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Equality of Opportunity                        

 

Purpose

We have created this Equality of Opportunity policy so that we can identify, prevent and 

correct unfair discrimination especially against any Learner on our programmes, but also 

against any employee or representative of Mark Betts Hair Education or any of the employees or representatives of the salons and academies we work with.

 

Other reasons are:

a) Organisational, so that we:

• Show commitment to equality to all existing and potential Learners

• Show commitment to equality to existing and potential employees and representatives

• Improve the motivation of Learners and employees and representatives

• Ensure our services are more responsive to a diverse customer base

• Ensure that the talents of all those involved are developed to their full potential

 

b) Social responsibility, so that we:

• As an influential training provider, give leadership to others

• Ensure, wherever possible that the make-up of our Learners and employees and 

representatives reflects their local community

 

c) Legal, so that we:

• Combat direct and indirect discrimination in accordance with legislation

 

 Scope of the Policy

 

This policy aims to embrace equality of opportunity as a means of affecting the make-up of 

our Learners and our team and representatives, and enhance the service we provide to 

our customers.  Specifically the policy aims to ensure that no Learner, employee or 

representative (or any other person who comes into contact with Mark Betts Hair Education) is treated less favourably on grounds of sex, race, colour, nationality or ethnic origin, marital status, disability, sexual orientation, nationality, age, size, trade union activity, expired offences (where legally applicable) political or religious belief. 

 

Objectives of the Policy

 

This Equality of Opportunity policy works towards the implementation of four principles:

• Quality - working for the highest possible standards in the services we provide

• Equality - endeavouring to remove disadvantage, discrimination and deprivation

• Empowerment - creating commitment and giving people responsibility and influence 

• Equity - being impartial, rational and fair in all activities and dealings

The main objectives of the Equality of Opportunity policy are:

• To contribute to a more just society

• To use positive action to overcome discrimination and disadvantage

• To create a culture of continuous improvement with equality at the core

• To eliminate victimisation, harassment and discrimination, either direct or indirect

 

 The Need for Further Improvement

 

This policy is necessary for the following reasons:

• To reflect our determination to embrace the changing equality agenda

• The development of a policy framework and strategy to help meet our objectives

• The pursuit of objectives to underline our determination to maintain our reputation and 

standing within the training industry

 

Respecting Diversity

 

Our policy of respecting diversity is an approach that endeavours to place a positive value on all aspects of diversity, both to the Learners on our programmes and to our employees and representatives, rather than simply allowing for it.

 

 Implementing the Policy

 

Mark Betts Hair Education has a commitment to equality of opportunity.  We place this at the centre of what we do.  We will strive to achieve equality both within our own organisation and within the organisations that we consider as our partners in training.

This Equality of Opportunity policy is an indication of our determination against which we can be held accountable.  Our long term aim is for Mark Betts Hair Education to act as a benchmark against which the performance of other similar training organisations can be compared.

All of our employees and all representatives acting on behalf of Mark Betts Hair Education are individually responsible for complying with this policy and working towards the removal of discriminatory attitudes and practices.  

 

Communication

 

Communication can influence people's perceptions and attitudes.  Mark Betts Hair Education is committed to ensuring that all our communications and literature will promote words and images that reflect the diversity of society.

 

 Mark Betts Hair Education’s Values

 

Valuing Our Learners

Our approach is based upon respect for all and a total commitment to safety, fairness and 

equality of opportunity, especially for the young people involved in our programmes.  We 

exist to help young people to become the best that they can be. 

 

Valuing Our Team

We realise we cannot exist without the efforts of our team.  We aim to create an atmosphere which encourages positive and innovative attitudes in everyone involved with Mark Betts Hair Education and which allows people to develop their talents to the full.

 

Valuing Our Partners

Mark Betts Hair Education cannot survive in business without attracting and engaging highly 

committed partners with whom we work.  We exist in order to help these highly committed companies grow their people through NVQ education and we are totally committed to achieving this aim.

 

Valuing Our Services

We are proud of the services we provide.  We know that to gain the success we seek we must offer our customers a far higher level of innovation, service and support than any other organisation.  To do this, we need to position ourselves at the leading edge of NVQ education, allowing ours to aim to be acknowledged as the programmes by which others are judged. 

 

Consultation and Participation

 

Consultation and participation enables Mark Betts Hair Education to better understand and serve the needs of all those involved with us.  A consistent approach to consultation and participation   will result in a better partnership with team members, Learners, and partner organisations, service users and others who come into contact with Mark Betts Hair Education.  We will consult in many ways including providing ‘anonymous’ annual questionnaires to:

• Learners involved in our training programmes

• Our employees and representatives

• Employees and representatives from the salons and academies we work with

The results of these surveys will be published and copies sent out to all those involved.  

