(IAG) Information Advice and Guidance What is IAG? The Information Advice and Guidance service provided by StudyXpress will ensure that everyone will have access to up to date information in order to help them make realistic well informed choices about employment and training opportunities in their local area. In order to deliver the highest quality service to you we have the following available: 24 hour access to website to submit email requests Appointments for advice sessions available outside normal working hours where requested Outreach provision Qualified Staff A confidential area for appointments We have a Translation Service if required. We will respond to requests for information within 2 working days Information can be made available on printed material or via the internet Accessibility options available on request StudyXpress has a commitment to working to the standards of Matrix to ensure the highest quality of provision Disability The Disability Discrimination Act (DDA) was passed in 1995 to end the discrimination that many disabled people face. It protects disabled people in: Employment Access to goods, facilities and services The management, buying or renting of land or property Education Since December 1996 it has been unlawful to treat people less favourable than other people for a reason related to their disability Since October 1999 companies should make reasonable adjustments for disabled people, such as providing extra help or making changes to the way they provide their services Since October 2004 companies have had t make reasonable adjustments to the physical features of their premises to overcome physical barriers to access For Education providers, new duties came into effect in September 2002 under Part IV of the DDA amended by the Special Educational Needs and Disability Act (SENDA). These require schools, colleges, universities, and providers of adult education and youth services to ensure that they do not discriminate against disabled people. Disability Equality Duty – StudyXpress will:- Promote equality of opportunity between disabled people and other persons Eliminate discrimination that is unlawful under the Act Eliminate harassment of disabled persons that is related to their disabilities Promote positive attitudes towards disabled persons Encourage participation by disabled persons in work and learning; and Take steps to take account of disabled persons’ disabilities, even where that involves treating disabled persons more favourably than other persons For further information: www.drc-gb.gov.uk                                       back to IAG Home Sexual Orientation Since 2003, The Employment Equality (Sexual Orientation) Regulations have outlawed discrimination in the workplace on the basis of sexual orientation. Workers of all sexual orientations should feel welcome and safe in the workplace and the dignity of all should be respected. The regulations apply to all employment and vocational training and include recruitment, terms and conditions, promotions, transfers, dismissals and training. The make it unlawful on the grounds of sexual orientation to: Discriminate against anyone – that is, to treat them less favourably than others because of their actual or perceived sexual orientation Discriminate indirectly against anyone – that is, to apply a criterion, provision or practice which disadvantages people of a particular sexual orientation unless it can be objectively justified Subject someone to harassment. Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them having regard to all the circumstances including the perception of the victim Victimise someone because they have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint of discrimination on grounds of sexual orientation Discriminate against someone, in certain circumstances, after the working relationship has ended Within the Regulations, sexual orientation is defined as: Orientation towards persons of the same sex (lesbians and gay men) Orientation towards persons of the opposite sex (heterosexual) Orientation towards persons of the same sex and the opposite sex (bisexual) For further information: www.acas.org.uk                                       back to IAG Home Age Legislation 2006 Key points: Age Regulations are due to come into force 1 October 2006 Regulations cover employment and vocational training. This includes access to help and guidance, recruitment, promotion, development, termination, perks and pay The regulations cover people of all ages, both old and young All employers, providers of vocational training, trade unions, professional associations, employers organisations and trustees, and managers of occupational pensions schemes will have new obligations to consider Goods, facilities and services are NOT included in these regulations Upper age limits for unfair dismissal and redundancy will be removed A national default retirement age of 65 will be introduced making compulsory retirement below age 65 unlawful (unless objectively justified). This will be reviewed in 2011 All employees will have the ‘right to request’ to work beyond the default age of 65 or any other retirement age set by the company and all employers will have a ‘duty to consider’ requests from employees to work beyond 65 Occupational pensions are covered by the regulations, as are employer contributions to personal pensions. However, the regulations generally allow pensions schemes to work as they do now The regulations do not affect state pensions For further information: www.agepositive.gov.uk                                       back to IAG Home Information on Faith and Religion Religion or Belief Regulations From 2nd December 2003, the Employment Equality (Religion of Belief) Regulations came into force. It became unlawful to discriminate against workers because of religion or similar belief. These regulations also cover providers of vocational training. This legislation strengthens existing legislation developed to protect people against discrimination on the grounds of sex, race, disability and sexual orientation. These regulations apply to vocational training and all areas of employment – including recruitment, terms and conditions, promotions, transfers, dismissals and training. They make it unlawful on the grounds of religion or belief to: Discriminate directly against anyone. That is to apply a criterion, provision or practice which disadvantage people of a particular religion or belief unless it can be objectively justified Subject someone to harassment. Harassment is unwanted conduct that violates a persons dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment having regard to all the circumstances and the perception of the victim Victimise someone because they have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint or discrimination on the grounds of religion or belief Discriminate or harass someone in certain circumstances after the working relationship has ended Exceptions may be made in very limited circumstances if there is a genuine occupational requirement for the worker to be of a particular religion or belief in order to do the job or to comply with the religious or belief ethos of the organisation Religion or belief is defined as being any religion, religious belief or similar philosophical belief. This does not include any philosophical or political belief unless it is similar to religious belief. It will be for the Employment Tribunals and other Courts to decide whether particular circumstances are covered by the regulations. For further information: www.acas.org.uk                                       back to IAG Home Race Equality StudyXpress is committed to an approach that values equality and diversity. We are committed to ensuring that we provide a working environment that harnesses the different perspectives and skills of everyone, is free from discrimination, harassment or victimisation and in which all receive fair and equal treatment. In keeping with the changing population profile of modern Britain and that of the local areas in which we work, we are working to ensure that we deliver services that meet the needs of the local community. We recognise our responsibility of serving a diverse population and aim to ensure that there is equality of opportunity for all our clients, whatever their background. For further information: www.cre.gov.uk                                       back to IAG Home