EQUAL OPPORTUNITIES POLICY

The Company is an equal opportunity employer. We are committed to ensuring within the framework of the law that our workplaces are free from unlawful or unfair discrimination on the grounds of disability, colour, race, nationality, ethnic or national origin, sex, gender (including gender reassignment), sexual orientation, age, marital status, religious or other similar philosophical belief.

We aim to ensure that our employees achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. We have adopted this policy as a means of helping to achieve these aims.

What is discrimination?

Direct discrimination occurs where someone is put at a disadvantage on discriminatory grounds in relation to his or her employment. Direct discrimination may occur even when unintentional.

Indirect discrimination occurs where one individual’s employment is subject to an unjustified provision criterion or practice which e.g. one sex or race/nationality or age group finds more difficult to meet, although on the face of it the provision criterion or practice is ‘neutral’.

For example, a requirement for GCSE English as a selection criterion. This would have a disparately adverse impact on people educated overseas and may not be justified if all that is needed is to demonstrate a reasonable level of literacy.

Commitment

We are committed to ensuring that all of our employees and applicants for employment are protected from unlawful discrimination in employment.

Recruitment and employment decisions will be made on the basis of fair and objective criteria.

Person and job specifications shall be limited to those requirements which are necessary for the effective performance of the job.

Interviews will be conducted on an objective basis and personal or home commitments will not form the basis of employment decisions except where necessary and relevant.

All employees have a right to equality of opportunity and a duty to implement this
policy. Discrimination is a serious disciplinary matter which will normally be treated as gross misconduct.

Anyone who believes that he or she may have been disadvantaged on discriminatory grounds should raise the matter through the Company’s grievance procedure.

Ethical and Environmental Policy

At ALRA our ethical and environmental policy is for the benefit of staff, students and the wider community.

We try to ensure this policy is applied in all areas of our operations. We will never knowingly act for nor do business with companies or individuals whose practices conflict with this direction.

ECOLOGICAL IMPACT

Carbon Footprint

ALRA has cut paper systems wherever possible such as:

• Payslips-now sent electronically
• Prospectus-electronic version on website, we do not produce glossy bin fodder!
• Applications are online and paperless

We recycle:

• Paper
• Cans
• Plastics

We will not do business with any business whose core activity contributes to:

• Global climate change, through the extraction or production of fossil fuels
• The manufacture of chemicals which are persistent in the environment and linked to long term health concerns
• The unsustainable harvest of natural resources, including timber and fish

Furthermore, we will seek to support companies involved in:

• Recycling and sustainable waste management
• Renewable energy and energy efficiency
• Sustainable natural products and services, including timber and organic produce
• The pursuit of ecological sustainability

ANIMAL WELFARE

We will not do business with any business involved in:

• Animal testing
• Blood sports
• The fur trade

HUMAN RIGHTS

We will not do business with:

• Any business which fails to uphold basic human rights within its sphere of influence.
• Any business whose links to an oppressive regime are a continuing cause for concern.

MILITARY WEAPONS

We will not do business with any company involved in the manufacture or design of weapons,instruments of warfare or torture, or that derives significant revenue fromweapons-related products or services.

EMPLOYEE RELATIONS

We will not do business with any company that has a poor record of employee relations in the areas of health and safety, labour practices, employee benefits, or employment equity.

We will be a fair and equitable employer and will actively strive to be supportive in employee relations.

GLOBAL TRADE

We will not do business with:

• Any business with irresponsible marketing practices in developing countries.

We will seek to support businesses which take a responsible position with regard to:

• Fair trade
• Labour rights in their own operations and through their supply chains in developing countries.

SOCIAL ENTERPRISE

We will seek to support charities and the broad range of organisations which make up the Social Enterprise, widening participation, theatre & educational sectors.

OUR POLICY STATEMENT ON BRIBERY AND CORRUPTION

Policy statement

ALRA expects its employees to demonstrate honesty, integrity and fairness in all aspects of their dealings and exercise appropriate standards of professionalism and ethical conduct in all their activities.  ALRA expects the same approach to doing business from its partners and suppliers.

ALRA will not tolerate bribery¹ or corruption² in any form and has a 'zero tolerance' approach to any breach of this policy.

This means that ALRA and its employees will never seek, accept or give a bribe, facilitation payment, kickback or other improper payment. We must also always ensure that we operate with appropriate transparency in all our business dealings.

Policy

We will take appropriate steps to ensure that:

1. We do not, directly or indirectly, offer, promise, give, accept or demand a bribe or other undue advantage (including excessive gifts and hospitality) in order to obtain or retain business, or gain any other improper advantage.

2. We do not offer, nor give in to demands, to make illicit or illegal payments to agents, public officials (at whatever level), or the employees of business partners or anybody else that we do business with.

3. We engage and remunerate agents and other third parties only for legitimate services and adopt appropriate transparency in our approach.

5. We adopt management control systems that discourage bribery and corruption, and adopt financial and tax accounting and auditing practices that prevent the establishment of "off the books" secret accounts or the creation of documents which do not properly and fairly record the transactions to which they relate.

6. We do not make illegal or inappropriate contributions to candidates for public office or to political parties or to other political organisations.

