RJH - Gold MCIAC Accredited School

Equality, Diversity and Safeguarding Policy
In accordance with MCIA RIDE



MCIA RIDE accreditation process requires your business to provide access to training for learners under the considerations of the Equality Act 2010. You have a duty of care to learners and your instructional team. This policy guidance covers the provisions of the Equality Act which became law in October 2010. The Equality Act harmonises and replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what RJH Motorbike Training Ltd must do to comply with the Law. Further information regarding the Act can be found at www.acas.org.uk.

The Equality Act covers the same groups that were protected by existing legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation,

marriage and civil partnership and pregnancy and maternity. These are now called ‘protected characteristics’. The Act extends some protections to characteristics that were not previously covered, and also strengthens particular aspects of equality law.

Protected Characteristics

The following protected characteristics as described in the Equality Act 2010:

Age – The Act protects all ages. Although different treatment due to age is not unlawful if the company can justify it we will always endeavour to make opportunities available for all age groups. Age however is the only protected characteristic that allows employers to justify direct discrimination if necessary.

Disability – Under the Act, a person is disabled if they have a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities, which would including things like using a telephone, reading a book or using public transport. Your company has a responsibility to make reasonable adjustments to help employees overcome disadvantages resulting from an impairment (e.g. by providing assistive technologies to help visually impaired staff use computers effectively).

Disabled people should not be treated unfavourably because of something connected with their disability (e.g. a tendency to make spelling mistakes arising from dyslexia). This is unlawful unless we can show that it is a proportionate means of achieving a legitimate aim. Additionally indirect discrimination covers disabled people. This means the company will not disadvantage people with the same disability, unless it could be justified.

Gender Reassignment – The Act provides for transsexual people. A transsexual person is someone who proposes to, starts or has completed a process to change his or her gender. The Act no longer requires a person to be under medical supervision to be protected.

Marriage and Civil Partnership – The Act protects people who are married or in a civil partnership against discrimination, single people are not protected.

Pregnancy and Maternity – A woman is protected against discrimination on the grounds of pregnancy and maternity during the period of her pregnancy and any statutory maternity leave to which she is entitled.

Race – Race includes; colour, nationality and ethnic or national origins.

Religion or Belief – In the Equality Act, religion includes any religion. It also includes a lack of religion, in other words employees or jobseekers are protected if they do not follow a certain religion or have no religion at all. Additionally, a religion must have a clear structure and belief system. Belief means any religious or philosophical belief or a lack of such belief.  To be protected, a belief must satisfy various criteria, including that it is a weighty and substantial aspect of human life and behaviour. Denominations or sects within a religion can be considered a protected religion or belief.

Sex – Both men and women are protected under the act.

Sexual Orientation – The Act protects bisexual, gay, heterosexual and lesbian people.


Pre-employment Health Related Checks – The company should act in accordance with the Equality Act when requesting health related information prior to commencement of the job application process.



A robust Equality and Diversity Policy will also assist the effective safeguarding of your learners whilst they are training with you. A simple definition from the Care Quality Commission (2014) of safeguarding people is:

A term used in the United Kingdom and Ireland to denote measures to protect the health, well-being and human rights of individuals, which allow people, especially children, young people and vulnerable adults – to live free from abuse, harm and neglect. For an Approved Training Body this should mean ensuring your learners are trained in an appropriate environment, by appropriately trained individuals who recognise learners who may require support and are able to adopt a professional approach to training.

As an ATB owner you may wish to consider a ‘no touch’ policy and ensure instructors do not have a sexual relationship with any student who is being trained by your organisation. This is especially important if the student is under 18 years of age as this can result in them being removed from the instructor register and can be classed as ‘exploitation’ by the DVSA.




Commitment to Equality, Diversity and Safeguarding

We are committed to eliminating discrimination and encouraging diversity amongst our workforce. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give their best. These key principles are also to be offered to learners who undertake training programmes.




The aim of this policy is to provide equality and fairness for all in our employment and learners involved in our training programmes, and not to discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, sex and sexual orientation. We oppose all forms of unlawful and unfair discrimination.

All employees and learners, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees and learners will be helped and encouraged to develop their full potential and the talents and resources of the employed workforce will be fully utilised to maximise the efficiency of the organisation.



Our commitment:

  • To create an environment in which individual differences and the contributions of all our staff and learners are recognised and valued.
  • Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
  • Training, development and progression opportunities are available to all staff.
  • Equality in the workplace is good management practice and makes sound business sense.
  • We will review all our employment practices and procedures to ensure fairness.



Equality for Learners

RJH Motorbike Training Ltd is committed to providing learners with the opportunity to perform to their potential. The following areas should be considered by all staff when delivering rider training programmes.


Learner Needs

  • Set suitable targets for the performance of individuals and training programmes.
  • Learner retention/completion results are monitored according to gender, race and ability/disability. If appropriate, action is taken as a result of this.
  • Learner’s other achievements are recognised and valued.
  • Primary learning goals are set that are achievable whilst challenging the aspirations of learners to pass courses/assessments or ride larger motorbikes.


Instruction & Learning

  • Teaching and learning are planned effectively to meet the needs of all learners.
  • Instructors and assessors have appropriate knowledge to enable them to help learners with particular needs.
  • Instructors use appropriate methods to meet students’ individual learning needs and promote productive working relations.
  • Instructors promote equality and are aware of potential social and moral issues.
  • Instances of prejudice and/or harassment within the training are immediately challenged.
  • Learners have suitable access to learning resources and materials to assist their learning.



  • The expertise of technical, administrative and support staff is appropriately and effectively used to support learners and instructors.
  • There is appropriate equipment and resources to support teaching and learning.
  • General facilities to support learning are of an appropriate quality and readily accessible to students.



Programme Selection

  • The chosen rider training programme meets the needs of learners and of other stakeholders where necessary.
  • The rider training programme is managed effectively and efficiently and provides continuity and progression for all learners.
  • All learners conduct an initial assessment at enrolment to discuss the appropriateness of their chosen rider training programme.
  • Equality will be a factor in determining the courses, machine size and riding tests offered by our company.



Guidance and Support for Learners

  • Impartial guidance before, and on entry to rider training programmes helps learners to choose appropriate courses.
  • The induction programme for learners contains clear information about RJH Motorbike Training Ltd’s commitment to equality, and the policies/procedures/general information relevant to this issue.
  • Systems are in place to enable staff to identify students with particular needs quickly.
  • Learners receive effective and appropriate support to meet their individual learning needs throughout their programme.
Back to top button
Call Now Button