SMB: The SChool of Music Business | Equality & Diversity Policy
We believe the music industry is at its best when it promotes diversity, individuality and innovation, and we aim to achieve that ourselves, at SMB: The School of Music Business, for the benefit of our staff, our students and the future success of the music business.
We are proud of our diverse student communities and we are committed to ensuring an inclusive and supportive environment for everyone.
SMB: The School of Music Business LTD (‘the Company’) recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Company, its employees and its students to utilise the skills of all people. It is the aim of the Company to ensure that no employee, job applicant, student or client receives less favourable facilities or treatment (either directly or indirectly) in recruitment, employment, provision of services to students and/or clients on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
Our aim is that our staff and our students will be truly representative of all sections of society and each employee and student feels respected and able to give of their best.
We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment and provision and quality of our services
All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
Our staff will not discriminate directly or indirectly, or harass students or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s services.
This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
To create an environment in which individual differences and the contributions of all our staff and students are recognised and valued.
Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
Every student is entitled to an educational environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
To promote equality in the workplace which we believe is good management practice and makes sound business sense.
We will review all our employment and student enrolment practices and procedures to ensure fairness.
Breaches of our equality policy by staff of SMB: The School of Music Business LTD will be regarded as misconduct and will be dealt with according to our internal disciplinary procedure. If you wish to discuss any concerns you may have, we welcome you to contact us in total privacy at firstname.lastname@example.org, or call us on 0207 078 4022. We can also schedule a time to meet in person. All correspondence will be kept confidentially between the student and the two partners of SMB: The School of Music Business LTD.
This policy is fully supported by senior management.
The policy will be monitored and reviewed annually.
RESPONSIBILITIES OF MANAGEMENT
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Partners (Matthew Errington and Daniel Sayer).
Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination.
Each manager will ensure that:
• all their staff are aware of the policy and the arrangements, and the reasons for the policy;
• grievances concerning discrimination are dealt with properly, fairly and as quickly as possible; • proper records are maintained.
• head office will be responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic departmental audits.
RESPONSIBILITIES OF OUR STAFF
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
comply with the policy and arrangements;
not discriminate in their day to day activities or induce others to do so;
not victimise, harass or intimidate other staff, clients or students, or groups who have, or are perceived to have one of the protected characteristics.
ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
inform their manager if they become aware of any discriminatory practice.
Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. The Company will not tolerate such actions against its staff, and the employee concerned should inform their manager / supervisor (or one of the Partners) at once if this has occurred. The Company will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
RELATED POLICIES AND ARRANGEMENTS
All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.
RIGHTS OF DISABLED PEOPLE
The Company attaches importance to the needs of disabled people. Under the terms of this policy, managers are required to:
make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment);
include disabled people in training/development programmes;
give full and proper consideration to disabled people who apply for jobs, having regard to
making reasonable adjustments for their particular aptitudes and abilities to allow them to
be able to do the job.
take time to consider students with disabilities, and if necessary, to speak with them directly,
in private, before the course, to address any requirements they may have, or to find out what we can do to help ensure they benefit from the classes as fully as anyone else.
A series of annual briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes. Training will be provided for managers on this policy and the associated arrangements.