More than just a colour #556b2f

Equality and Diversity Policy

Policy Content

Policy adopted:

Last updated:


Scope of the Policy

This policy is provided for Dark Olive CIC customers, learners and staff members who are using or delivering qualifications offered by Dark Olive CIC.

Review arrangements

Dark Olive CIC will review this policy annually in line with self-assessment arrangements. This policy will also be revised as and when necessary, in response to customer and learner feedback or good practice guidance issued by an awarding organisation or other regulatory body.

Location of the Policy

This policy is available for all staff members, third parties and learners to access.

Communication of the Policy

Each staff member involved in the management, delivery, assessment and quality assurance of qualifications offered by Dark Olive CIC, shall be made aware of this policy during their induction period of employment. Learners undertaking Dark Olive CIC qualifications shall be informed of this policy during their induction process.

Policy Statement

Dark Olive CIC is committed to the principles of Equality and Diversity.

Equality of access and opportunities for all are core values of the organisation and Dark Olive CIC are committed to raising the profile of equality and diversity and to being proactive in ensuring fairness to all. The Equality Act 2010 underpins all Dark Olive CIC policies.

All learners and employees of Dark Olive CIC are required to follow and honour the principles of this Equality and Diversity Policy.

There are no circumstances in which Dark Olive CIC will tolerate discrimination, harassment, bullying or victimisation from or towards any staff members, learners or customers.

This also includes cyber-harassment or cyber-bullying. Any issues must be reported to a member of the Senior Management Team.

All employees and learners are expected to be alert to and report any instances of the issues identified below.



Discrimination occurs when people are treated less favourably than others because of a protected characteristic they have or are thought to have. This includes discrimination on the grounds of their gender, race, ethnic origin, religious beliefs, age, marital status, stage of development, ability or disability, sexual orientation, gender reassignment and wealth or background.

There are four types of discrimination; Direct Discrimination, Discrimination by Association, Perception Discrimination and Indirect discrimination.


Racial Harassment

Racial harassment is any action of a racist nature that results in people feeling threatened or compromised. It can include:

  • racial name calling
  • derogatory remarks
  • racist graffiti or jokes
  • display or circulation of racially offensive material
  • physical threats, insulting behaviour or gestures
  • open hostility
  • exclusion from normal conversation or social events.


Sexual harassment

Sexual harassment is unwanted conduct of a sexual nature that affects the dignity of women and men at work, including physical, verbal or nonverbal conduct. It can be in the form of:

  • insensitive jokes or pranks
  • lewd comments about appearance
  • unnecessary bodily contact
  • displays of explicit materials
  • gestures and leering
  • speculation about a person’s private or personal life



Bullying is a form of harassment, whether by staff or other learners. Bullying may be verbal, non-verbal or physical conduct that causes individuals to feel threatened, isolated or humiliated – and may include members of a group other than those being directly targeted.

Bullying can take many forms and can be difficult to detect by those not directly involved.

All learners and staff members are asked to report bullying at the earliest stage, so that it can be stopped. Confidentiality will always be respected at all times.

The law recognises bullying as a serious issue and the protection from the Equality Act 2010 makes it a criminal and civil offence to cause harassment, alarm or distress to any person.



Victimisation is when a person is treated less favourably in the same circumstances because that person has, in good faith, made a complaint or raised a grievance under the Equality Act 2010, or because they are suspected of doing so.


Vulnerable Adults

A vulnerable adult is a person aged 18 years or over who may be unable to take care of themselves or protect themselves from abuse, harm or from being exploited.

Abuse can take a number of forms and can cause victims to suffer pain, fear and distress. Adults may be too afraid or embarrassed to raise any complaints or concerns. They may be reluctant to discuss their concerns with other people or unsure who to trust with their worries. Sometimes people can be unaware they are being abused.

Dark Olive CIC employees have a responsibility to ensure they are familiar with this policy, adhere to the principles of this policy and report any suspicions they may have to members of the Senior Management Team.

Dark Olive CIC actively promotes equality and fairness, and values the diversity of all learners, employees and customers.

More than just a colour

An identifier code in the hex colour scheme referred to as Dark Olive.

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