Accelerate International Academy (AIA)

Equality, Diversity & Inclusion (EDI) Policy

Policy Owner: Director / Designated EDI Lead
Approved by: Senior Leadership Team
Version: 2.0
Review Cycle: Annual (or sooner if legislation changes)
Effective From: 1st June 2025

1. Policy Statement

Accelerate International Academy (AIA) is fully committed to promoting equality of opportunity, eliminating unlawful discrimination, and fostering an inclusive culture built on dignity, respect, and fairness.

AIA recognises that Equality, Diversity and Inclusion (EDI) are fundamental to high-quality education and training delivery. We are committed to ensuring that no learner, employee, contractor, or partner is disadvantaged on the basis of protected characteristics or socio-economic background.

AIA complies fully with the Equality Act 2010 and the Public Sector Equality Duty (PSED), embedding equality considerations into all aspects of governance, delivery, recruitment, assessment, and partnerships.

2. Scope

This policy applies to:

  • All learners enrolled in AIA programmes
  • All employees, contractors, freelancers, and volunteers
  • Subcontractors, delivery partners, and suppliers
  • All activities including online and in-person delivery, recruitment, marketing, assessment, and progression

3. Legal and Regulatory Framework

AIA complies with:

  • Equality Act 2010
  • Public Sector Equality Duty (Section 149)
  • Human Rights Act 1998
  • UK GDPR and Data Protection Act 2018
  • ESFA funding and subcontracting compliance requirements (where applicable)
  • OFSTED Education Inspection Framework expectations (where applicable)

We also align with recognised best practice frameworks used across UK education and training providers, including:

  • Universal Design for Learning (UDL)
  • Inclusive recruitment and HR practices (CIPD guidance)
  • ESFA subcontracting standards

4. Protected Characteristics

AIA recognises the nine protected characteristics under the Equality Act 2010:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

We also recognise intersectionality and the compounding effects of multiple disadvantages.

5. Policy Commitments

AIA commits to:

5.1 Eliminating Discrimination

We will not tolerate:

  • Direct discrimination
  • Indirect discrimination
  • Harassment
  • Victimisation

All allegations will be investigated promptly and addressed through formal procedures where appropriate.

5.2 Advancing Equality of Opportunity

We will:

  • Remove barriers to participation in learning and employment
  • Provide reasonable adjustments where required
  • Ensure fair access to programmes and progression pathways
  • Monitor participation and outcomes where appropriate

5.3 Fostering Good Relations

We will:

  • Promote respect, inclusion, and positive behaviour
  • Challenge discriminatory language and behaviour
  • Embed inclusive practice across all programmes and communications

6. Inclusive Learning and Delivery

AIA ensures inclusion through:

6.1 Curriculum Design

  • Inclusive examples and case studies
  • Representation of diverse backgrounds
  • Bias-free learning materials

6.2 Digital Accessibility

  • Accessible digital-first learning platforms
  • Alternative formats where required
  • Compatibility with assistive technologies where possible

6.3 Reasonable Adjustments (Overview)

AIA provides tailored support to ensure equitable access (see Section 10).

7. Recruitment, Staffing and Progression

AIA ensures:

  • Merit-based recruitment and selection
  • Inclusive job descriptions and advertising
  • Equal access to progression and development opportunities
  • Bias-aware recruitment processes

Where lawful and appropriate, we will monitor diversity in recruitment outcomes to improve fairness.

8. Harassment, Bullying and Discrimination

AIA operates a zero-tolerance approach to harassment, bullying, and discrimination.

This applies to:

  • Staff
  • Learners
  • Contractors and partners
  • Online platforms and communications

All reports will be investigated, recorded, and acted upon appropriately.

9. Complaints and Reporting

Concerns can be raised via:

  • Staff or programme leads
  • Designated EDI/Safeguarding Lead
  • Formal complaints procedure

AIA ensures:

  • Confidential handling where appropriate
  • Protection from victimisation
  • Clear written outcomes
  • Timely resolution

10. Reasonable Adjustments Procedure

AIA is committed to ensuring that learners and staff are not disadvantaged due to disability, learning need, or other barriers.

