Equality & Diversity

Equality & Diversity

Introduction to the Policy 

The purpose of this policy is to support the actions and priorities as set out in the Equality, Diversity and Inclusivity Strategy which outlines Velocity Academy’s desire and commitment in promoting positive practices throughout the organisation.    

Velocity works to ensure that staff and learners experience a safe and welcoming environment that allows them to fully and equally participate and so achieve their goals. Staff and learners are supported to understand the importance of Equality, Diversity and Inclusivity through providing the skills, knowledge and confidence to recognise and challenge events and behaviours that infringe on an individual’s human and civil rights.    

The Policy 

Velocity is committed to providing a working environment in which employees are able to realise their full potential and to contribute to its business success irrespective of the 9 Protected Characteristics (age, disability, gender reassignment, marriage and civil partnerships, pregnancy and maternity, race, religion and belief, sex and sexual orientation). This is a key employment value to which all employees are expected to give their support.  

In order to create conditions in which this goal can be realised, Velocity is committed to identifying and eliminating unlawful discriminatory practices, procedures and attitudes throughout. It expects employees to support this commitment and to assist in its realisation in all possible ways. 

 Specifically, Velocity aims to ensure that no employee or candidate is subject to unlawful discrimination, either directly or indirectly, on the grounds of the 9 Protected Characteristics, including:  

  • Recruitment and selection, including advertisements, job descriptions, interview and selection procedures;  
  • Training;  
  • Promotion and career development opportunities;  
  • Terms and conditions of employment, and access to employment related benefits and facilities;  
  • Grievance handling and the application of disciplinary procedures; and  
  • Selection for redundancy.  

Equal opportunities practice is developing constantly as social attitudes and legislation change. Velocity will keep its policies under review and will implement changes where these could improve equality of opportunity. This commitment applies to all its employment policies and procedures, not just those specifically connected with equal opportunities. 

Promoting to staff, learners and employer 

The following activities are employed as part of the learner journey throughout our programmes: 

  • A clear and effective Equality, Diversity and Inclusivity Policy is available; 
  • Promotion of said Policy through the Apprenticeship and Employer Handbook; 
  • Monthly Topics promoted to learners and employers; 
  • Learning resources attached to learners PLP; 
  • Promoted via the Learner Review process; 
  • Mandatory training for all staff. 

 Harassment and Bullying 

Harassment and Bullying is physical, verbal or non verbal behaviour which is unwanted and personally offensive to the recipient, and which causes the recipient to feel threatened, humiliated, intimidated, patronised, denigrated, bullied, distressed or harassed.  

The way in which Complaints of Unlawful Discrimination, Harassment or Bullying will be handled  

Discrimination, harassment and bullying are often complex matters, and there is no single way of dealing with every suspected or alleged instance. In some cases employees may be able to deal satisfactorily with an issue by raising it with their immediate manager.  

If an employee wishes to make a formal complaint, he or she should use Grievance Procedure which is set out in the Employee Handbook.  

Velocity will treat seriously all allegations of unlawful discrimination, harassment or bullying.  

If an Employee is Accused of Unlawful Discrimination, Harassment or Bullying 

If an employee is accused of unlawful discrimination, harassment or bullying, Velocity will investigate the matter fully.  

In the course of the investigation the employee will be given the opportunity to respond to the allegation and provide an explanation of his or her actions.  

If it is concluded that no unlawful discrimination, harassment or bullying has occurred, this will be the end of the matter.  

If it is concluded that the claim is false or malicious the complainant may be subject to disciplinary action.  

If on the other hand it is concluded that the employee’s actions amount to unlawful discrimination, harassment or bullying he or she may be subject to disciplinary action, up to and including summary dismissal for gross misconduct.  


Velocity will not tolerate unlawful discrimination, harassment or bullying of any kind in the working environment and will take positive action to prevent its occurrence.  

Velocity will monitor its policies and will implement changes in order to improve them as social attitudes and legislation change. This commitment applies to all policies and procedures, not just those specifically concerned with equal opportunities. 

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