tmap equality and diversity 

At tmap we strive to be inclusive and accountable. Our organisation was founded to bring the opportunities afforded by apprenticeships to all, regardless of background or circumstances. We aim to be a world-class provider of marketing apprenticeships and no less effective in our commitment to equality and diversity.

Our business and personal goals are to provide an outstanding apprentice and employer experience while putting equality and diversity at the heart of everything we do.

Given the long-term benefits our training can deliver, we are committed to social justice and equality of opportunity. We will always be committed to helping every individual realise their potential and ensuring fairness and consistency in our approach.

We believe all apprentices, employers, clients and customers

  • should be treated with dignity and respect at all times
  • should join us in challenging all forms of inequality in the workplace
  • should strive to anticipate the needs of all employees, customers and suppliers
  • should always respond with positivity regardless of circumstances
  • should help everyone achieve their full potential

tmap is a trading name of Jane and Mike Partnership (Jam) which is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

  • encourage equality and diversity in the workplace as they are good practice and make business sense
  • create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

  • take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence

Our business goals are to make tmap a success and an enjoyable place to work. we are committed to:

  • make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
  • making decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
  • reviewing employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
  • monitoring the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy.

Monitoring will also include assessing how the equality policy is working in practice, reviewing annually, and considering and taking action to address any issues

The equality policy is fully supported by senior management and employee representatives.

diversity enhances our approach to business

Our organisation is firmly committed to diversity in all areas of our work. We believe that we have much to learn and profit from diverse cultures and perspectives, and that diversity will make our organisation more effective in meeting the needs of our apprentices and customers. The dangers of group-think have seen many great marketing brands and products fall by the way.

We value diversity and recognise that different people bring different perspectives, ideas, knowledge and culture, and that this difference is a considerable advantage in the field of digital marketing where we serve many audiences.

We believe that discrimination or exclusion based on individual characteristics and circumstances, such as age; disability; caring or dependency responsibilities; gender or gender identity; marriage and civil partnership status; political opinion; pregnancy and maternity; race, colour, caste, nationality, ethnic or national origin; religion or belief; sexual orientation; socio-economic background; trade union membership status or other distinctions, represents a waste of talent and a denial of opportunity for self-fulfilment. Age is often seen as a barrier to the adoption of technology by our raging demographic. Research however, proves that this is not the case.

We recognise that patterns of under-representation and differences in outcomes at tmap can be challenged through positive action programmes. We ourselves want to be demonstrably committed to equal opportunities.

We respect the rights of individuals, including the right to hold different views and beliefs. We will not allow these differences to be manifested in a way that is hostile or degrading to others. This is a particularly important in the area of social marketing where consumer and brands are often exposed to negativity.

We expect commitment and involvement from all our staff, students, partners and providers of goods and services in working towards the achievement of our vision  for tmap in the wider context of diversity and equality.

 

Our equality and diversity practices are subject to scrutiny

As an approved BCS Training Centre we are contractually committed to diversity. Our approval process obliges us to have the following policies and procedures in place in support of our dat to day operations. They are reviewed and audited regularly. Moreover, we are obliged to ensure that apprentices’ are made aware of the existence of these policies and have them available to apprentices’ to access upon request:

  1. 5.1  Equal Opportunities PolicyDetails the Centre’s commitment to provide equal opportunities and how this is demonstrated through working practices and policies.
  2. 5.2  Access to AssessmentDetails how apprentices’ requirements will be met within the Centre. This links to the BCS Reasonable Adjustments and Special Considerations policy. (Section 17).
  3. 5.3  Quality Assurance ProcedureDetails the Centre’s commitment to quality assurance and references processes that support this.
  4. 5.4  Complaints ProcedureDetails how apprentices’ complaints are managed within the Centre prior to submitting any complaint to BCS. This links to the BCS Complaints Policy (Section 19).
  5. 5.5  Apprentice Appeals ProcedureDetails how apprentices’ appeals are managed within the Centre prior to submitting any appeal to BCS. This links to the BCS Appeals Policy (Section 20).
  6. 5.6  Malpractice and Maladministration ProcedureDetails how malpractice and/or maladministration is managed within the Centre. This links to the BCS Malpractice and Maladministration Policy (Section 11.1).

If there is any aspect of our equality and diversity practices you would like further information on, please do not hesitate to contact us at information@tmap.live

As you can see, tmap seeks to develop an open and transparent approach to being an example of best practice when it comes to diversity and equality. We seek to build a business that is representative of the extraordinary and inspiring range of perspectives and cultures in the Thames Valley area and further afield.