10.1 Request Stage

A learner or staff member may request an adjustment via:

  • Tutor / programme lead
  • EDI Lead
  • Formal support request process

10.2 Assessment Stage

The EDI Lead (or delegated staff member) will:

  • Review the request within a reasonable timeframe
  • Assess barriers to participation
  • Consider supporting evidence where appropriate
  • Consult with delivery staff if required

10.3 Decision Stage

A decision will be made based on:

  • Reasonableness of adjustment
  • Impact on learning outcomes
  • Operational feasibility
  • Compliance with awarding organisation requirements (if applicable)

10.4 Implementation Stage

Approved adjustments may include:

  • Alternative formats (digital/audio/large text)
  • Flexible deadlines (where appropriate)
  • Additional learning support
  • Adjusted assessment methods
  • Assistive technology support

10.5 Review Stage

Adjustments will be:

  • Reviewed periodically
  • Adjusted if learner needs change
  • Documented for audit and quality purposes

11. Learner Code of Conduct (EDI Behavioural Expectations)

All learners are expected to uphold inclusive behaviour standards.

Learners will:

  • Treat all individuals with dignity and respect
  • Avoid discriminatory, offensive, or exclusionary language
  • Engage respectfully in online and in-person learning spaces
  • Respect diverse opinions, backgrounds, and identities
  • Report discriminatory behaviour where observed

Learners must not:

  • Engage in harassment, bullying, or hate speech
  • Discriminate against others based on protected characteristics
  • Disrupt inclusive learning environments

Breaches may result in:

  • Formal warning
  • Behavioural contract
  • Suspension or removal from programme (in serious cases)

12. Equality Objectives (PSED-Aligned)

AIA sets the following measurable objectives:

Objective 1: Access and Participation

Increase equitable participation across all learner groups, ensuring underrepresented groups are not disadvantaged in recruitment or engagement.

Measure:

  • Learner intake demographic monitoring (where lawful)
  • Participation rates across programmes

Objective 2: Achievement and Progression

Ensure no significant attainment gaps exist between learner groups.

Measure:

  • Completion rates by cohort
  • Progression outcomes into employment, education, or training

Objective 3: Inclusive Learning Experience

Ensure learners report high levels of inclusion and safety within programmes.

Measure:

  • Learner satisfaction surveys
  • Complaints/incident data relating to discrimination

Objective 4: Staff Inclusion

Promote inclusive recruitment and staff development practices.

Measure:

  • Diversity of applicants (where lawful to collect)
  • Staff engagement and training completion rates

13. Data Monitoring and Equality Analysis

AIA will:

  • Collect equality data where lawful and appropriate
  • Analyse participation and outcomes by demographic group
  • Identify disparities in engagement or achievement
  • Take corrective action where inequalities are identified

All data will be processed in accordance with UK GDPR and confidentiality requirements.

14. Training and Awareness

AIA will provide:

  • EDI induction for all staff
  • Ongoing inclusive practice CPD
  • Learner induction on respectful behaviour
  • Programme-level embedding of inclusion principles

15. Roles and Responsibilities

Senior Leadership Team

  • Overall responsibility for EDI compliance
  • Ensuring resources and oversight

EDI Lead

  • Policy implementation and monitoring
  • Complaints oversight
  • Equality reporting and improvement actions

Staff and Contractors

  • Deliver inclusive practice
  • Challenge discrimination appropriately
  • Follow policy requirements

Learners

  • Engage in inclusive behaviour
  • Respect others
  • Follow the Learner Code of Conduct

16. Monitoring, Review and Continuous Improvement

AIA will:

  • Review this policy annually
  • Monitor equality outcomes and learner experience
  • Report findings to leadership
  • Update policy based on legislation, feedback, and audit findings

17. Policy Approval

This policy is approved by the Senior Leadership Team and reflects AIA’s commitment to inclusive, fair, and accessible education for all learners and staff.