 

Obligations on Our Team 

 

Employees and representatives need to be aware of their own obligations as well as Mark Betts Hair Education’s commitment to equal opportunities.  These obligations include:

• The need to co-operate with measures introduced to ensure there is no discrimination 

in any aspect of the learning services we provide

• Ensuring that as persons responsible for learning delivery arrangements we do not 

discriminate

• Not persuading or seeking to persuade other employees or representatives to practice 

unlawful discrimination in employment or service delivery

• Drawing the attention of more senior colleagues to any suspected discriminatory acts 

or practices in employment or in the delivery of services

• Not victimising individuals on the grounds that they have made complaints or provided 

information about instances of discrimination or harassment

• Acting in accordance with Mark Betts Hair Education’s commitment to follow the principles of equality in its dealings with other employees; i.e. to reflect those principles in all we do and say whilst at work.

 

 Obligations on Partner Organisations

 

Partner organisations, including the salons and academies we work with, need to be aware of their own obligations as well as Mark Betts Hair Education’s commitment to equal opportunities.  These obligations include:

• The need to co-operate with measures introduced to ensure there is no discrimination 

in employment or in training and service delivery within their operations

• Ensuring that as persons responsible for service delivery arrangements or for selection 

decisions in recruitment, promotion, transfer and training, they do not discriminate

• Not persuading or seeking to persuade any of their own employees to practice 

unlawful discrimination in employment or service delivery

• Drawing the attention of Mark Betts Hair Education any suspected discriminatory acts or 

practices in the service delivery on behalf of Mark Betts Hair Education

• Not victimising individuals on the grounds that they have made complaints or provided 

information about instances of discrimination or harassment

• Acting in accordance with Mark Betts Hair Education’s commitment to follow the principles of equality at all times

 

 

 The Legislative Framework

 

We will strive to ensure everyone involved with Mark Betts Hair Education is fully aware of their legal responsibilities at all times.  

The Law does three things that affect Mark Betts Hair Education.  Firstly, it makes discrimination on the grounds of race, sex or disability illegal, except in certain specific cases.  Secondly, it places a legal obligation upon us to eliminate unlawful racial discrimination and to promote equality of opportunity and good relations between persons of different backgrounds and cultures.  Thirdly, it allows us, in relation to race and sex, to take positive action to promote equality of opportunity.

 

 Discrimination

 

Discrimination: Discriminating on the grounds of race, sex or disability is illegal and totally 

unacceptable on any of the other grounds specified in this policy document.  There are two 

ways in which discrimination may occur.

• Direct Discrimination:  This means treating someone less favourably than others would 

be treated in the same or similar circumstances.

• Indirect Discrimination: This means applying a requirement or condition that cannot be 

justified and which may disadvantage certain individuals.

 

Victimisation:  This occurs when a person is treated less favourably than other persons would be treated because that person has done something in reference to the Equal Pay Act, Sex Discrimination Act 1975 (as amended) or Race Relations Act 1976, by, for example, bringing forward proceedings or giving evidence or information.

 

Harassment:  Mark Betts Hair Education will not condone harassment on the grounds of sex, race, colour, national or ethnic origin, marital status, disability, sexual orientation, nationality, age, size, trade union activity, expired offences (where legally applicable), political or religious belief.  

Any Learner or employee or representative of Mark Betts Hair Education who feels they have been harassed or who witnesses harassment at work may use Mark Betts Hair Education’s anti-harassment procedure. 

 

 Racist Incident:  A racist incident is any incident that is perceived to be racist by the victim or by any other person. This means that if anyone perceives an incident as racist, it should be regarded as such, regardless of any dissenting views.  

 

Positive Action

 

Definition of Positive Action:  The term 'positive action' refers to a variety of measures designed to counteract the effects of past discrimination and to help eliminate sex and race stereotyping.  

Mark Betts Hair Education may use positive action initiatives, including:

• Directing recruitment initiatives towards under-represented groups

• Publishing advertisements for vacancies which specifically encourage applications from 

under-represented groups

Positive action can:

• Enable under-represented groups to obtain the skills required to enter a wider range 

of jobs

• Enable employers to encourage under-represented groups to seek promotion and 

contribute fully to the organisation for which they work

 

 Recruitment and Selection

 

Mark Betts Hair Education recognises that fair and equitable recruitment and selection practices are crucial in delivering equality of opportunity.  All employees involved in the recruitment and selection process will be required to abide by the provisions of our Equality of Opportunity policy.  Specifically Mark Betts Hair Education will ensure that:

• A positive statement about Equality of Opportunity appears in all job advertisements

• Job vacancies are advertised widely

• Job criteria are determined solely on the essential requirements of the job, and that 

people are selected and appointed purely on merit and on the basis of their ability to 

do the job

 

Employment Patterns

 

Mark Betts Hair Education aims to develop initiatives to support our employees and representatives in combining work and other responsibilities.  In doing so we recognise that many of our team fulfil demanding roles outside work which often inhibit their ability to commit themselves to full-time involvement.  

 

 People with Disabilities

Mark Betts Hair Education’s vision is for a society where all disabled people can participate fully on equal terms.  We will challenge discrimination against disabled people and develop policy, procedures and practices to deal with discrimination.

To achieve this, Mark Betts Hair Education is committed to a Charter for disabled people:

Every disabled person has the right to be treated in the same way as any other person, without pre-judgement about disability or the quality of life of disabled people and to make use of all Mark Betts Hair Education services and facilities without avoidable hindrance. 

