Equal Opportunities and Diversity and Inclusion
➢ Equal Opportunities
Wilor Academy is committed to providing equal employment opportunities. Recruitment, selection, and employment decisions will be based on merit, skills, and qualifications, fostering diversity and inclusivity.
➢ Diversity and Inclusion
We value diversity and inclusion and strive to create an environment where all employees, regardless of background, feel respected and valued.
Recruitment and Selection
➢ Recruitment Process
The recruitment process will adhere to UK employment laws and regulations, ensuring fairness, transparency, and compliance with the Equality Act 2010.
➢ Job Descriptions and Specifications
Clear and comprehensive job descriptions and specifications will be provided for all positions, outlining roles, responsibilities, and required qualifications.
➢ Selection Criteria
Selection criteria for each role will be clearly defined, promoting fairness and consistency
in the recruitment process.
Employee Contracts and Terms of Employment
➢ Employment Contracts
All employees will be issued written employment contracts outlining terms and conditions, including working hours, salary, benefits, and other relevant details.
➢ Terms and Conditions
Terms and conditions of employment will comply with UK employment laws, including provisions for working hours, leave entitlements, and statutory benefits.
Vetting and Background Checks
➢ Pre-Employment Checks
Pre-employment checks will be conducted for all new employees, including verification of identity, right to work, qualifications, and professional memberships.
➢ DBS/Enhanced DBS Checks
Disclosure and Barring Service (DBS) checks will be undertaken as necessary for positions involving work with vulnerable groups, in accordance with safeguarding requirements.
Employee Development and Training
➢ Induction
A comprehensive induction process will be provided to all new employees to familiarise them with the institution, policies, and expectations.
➢ Continuous Professional Development
Opportunities for continuous professional development will be made available to enhance employee skills and contribute to career progression.
Performance Management
➢ Performance Assessments
Regular performance assessments and feedback sessions will be conducted to support
employee development and maintain high standards of work.
➢ Appraisal Process
An annual appraisal process will be implemented to assess employee performance, set objectives, and identify areas for improvement or advancement.
Grievance and Disciplinary Procedures
➢ Grievance Procedure
A fair and transparent grievance procedure will address employees concerns promptly and effectively. It is important that, if an employee is dissatisfied with any aspect of their employment, they have an effective means by which any grievance can be raised and, where appropriate, resolved.

1. Nothing in this procedure is intended to prevent an employee from informally raising any matter they wish to address. Informal discussions can often resolve issues without the need for a formal record. However, employee should often file a formal complaint in writing once they choose to do so.
2. If an employee has a grievance regarding any work-related matter, they should first raise it with a Director, either verbally or in writing, fully explaining the nature and scope of the grievance. A meeting will then be arranged to investigate the grievance thoroughly, and the employee will receive a written response, typically within ten working days, including details of their right to appeal.
3. If an employee wishes to appeal, they must notify the Director in writing within five working days. A further meeting will then be scheduled.
4. After the appeal meeting, the employee will be informed of the final decision, which will be confirmed in writing.
➢ Disciplinary Procedure
A clear disciplinary procedure will be followed in cases of misconduct, ensuring a fair and consistent approach which is mentioned in staff disciplinary policy. The disciplinary actions would be as follows.
1. Verbal Warning:
• The immediate Head of Centre issues a verbal warning for minor infractions.
• Warning includes a clear explanation of the issue and expectations for
improvement.
• Documentation of the warning is placed in the employee’s file.
2. Written Warning:
• If the issue persists, a written warning is issued, specifying the behaviour requiring improvement, consequences for further violations, and a timeline for improvement.
• A copy of the written warning is placed in the employee’s file.
3. Suspension:
• If the employee fails to correct the behaviour, a suspension may be imposed.
• Duration is determined based on the severity of the offense.
• The employee is informed in writing of the suspension, including the reason and the expected return date.
4. Termination:
• In cases of serious or repeated misconduct, termination may be necessary.
• Decision to terminate is made in consultation with Human Resources and senior
management.
• The employee receives written notice of termination, including the reason and details about severance or benefits based upon the nature of their contracts.
Confidentiality and Data Protection
➢ Confidentiality
Employees are expected to maintain confidentiality regarding sensitive information related to the institution, students, and fellow staff members.
➢ Data Protection
Compliance with the General Data Protection Regulation (GDPR) will be ensured in all HR processes and data management practices. Staff will be expected to sign a non-disclosure agreement and a declaration relating to the authorisation of their documents.
Health and Safety
➢ Health and Safety Policies
Employees are required to adhere to health and safety policies to maintain a safe working environment.
➢ Reporting Hazards
Procedures for reporting hazards and concerns related to health and safety will be clearly communicated.
Termination of Employment
➢ Resignation
Employees are required to provide notice in accordance with their employment contract when resigning.
➢ Termination
Termination of employment will be conducted following established procedures, ensuring fairness and compliance with UK employment laws.
➢ Review and Updates
This HR and Vetting Policy will be regularly reviewed and updated to align with changes in legislation, best practices, and the evolving needs of Wilor Academy.

Published Date : October 2023
Reviewed By : Salma Ali
Date of Review : September 2024
Date of Next Review : July 2025
Policy Number : WAP016

Salma Ali
Principal