Equal Opportunities

This is the policy of the training course in respect of discrimination on grounds of sex, race, disability or religion. This course is committed to working towards equality of opportunity for every student and tutor. This policy is one important way of achieving this objective. Please read it carefully. If there is anything you do not understand, please ask your tutor.

The Policy

Dental Nurse Training recognises that discrimination on the grounds of sex, race, disability or religion is harmful and in many cases may be illegal. Through this policy, through training and by example, we wish to demonstrate that we do not tolerate discrimination by anyone participating in the course.

Definitions – Discrimination is any form of unfavourable treatment.

Policy is the same as a Code of Conduct and it is how we expect everyone to behave. It applies to our dealings with each other, with students, tutors and administrators.

Sex discrimination is any form of treatment which is unfavourable and which is related to gender or marital status. Discrimination according to sex is illegal under the terms of the Sex Discrimination Act 1975. The Act applies equally to both men and women.

Direct sex discrimination is when one person is treated less favorably on the grounds of his or her sex than a person of the other sex is or would be treated in similar circumstances. This can occur when a person is refused a position or promotion because of his or her sex or because of a factor which is sex linked, such as the ability to bear children. For example, it is illegal to refuse to employ a woman because she is of child bearing age and ‘judged’ likely to have children. A candidate should be treated on merit, irrespective of sex.

Indirect sex discrimination is a requirement or condition, which cannot be justified on job related criteria on grounds other than sex, which is applied to men and women equally but has the effect, in practice, of disadvantaging a considerably higher proportion of one sex than the other. For example, requiring students to be of a minimum height, which cannot be justified in terms of the task they have to perform.

Direct marriage discrimination can occur when a married person is treated less favorably because he/she is married, than a single person of the same sex is or would be treated in similar circumstances.

Race discrimination is any form of treatment which is unfavourable and which is related to colour, race, nationality (including citizenship), ethnic or national origin. Discrimination according to race is illegal under the terms of the Race Relations Act 1976. As with sex discrimination, race discrimination can be direct or indirect.

An example of direct discrimination might be offensive remarks about black people or about a religion or faith where the majority of believers are black. Indirect discrimination might be where an employer requires higher language standards from employees than are needed for the safe and effective performance of the job.

Victimisation is when the employer treats an employee (of either sex) less favorably than other employees are or would be treated, because the employee has brought or threatens to bring proceedings, or give evidence or information against an employer with reference to the Sex Discrimination Act, Race Relations Act or Equal Pay Act. These provisions do not apply if the original discrimination allegation was false or was not made in good faith.

Harassment is a form of discrimination where a person is made to feel uncomfortable because of sex, race, disability or religion. It may involve action, behavior, comments or physical contact which is found objectionable, offensive or intimidating by the recipient. The recipient may feel threatened, humiliated or patronised by the perpetrator. It is not always a conscious or intentional act but it is the recipient’s feelings in response which are important.

Sexual harassment is a form of sex discrimination. The practice defines harassment as unwanted conduct of a sexual nature or other conduct based on sex which affects the dignity of those who work in the practice. This can include unwelcome physical, verbal or nonverbal conduct. Both men and women may be subject to harassment.

Racial harassment is a form of race discrimination and might involve racist jokes and banter or insults, taunts and jibes.

Religious discrimination is where a person is treated less favorably because of his or her religious beliefs; for example, promoting a less able person to work rather than a Jewish person using the reason that the Jewish person would not work on Saturdays. The Fair Employment (NI) Act 1989 enables employees who feel that they have been discriminated against on the grounds of religious belief or political opinion to take action against an employer.

Disability discrimination is where a person is treated less favorably because of disability. Occasionally a disability can limit a person’s capability for some forms of employment. Discrimination occurs when the treatment of the individual is unfavourable taking into account the disability; for example, making it a condition of employment that the employee can drive an unmodified car when the job can be performed adequately without driving.

Complaints

Dental Nurse Training try to ensure that all participants are completely aware of the aims and objectives of their courses. However, if a student is dissatisfied with any part of the course they have the right to make a complaint.

Dental Nurse Training takes all complaints very seriously. We ensure that the complaint is dealt with courteously and promptly so that the matter is resolved as quickly as possible.

All complaints should be made to:

Erica Clatworthy

info@dentalnurse.training

Complaint Process

  • We will listen to your complaint and if requested by you make a written record of it.
  • If a complaint is about any of the course tutors it will be referred to the person concerned, unless the complainant does not want this to happen.
  • We will offer to discuss the complaint at a time agreed with the complainant in the hope to reach a resolution.
  • We will keep the complainant informed of all developments.
  • We will inform the complainant the estimated time that the investigation will take to be completed. This can be done by whichever of the following methods is preferred by the complainant: telephone, face to face meetings, letters or email.
  • We will endeavour to investigate speedily and efficiently as far as reasonably practicable, normally the process should take no longer than a month from beginning to end.
  • When we have completed our investigation, we will provide you with a full written report. The report will include an explanation of how the complaint has been considered, the conclusions reached in respect of each specific complaint, details of any necessary remedial action that needs to be or already has been taken
  • Proper and comprehensive records are kept of any complaint and we may take actions to improve services as a consequence of this.

Appeals

If a complaint remains unresolved or the complainant is not satisfied with the results of our procedure then the student may appeal to:

National Examining Board for Dental Nurses, 108-110 London Street, Fleetwood, Lancashire, FY7 6EU, Telephone: 01253 775123

Date reviewed: October 2019

Date to be reviewed: October 2020