Equality & Diversity

Equality of Opportunity

It is our policy to maintain equality of opportunity for all those involved with Cheynes Training.  This includes Candidates, employees and representatives of Cheynes Training and the employees and representatives of the salons and acadamies we work with.

Our policy on equal opportunities is reviewed and evaluated annually or whenever ciurcumstances demand.

A copy of the Cheynes Training Equaliy of Opportunity policy may be accessed by clicking on the link below.

Equality of Opportunity Policy 2010

Anti Harrassment

Cheynes Training recognises that any form of harassment is totally unacceptable.

We are particularly concerned about the feelings of young people and any individual who experiences harassment is encouraged to take action. All complaints will be treated seriously, in confidence, and as quickly as possible.

It is the responsibility of the employer to deal with cases of harassment; if any Candidate feels harassed, a complaint should immediately be made to the Head of Centre or to their salon manager or employer.

If for any reason, action is not taken the Candidate may talk in confidence to the Regional Training Advisor (RTA). The RTA is prepared to speak up for you and explain the problem to the Head of Centre or the salon manager or employer.

If action is still not taken to stop out the harassment, the next step is to talk to Cheynes Training.

A copy of the Cheynes Training Anti-harassment policy may be accessed by clicking on the link below.

Anti Harrassment Policy 2010

Disability Discrimination

The Disability Discrimination Act (DDA) has existed since 1995. However, Part 3 of the Act came into force on October 1^st 2004. Part 3 has the potential to affect all businesses operating in the UK.

DDA Part 3 states quite clearly that all providers of a service – including hair-dressing and training services - must put in place reasonable measures to ensure that no individual is placed at a disadvantage whilst trying to access their goods or services.

In effect this means that, whenever practicable, businesses must ensure they do everything possible to allow disabled persons to have the same access to their goods or services as fully able people.

A copy of some key documents relating to our DDA policy may be accessed by clicking on the links below.

	DDA Policy 2010
	DDA Self Audit 2008
	DDA Example Forms 2008
	Understanding Dyslexia

Business Ethics

It is our policy not to entice or attempt to entice any person who is employed by any company that is currently a Client of Cheynes Training or has been a Client of in the recent past.  To avoid any doubt, we promise not to employ any person who has been employed by a Client of Cheynes Training unless we have full permission from the Client or unless they have been left the Client for a period of at least 12 months.

Code of Ethics

Public Disclosure Policy

The Public Interest Disclosure Act 1998 aims to promote greater openness in the workplace and protects "whistle-blowers" from detrimental treatment, including victimisation or dismissal, for raising concerns about matters in the public interest.

Cheynes Training has developed a Public Disclosure Policy that explains that anyone who has a reasonable belief that there is serious malpractice relating to any of the protected matters specified in the policy may raise a concern under the procedure outlined in the policy. The policy also contains information about the rights to raise the matter externally if they are not satisfied with Cheynes Training’s response and the protection afforded to them if they choose to do this after the internal procedures have been exhausted.

Please click on the link below to access the policy.

Whistle Blowing Policy 2010