Equality and Diversity Policy

Effective From: 1.1.20
Approved by: Amerjit Singh
Responsible Officer: Jamie Crinigan
Next Renew Due: January 2023



Skills 4 Pharmacy is the trading name of I & F limited. Skills 4 Pharmacy is a niche training provider offering apprenticeship training programmes to community pharmacies, hospitals, hubs and primary care networks

Skills 4 Pharmacyaims to ensure quality of opportunity, regardless of if required by legislation or not as both an employer and independent training provider.To this end,Skills 4 Pharmacy will take all reasonable practicable steps to ensure that there is no discrimination against any individual or individuals, including colleagues, directors, beneficiaries, employers, learners and customers, on account of their:

  • Disability
  • Age
  • Sex
  • Sexual orientation
  • Race
  • Religion or belief
  • Gender reassignment
  • Marital status and Civil partnership
  • Pregnancy and maternity

This policy is approved by the Managing Director and covers all areas of the business which include but not limited to ESFA Government funded provision and ESF match funding. Actions are embedded into the Equality and Diversity Development Plan and Quality Improvement Plans. The policy will be monitored, reviewed at least annually and updated accordingly in line with any legislative changes and approved by The Board.The policy can be made available in alternative formats on request.

Reason for Policy

The purpose of this policy is to adhere to the Equality Act 2010 and to ensure that Skills 4 Pharmacy is a place where learning and work exists in an environment that promotes equality of opportunity, celebrates diversity and allows everyone to achieve their potential.

This policy and any updates will be communicated through our shared document drive, on our website, through email to all staff, learners, stakeholders and prospective employees and is approved and reviewed by the Board at least annually.

Our commitment is that every:

•Every employee is entitled to a working environment which promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.

•Employee will be provided training, development and progression opportunities to support the implementation of this policy.

•Individual is entitled to receive a service from Skills 4 Pharmacy that is free from bias and all unreasonable barriers.

•Employee, learner, customer and supplier is entitled to expect equality of opportunity in all aspects of their employment, training and engagement with us, including its terms and conditions.

•Senior manager supports this policy and ensures its implementation

•Potential employee and learner is entitled to expect the recruitment process to be free from all unreasonable barriers.

•Learner will be supported in their learning to allow them to succeed in line with peers and progression to new opportunities.



The Company Values will embed equality and diversity in their implementation, namely:

Do the right thing – we endeavour to be open, honest and fair in our dealings with learners, employers, partners and stakeholders.

Learners are at the centre of everything – we aim to provide opportunities for learners to change their lives.

Continuous improvement – we are relentless in our commitment to continually improving our service.

Develop and empower our staff – providing staff with autonomy and opportunities to enable them to provide the best possible support to learners and realise their full potential.

Skills 4 Pharmacy actively promotes British Values through teaching, learning and assessment, using the following key themes:

•Democracy – It is important in society to feel that your views and opinions are heard and acted upon, and as we live in a democratic country, democracy is integral to our British values. Democracy allows us to vote for who we want to see in government and allows us to vote for change in our local areas.

•Rule of law – Rules and laws are put into place to govern and protect us, and so it is important that they be respected and taken onboard. Laws and rules are essential for the workplace, as they inform us of what is warranted from us to be safe at work, and what we need to do to ensure that others are safe too.

•Individual liberty – Individual liberty refers to the freedoms that an individual has and what the government can’t interfere with, for example, freedom of speech. It is the principle that everybody has their own rights and freedoms, while feeling safe to express those freedoms.

•Mutual respect and tolerance – In our society, it is important to understand that everyone has the right to practice their faith and have their views without fear of discrimination. We should be tolerant and respectful to those who come from different backgrounds from us and do our best to learn about other cultures and faiths.

In June 2014, the Government emphasised the important role that British Values can play in education, how well these are taught and integrated as part of the ethos of post 16 education. They are now a focus of the Ofsted inspection process. As well as actively promoting British Values we would also actively challenge learners, employers, staff or parents expressing opinions contrary to fundamental British Values, including ‘extremist’ views of any variety.