Data Security Policy

Data Protection Policy: Security of Data

Precautions are taken against the physical loss or damage of personal data, and access to and disclosure of personal data is restricted. Members of ALRA who are responsible for processing personal data must ensure that personal data are kept securely, and that personal information is not disclosed orally or in writing, by accident or otherwise, to unauthorised third parties.

Manual data

• When not in use, files containing personal data should be kept in locked stores or cabinets to which only authorised staff have access.
• Files should be put away in secure storage at the end of the working day, and should not be left on desks overnight.

Electronic data

• Members of ALRA using the School's IT systems must conform to the School's Information Technology Policies. Attention is drawn in particular to the following policies, which are directly relevant to the security of personal data and other data for which ALRA is responsible:
• Access to data whether current or archived is provided to those individuals who, in the course of performing their responsibilities and functions, must use the specified data.
• All data on the network is protected by anti-virus software that runs on servers and workstations, and is updated automatically with on-line downloads from the relevant website or via updates received on CD. This includes      alerts whenever a virus is detected.
• Any viral infection that is not immediately dealt with by the anti virus software is notified to the IT support consultant.
• It is a condition of remote access to the school network by staff and pupils (via our secure website) that their home computers also have anti-virus software installed which is regularly updated with the latest virus definitions.
• All user data is backed up automatically on a daily basis, using an server system for fast indexing and data restoration.
• A full server backup takes place nightly.

Care must be taken to ensure that PCs and terminals on which personal data are processed are not visible to unauthorised persons, especially in public places. Screens on which personal data are displayed should not be left unattended. Particular care must be taken when transmitting personal data. Appropriate security precautions, such as the use of encryption and digital signatures, should be taken when sending personal data by email. As well as preventing unauthorised access, it is equally important to avoid the accidental or premature destruction of personal data which could prejudice the interests of data subjects and of ALRA. To prevent the accidental loss of electronic data, members of ALRA should ensure that storage of personal data in electronic form conforms to ALRA protocols.

Personal data in both manual and electronic formats should only be destroyed in accordance with agreed retention schedules. Care must be taken to ensure that appropriate security measures are in place for the disposal of personal data. Manual data should be shredded or disposed of as confidential waste, while hard drives, disks and other media containing personal data should be wiped clean (e.g. by reformatting, over-writing or degaussing) before disposal.

Disability Statement

Introduction

ALRA is committed to a policy of equal opportunities for disabled staff and students and aims to create an environment which enables them to participate fully in the life of the college. For the purposes of this policy, disability is understood in the broadest sense and, in addition to mobility and sensory impairments, includes mental health problems, specific learning difficulties and medical conditions which may have an impact on day-to-day activities. This policy also extends to members of the public using ALRA premises.

ALRA is committed to ensuring that the individual needs of each student are taken into account from the time they first apply, through the selection process and throughout their time at ALRA.

As part of that commitment, this statement provides information for anyone who has a disability or supports someone who has. It indicates what facilities are offered and makes clear what cannot be offered, due in particular to the restrictions imposed by the premises.

Admissions

Admission to the ALRA courses is managed by the Registrar, who ensures that individuals have all the information needed to make an informed decision about ALRA.

If an applicant has a disability or thinks they might need additional support during their time at the college, it is vital they let the Registrar know as soon as possible. The applicant’s needs are then discussed with them. When a student is invited to audition or interview, they are also invited to discuss their detailed needs with the relevant Head of Department.

Applications from potential students or applications for employment are assessed on the basis of the applicant’s aptitudes, abilities and qualifications.

After Admission

ALRA will endeavour to enable students and staff who become disabled during their time with the college to continue their course of study or career path.

ALRA will ensure that staff working with disabled people, either as colleagues or as students, have appropriate information and support. 

ALRA will endeavour to ensure disabled staff and students have access to the appropriate support to be fully included in college life.

How ALRA Can Help

When an applicant’s needs are identified and it is mutually agreed that ALRA is where a student wishes to pursue their education, a tutor will be allocated to assist the student with their needs. The views of the individual student or member of staff are taken into account at all times when their requirements are being assessed.

Support

Students with learning difficulties, dyslexia and dyspraxia are supported with:

Individual assessments

Extra tutor support

Additional external learning support

Adapted learning materials and methods

Additional or extra careers advice

Physical Access to ALRA

ALRA is not based in a purpose built premises, in London, but in the Royal Victoria Patriotic Building, which is Grade 2 listed. Some of the teaching studios are accessible via stairs only, with no lift available and cannot therefore be easily accessed by wheelchair users. The RVPB has a disabled toilet facility. So far as is reasonably practicable, other ALRA studios are accessible for disabled students and staff.

In Wigan, Trencherfield Mill has access to all floors via a lift and, once refurbished, will have disabled toilet facilities.

Disabled members of the public can fully participate in public events held on ALRA premises.

Student Assessments 

ALRA is committed to ensuring that a student with a disability who studies at the college shall have an equal opportunity of success. Assessment procedures are reviewed to ensure they are fair for the individual student, in liaison with the external validating organisations.

External Links 

ALRA will arrange contacts with appropriate national and local organisations who can support students and staff who have a disability.

Complaints and Appeals Procedure 

ALRA wishes all staff and students to be satisfied with the service it provides. If that is not the case, any concerns should be discussed with the Co-Directors. If the individual is not satisfied following that consultation, a complaint may be taken to the Board of Trustees who will consider the matter.

Review

ALRA undertakes to keep this policy under review and to amend it as required.