TESS Group - Apprenticeship Training Provider
TESS Group is committed to creating an inclusive environment where all apprentices, learners, employers, and staff are treated with fairness, dignity, and respect. This policy sets out our commitment to equality and diversity in all aspects of our operations.
We recognise that discrimination, harassment, and bullying undermine these principles and will not be tolerated. This policy applies to all apprentices, learners, staff members, employers, visitors, and anyone engaged with TESS Group.
This policy is underpinned by the Equality Act 2010, which protects individuals from discrimination based on nine protected characteristics:
TESS Group also recognises its obligations under the Public Sector Equality Duty, which requires us to advance equality of opportunity and foster good relations between different groups.
TESS Group has established four key objectives for promoting equality and diversity:
We promote equality and diversity through:
All staff members receive equality and diversity training from their first day of employment. This training includes:
Ongoing training is provided through continuous professional development (CPD), one-to-one discussions, and observations. Staff competence and understanding of equality principles are monitored and reviewed regularly.
TESS Group ensures equality principles are embedded throughout:
Treating someone less favourably because of a protected characteristic. For example, rejecting an apprentice's application because of their race, or excluding someone from training because of their disability.
Applying a provision, criterion, or practice that is neutral on the surface but puts people with a particular protected characteristic at a disadvantage. For example, scheduling assessment at times that conflict with religious observance without considering reasonable adjustments.
Treating someone unfairly because they have made a complaint about discrimination, supported a colleague's complaint, or participated in an investigation. Victimisation is prohibited and will be taken seriously.
TESS Group is committed to a working and learning environment free from harassment and bullying. Both are forms of discrimination and are entirely unacceptable.
Harassment is unwanted conduct that:
Harassment can be physical, verbal, written, or digital. Examples include:
TESS Group has a zero-tolerance approach to sexual harassment. Sexual harassment includes unwanted conduct of a sexual nature in any form. This includes:
Sexual harassment from colleagues, managers, third parties (such as customers or employers), or through digital platforms will result in immediate investigation and appropriate disciplinary or legal action.
We are committed to:
Bullying is repeated, unreasonable behaviour directed towards an individual that creates a risk to health and safety or a hostile environment. All staff and apprentices must treat each other with respect and are encouraged to report any bullying concerns.
TESS Group recognises the rights and dignity of those in marriages and civil partnerships. We will not discriminate against individuals based on their marital or civil partnership status in recruitment, progression, or any aspect of our operations.
TESS Group prohibits the display or distribution of offensive materials including posters, images, emails, or other communications that demean or stereotype individuals based on protected characteristics. Such materials will be removed immediately and may result in disciplinary action.
TESS Group recognises that false accusations of discrimination or harassment can cause serious harm. While we take all complaints seriously and investigate thoroughly, we also recognise the distinction between a complaint that is not upheld after investigation and a malicious or false complaint. Deliberately making false accusations may result in disciplinary action.
Any individual who experiences discrimination, harassment, or bullying has the right to:
TESS Group is committed to challenging gender stereotyping, particularly in apprenticeships where certain sectors are dominated by one gender. We actively promote equality of opportunity and encourage applications from underrepresented groups through targeted outreach, mentoring, and support.
The Senior Leadership Team is responsible for setting the tone, ensuring compliance, reviewing policy effectiveness, and taking action to address any systemic issues identified through monitoring data.
All managers are responsible for embedding equality principles in their teams, addressing concerns promptly, modelling inclusive behaviour, and ensuring their decisions comply with equality legislation.
All staff members have a responsibility to treat everyone with respect, challenge discriminatory behaviour when they witness it, report concerns, and participate in training.
Apprentices and learners are expected to treat each other and staff with respect and to report any discrimination, harassment, or bullying they experience or witness.
TESS Group monitors equality and diversity through:
This data informs our equality objectives and helps us identify areas for targeted action.
Anyone who believes they have experienced discrimination, harassment, or bullying can make a formal complaint. The process is:
All complaints will be handled confidentially and promptly. We are committed to ensuring no one is victimised for making a complaint or supporting a colleague's complaint.
TESS Group recognises that it can be held legally responsible (vicariously liable) for discriminatory conduct by staff or agents, even if such conduct occurs without the organisation's knowledge or approval. We therefore have a responsibility to establish robust policies, training, and monitoring to prevent discrimination from occurring in the first place.
Breach of this policy may result in disciplinary action, up to and including dismissal for staff or termination of apprenticeship for learners. Criminal conduct (such as harassment or assault) will be reported to the appropriate authorities.
This policy is reviewed annually and updated as necessary to reflect changes in legislation, best practice, and feedback from our community. A formal review is conducted by the Senior Leadership Team, with consultation from staff and apprentices where appropriate.
Last Updated: March 2026 | Next Review: March 2027