Learners will be made aware of Equality and Diversity and British values at their induction and within the learner handbook. This will be reinforced throughout the programme.

Objectives of the policy are to:

  • Provide regular reporting on equality and diversity matters and the performance and participation of different groups of learners
  • Regularly review the policy and procedures that promote and protect equality and diversity. As a minimum annually.
  • Organise or access opportunities that foster a culture of equality for all
  • Monitor procedures and activities to ensure the effectiveness of Skills 4 Pharmacy approach
  • Take into account the needs of all, particularly those with protected characteristics

Statutory Acts

There are a number of statutory and other provisions relating to Equality & Diversity and these are enveloped in one Single Equality Bill (October 2010). These include:

  • Equal Pay Act 1970
  • Sex Discrimination Act 1975
  • Race Religion Act 1976
  • Disability Employment Equality (Sexual Orientation) Regulations 2003
  • Employment Equality (Age) Regulations 2006
  • Equality Act 2006, Part 2
  • Equality Act (Sexual Orientation) Regulations 2007


Equal Opportunities Statement

Skills 4 Pharmacy is an equal opportunities employer and training provider who promotes equality and diversity for staff, customers, learners, suppliers and all stakeholders.

It will seek to do this by:

  • communicating our commitment to equality and diversity to all
  • creating an environment where there is mutual respect and equality of opportunity providing relevant training for all staff
  • implementing mechanisms for implementation, monitoring, evaluation, and review
  • treating acts of discrimination as a disciplinary offence dealing with harassment and bullying timely and effectively
  • engaging staff and stakeholders in the development, implementation and execution of our policies

All employees, suppliers and customers will receive equal treatment regardless of sex, marital or civil partnership status, race, disability, age, sexual orientation, gender realignment, pregnancy, maternity, religion or belief.

The Directors and Management Team recognise that they have responsibility for ensuring that the company operates within the legal framework for equality and for implementing the policy throughout the business. All employees and learners of SKILLS4 are responsible for trying to prevent discrimination that is within their control to prevent or challenge.

Signed Managing Director


Direct Discrimination

Direct discrimination occurs when someone is treated less favourably in relation to any of the protected characteristics.


Indirect Discrimination

Indirect discrimination is a discrete type of discrimination that involves a policy, rule or procedure that is applied to everyone in a certain area but, ultimately, puts some individuals or groups at a disadvantage. Just like direct discrimination, indirect discrimination can be posed as a formal or informal rule, practice or policy that may control behaviour or set standards in the workplace.


Discrimination by Association

Discrimination by association is direct discrimination against someone because they associate with another person who possesses a protected characteristic. Perceptive discrimination is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess that characteristic.



Harassment is recognised and means that employees will be able to complain with regards to behaviour that they find offensive, even if it is not directed at them, and the complainant need not possess the relevant characteristics themselves.



Bullying is not a natural behaviour and should not be seen as such. It typically can be when someone uses superior strength or influence to intimidate.



Victimisation is the action of singling someone out for cruel or unjust treatment.

All matters of discrimination, bullying and harassment will be dealt with effectively and efficiently, using the following processes where applicable:

  • Complaints Procedure
  • Grievance Procedure
  • Staff Discipline Policy
  • Learner Behaviour Policy
  • Anti Bullying and Harassment Policy



The Board carries the ultimate responsibility, the under law, for ensuring that SKILLS4 meets the requirements of equality legislation. The authority for this is delegated to the CEO who, in turn, has designated the Director of Performance and Development to take the strategic lead for championing equality, diversity and inclusion. They shared this role with the Director of People in regard to the Company as an employer. However, all colleagues have the responsibility to uphold the policy, comply the law and support the Company in fulfilling its duties and commitments.



Equality Act 2010: www.legislation.gov.uk/ukpga/2010/15/content


Download a PDF of this Policy