognizes that this must be reflected in our policies and practices relating to management, staffing, working with partners and service delivery.
This policy sets out Creative Process Digital’s position on equal opportunities in all aspects of employment, including recruitment and promotion, and provides guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the grounds of sex, race, marital status, disability as defined by the Disability Discrimination Act 1995, part-time and fixed-term contract status, age, sexual orientation or religion.
(a) Discrimination can be direct or indirect. Both forms of discrimination must be avoided.
(b) Direct discrimination occurs when one person is treated less favourably than another on grounds relating to sex, race, marital status, age, disability, sexual orientation or religion.
(c) Indirect discrimination occurs where a requirement is imposed which can be complied with by a smaller proportion of persons of a particular sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, than persons in another group and which is not objectively justifiable in the given situation.
Examples include:
seeking job applications only from persons under 27 years of age and with five years' post-graduate experience; demanding technical qualifications for a job which are not strictly necessary; sending only full time employees on training courses.
April 2025 Equal Opportunities Policy 1 Implementation Creative Process Digital will seek to implement a programme of positive action to make sure this policy is fully effective and we will introduce measures to combat all direct and indirect discrimination in our recruitment of staff, work with partners and provision of services.
Creative Process Digital will provide induction to all new staff and sub-contractor staff working on behalf of Creative Process Digital, information and ongoing support to help them carry out this policy effectively:
Digital’s equal opportunities policy and the provision of anti-discrimination legislation.
able to avoid attitudes and discrimination about particular groups.
selection of staff and government funded learners to be more effective in their implementation of the policy.
all equal opportunities issues when designing or delivering services either solely or in partnership with other organisations.
Creative Process Digital is committed to promoting equal employment opportunities in the pursuance of its entire works. We will strive to ensure that individuals we work with are not discriminated against on any grounds.
It is our policy that all suitably qualified candidates should be made aware of and are able to apply for any vacancies that arise in Creative Process Digital’s work. All members of the community as well as current employees of Creative Process Digital should have full and fair consideration for all job vacancies.
Selection will be determined by the requirements of the job and the individual’s ability, competence and development potential to fulfill those requirements.
Recruitment and selection procedures:
be prepared for approval by the board. This will be checked to ensure that it contains no direct or indirect discrimination.
selection of candidates for interview and appointment; where possible the interview panel will be appointed straight away and will meet to check the description, person specification and advert. The selection of the interview panel must be made with sensitivity to creating a balanced and welcoming experience for applicants.
to ensure that the wording contains no indirect discrimination and will include a statement saying that Creative Process Digital is an equal opportunities employer.
April 2025 Equal Opportunities Policy 2
potential applicants to assess their own suitability for the post.
justifiable for the applicant’s suitability for the job.
job specification and person specification only.
for the job, and without discriminating against any individual for any of the reasons listed above.
made available to any candidate who feels they have been discriminated against or treated unfairly.
Creative Process Digital will ensure that all employees receive fair appraisals, which accurately reflect their line manager’s opinion of their performance and also allow the person under review to comment on their assessment.
All employees will be provided with the appropriate development opportunities to meet their full potential – these will include training, job experience and special projects.
Monitoring Where it appears that applicants/employees are not being offered equal opportunities, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain employees and, if so, whether these are justifiable.
When exercising Creative Process Digital’s disciplinary procedures it is the staff and the director’s responsibility to ensure that there is no condition or requirement that disadvantages a particular employee because of their colour, race, gender, religion, sexuality, disability or age. Any disciplinary action will follow the process laid down in Creative Process Digital’s disciplinary procedure.
Creative Process Digital emphasizes that discrimination is unacceptable conduct which may lead to disciplinary action under the organisation´s Disciplinary Procedure. Grievances concerning equal opportunities at work will follow Creative Process Digital’s grievance procedure. Individuals will not be disadvantaged because they have invoked the grievance procedure and such action, alone, will not prejudice the employee’s current employment or their future career development.
Creative Process Digital will ensure that all government funded learners it works with are familiar with their own employer’s policies and procedures and where there are none that the employer uses Creative Process Digital’ policies and procedures.
April 2025 Equal Opportunities Policy 3 Creative Process Digital will ensure that all sub-contractors have adequate policies and procedures in place and will monitor their effective implementation (where appropriate). Creative Process Digital will, as part of the procurement process, provide sub- contractors with guidance on which policies and procedures should be used for government funded programmes.
Regularly review our Director August 2023 facilities to ensure August 2024 accessibility, or take August 2025 action to accommodate learners where needed Complete an equality and Director September 2023 diversity self-assessment September 2024 that includes methods of September 2025 teaching, resources and inclusion Enhance wider Director May 2023 participation and 'bridging May 2024 the gap' plans to keep May 2025 abreast of our changing community and their requirements Monitor data to improve Director August 2023 inclusion or performance August 2024 of specific groups of August 2025 learners Review data on Director August 2023 achievement and provide August 2024 support to under- August 2025 performing groups in order to bridge the gap Monitor support (ALS or Director August 2023 other) provided for August 2024 learners and measure August 2025 impact through learner achievement Encourage learner Director March and May 2023 feedback by actively March and May 2024 communicating when March and May 2025 surveys are due to be completed to ensure maximum participation Monitor workforce profiles Director October 2023 and publish results October 2024 alongside learner profiles October 2025 Provide staff training that Director October 2023 enables them to October 2024 understand the current October 2025 equality opportunities policy and their responsibilities within it.
