Durham Assessment Centre recognises that a diversity of backgrounds in candidates and centre staff brings with it a variety of ideas, perspectives and experiences. These are valuable in developing both an inclusive ethos and a forward thinking workforce that is responsible for the delivery of services to groups of vulnerable people and to the public in general.
Durham Assessment Centre’s Equal Opportunities policy operates in line with that of Durham County Council, concentrating particularly on those areas relevant to personal development and assessment within an NVQ framework. It complies with the equal opportunities policies of the relevant awarding bodies and QCA.
All applications for assessment will be treated on an equitable basis and Durham Assessment Centre is committed to equality of opportunity for all prospective candidates. Potential candidates may apply for assessment when they believe they are competent for the award and level that matches their work role. If the allocated NVQ Co-ordinator, assessor and line manager agree that the potential candidate is ready for assessment, the application to register as a candidate will be considered on an equal basis with other applicants.
If the applicant is not ready for assessment, s/he should be helped to identify learning pathways appropriate to her/his needs and learning style. Details of the Disagreements Procedure will be highlighted at this point should the applicant wish to take the matter further. The only other basis for non-selection is where no appropriate assessor/NVQ co-ordinator is available. When all parties agree that the applicant is ready for assessment, her/his name will go forward for the next appropriate induction. Details of all aspects of the Disagreement Procedure are explained during induction.
Durham Assessment Centre is continually developing its assessors and strives to ensure access to assessment and fair treatment throughout the process for candidates; language and behaviour must not discriminate against any candidate;
Unfair discrimination within assessment must be recognised and challenged. Anti-discriminatory policies and practices will operate in line with relevant legislation:
- Race Relations Act 1976 (amended 2000)
- Health &Safety at Work Act 1974
- Sex Discrimination Act 1975 (amended 1986)
- Disability Discrimination Act 2005
- Disability Rights Commission Act 1999
- Employment Equality Regulations 2003
- Freedom of Information Act 2000
- Data Protection Act 1998
- Age Discrimination Act 2006
- Sexual Discrimination Charter
- Part Time Workers Act 2000
- Mental Capacity Act 2005
Equality of opportunity also acknowledges that individuals are different and have different needs. The principles of equity observed by Durham Assessment Centre do not necessarily mean that all candidates are treated the same: Durham Assessment Centre uses positive measures to promote and enhance equal opportunities so that no unnecessary barriers to assessment prevent achievement. If a candidate indicates particular assessment requirements, Durham Assessment Centre will make appropriate arrangements to ensure equality of access to assessment with the relevant Awarding Body.
Some examples of how access to assessment and fair treatment are accommodated by Durham Assessment Centre:
- Durham Assessment Centre disseminates information about its programmes widely, through Internet and its publicity materials.
- Durham Assessment Centre emphasises flexibility in assessment timing, to ensure fair access for part-time and shift workers.
- Candidates are assessed as individuals so that each person’s learning style is accommodated.
- A candidate’s personal circumstances and responsibilities are considered e.g. single parents and foster-carers may be unable to produce evidence during school holidays.
- Disabilities and specific learning difficulties will be taken into account and if need be, alternative methods of gathering evidence will be used by arrangement with the Awarding Body.
This policy will be issued to all applicants with the Request for Registration form, to ensure its availability to all prospective candidates. Monitoring information collected via the Request for Registration form will be used to monitor the effectiveness of the Equal Opportunities policy. It will be used and stored in line with the Data Protection Act. The Disagreement Procedure will be issued and discussed during candidate induction or as stated above.
This policy will be reviewed biannually. Next review date: May 2009
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