Policy Overview

At TyED Academy of Professional Advancement, we believe that diversity and inclusion are essential to our mission of education, empowerment, and expertise development. We are committed to creating a learning and working environment that is respectful, inclusive, and free from all forms of discrimination. Every learner, staff member, and partner is entitled to fair and equal treatment regardless of their background, identity, or circumstances.

We uphold the principles of the Equality Act 2010 and promote practices that eliminate discrimination, harassment, bullying, and victimization in all forms.

Scope of the Policy

This policy applies to all members of TyED Academy, including:

Full-time and part-time employees

Independent contractors and guest instructors

Volunteers, collaborators, and consultants

Learners, clients, and certification candidates

Vendors and third-party suppliers

Harassment and Bullying

Harassment is unwelcome behavior that offends, humiliates, or intimidates an individual. Whether intentional or not, it is considered harassment if it is perceived as such by the recipient.

Bullying includes persistent offensive, intimidating, or malicious behavior that undermines, humiliates, or denigrates the individual. Examples include:

Verbal abuse or offensive remarks

Exclusion from communications or decision-making

Assigning irrelevant or impossible tasks

Undermining someone’s work or performance

Harassment and bullying will not be tolerated in any form. All reported incidents will be investigated promptly and fairly.

Disciplinary Measures

Any team member found in violation of this policy will be subject to disciplinary action, which may include a warning, suspension, or dismissal. If the conduct involves a third-party trainer or contractor, appropriate action will be taken, including termination of contracts or partnerships.

Terms and Conditions of Employment

Employment terms are applied consistently and fairly, and we ensure they do not indirectly discriminate against any individual or group. Adjustments are made to accommodate individuals’ circumstances where reasonably possible.

Recruitment and Selection

Recruitment decisions are based on merit, experience, and qualifications. All job postings, application forms, and interview processes are designed to be accessible and inclusive.

Promotion

Promotion decisions are made without bias. All employees and contractors have equal opportunities to apply for advancement based on skills, performance, and contribution.

Training and Development

All staff are encouraged to access development opportunities. We ensure that all learning materials, resources, and technology are inclusive and accessible for learners of all backgrounds and abilities.

Disciplinary and Grievance Procedures

Our complaints and grievance procedures allow all individuals to raise concerns confidentially and without fear of retaliation. Any complaints will be treated seriously and resolved in a fair, impartial, and timely manner.

Performance

Performance evaluations are based on objective criteria. Regular reviews are conducted in a constructive manner that supports professional growth and development.

Termination of Employment

Dismissal or redundancy decisions are made fairly, lawfully, and based on objective and documented reasons. We ensure that no employee is dismissed unfairly or as a result of discriminatory practices.

Responsibilities of Managers

Managers and course leaders are responsible for upholding and promoting this policy. They must respond promptly to incidents, model inclusive behavior, and provide support for team members who raise concerns.

Responsibilities of All Workers

Every member of TyED Academy is expected to:

Treat others with respect and dignity

Support inclusion and equality of opportunity

Avoid any conduct that could be interpreted as discriminatory, offensive, or exclusionary

Report incidents of concern immediately

Handling Complaints of Discrimination, Harassment, or Bullying

Any learner or staff member may raise concerns through informal or formal channels. All complaints are handled with discretion, and the complainant will not be victimized for raising legitimate concerns. Investigations are conducted confidentially and fairly, with outcomes shared with all relevant parties.

Employee Assistance

Support is available for anyone affected by discrimination or harassment. Individuals may speak with the Director or designated support team member for confidential assistance and intervention options.

Communication

This policy will be:

Shared with all staff and instructors during onboarding

Available in the learner portal and staff handbook

Reviewed annually and updated as necessary to reflect legislation or internal changes