 

Recruitment and Selection

Historically the recruitment and selection process has often discriminated against disabled 

job applicants.  The introduction of the Disability Discrimination Act 1995 helps to reverse 

these traditional patterns of discrimination by requiring organisations to think positively and 

pro-actively about the employment of people with a disability.  To this end any job applicant 

who has a disability and meets the minimum essential criteria for the job, will be interviewed.  

 

Training and Development

Any learner with disabilities will be afforded equal access to training and development 

opportunities on the basis of their training needs.  Special requirements arising from their 

disability will be met subject to the requirements of the Disability Discrimination Act.

Access to Goods, Facilities and Training Services

Mark Betts Hair Education will make every effort to eliminate barriers facing disabled people when using our services.

 

HIV/AIDS

 

Mark Betts Hair Education recognises that people with HIV/AIDS experience not only purely medical 

effects but may also experience prejudice and misunderstanding leading to discrimination 

and victimisation.  Mark Betts Hair Education, therefore, will ensure that people with HIV/AIDS do not experience unfair treatment in relation to employment prospects or as receivers of our services.

In this regard Mark Betts Hair Education therefore will ensure that job applicants who are deemed to be 'medically fit' to perform the job or training for which they have applied, are not denied an offer of work solely because they are HIV positive.  

 

 Race Equality

 

Discrimination has often taken place on the grounds of nationality, colour, religion race, 

national origin, leading to racist attitudes and practices.  Mark Betts Hair Education acknowledges that ethnic minority people have historically faced discrimination in all areas of their life.

Mark Betts Hair Education is committed to do all we can to eradicate racism and racial discrimination, either direct or indirect, in every area of our work.  Prejudice is commonly addressed as unreasonable feelings, opinions or attitudes, especially of a hostile nature, directed against a racial, religious or national group.

 

Gender Equality

 

The majority of Mark Betts Hair Education’s employees, representatives and Learners are female and when planning and delivering services we must observe that many females have 

particular concerns about safety.  Mark Betts Hair Education will ensure that, whenever identified, these safety concerns are acknowledged and action is taken to address their fears.

Mark Betts Hair Education will continue to initiate and develop family friendly employment policies and provisions and when dealing with partner organisations, Mark Betts Hair Education will challenge any sexist attitudes, structures and practices.

 

 Lesbian, Gay and Bisexual Equality 

 

Lesbians, gay men, and bisexuals may face discrimination and because of changing social 

attitudes, discrimination could occur when they are accessing training or attempting to 

access training or job opportunities.

Mark Betts Hair Education realises that policies, procedures and practices should take account of the fact that not everyone is heterosexual and that everyone has the right to define their own sexual identity.  Discrimination against lesbians, gay men and bisexuals can be decreased by offering support, help, recognising need and encouraging participation.

 

Issues Relating to Age and Equality

 

Ageism leads to discrimination against people based on assumptions and stereotypes about 

their age.  The stereotypes are based on perceived notions of an individual's ability and 

potential.  Young people under the age of 18 and older people are the groups most likely to 

suffer from ageism.  

Mark Betts Hair Education recognises that the requirements of all people need to be understood and met, but especially those of younger people given the majority of those involved in our training programmes fall into this category. 

 

 Religion and Belief

 

Religion plays an important role in society.  The Race Relations Act 1976 has defined 

members of two religions, Judaism and Sikhism, as ethnic groups.  As a result Jews and 

Sikhs have legal protection from discrimination in employment and the provision of services.

 

Training and Development

 

The success of this Policy and therefore the effective delivery of service will rely heavily upon the provision of quality training and development programmes that are designed to meet a variety of needs and circumstances related to equality of opportunity.

Training will be provided for the following purposes:

• To enhance and develop the skills, knowledge and abilities of existing team members to realise their full potential irrespective of background or employment status

• To enable team members to be sensitive and responsive to the needs of the wider 

communities so that they can deliver even better services.

• To equip team members with the skills to provide personal and organisational solutions 

to discriminatory practice and behaviour and to promote anti-discriminatory behaviour 

• To promote greater awareness of equal opportunities and the contribution that team 

members at all levels can make

• To gain commitment to the pursuit of equal opportunities

 

 Complaints Procedures

 

Mark Betts Hair Education will regard any breach of this Equality of Opportunity policy as a serious matter and has drawn up procedures to deal with complaints of discrimination/harassment.  

It should be noted that the use of internal procedures does not prevent an employee from 

bringing a case based on race or sex to an Employment Tribunal.

If you wish to make a complaint please do so in writing to the Managing Director of 

Mark Betts Hair Education or, if appropriate, to the General Manager of Mark Betts Hair Education.

 

Monitoring

 

Monitoring is a crucial aspect of our Equality of Opportunity policy, as it can provide 

important information by which we can measure our performance against our aims and 

objectives.  More important, certain statistical information can enable Mark Betts Hair Education to detect where potential or actual imbalances exist and to take steps to correct them.

Monitoring will be undertaken in the following areas on an annual basis:

• The composition of the workforce by sex, race, disability and age

• Learner recruitment trends by sex, race, disability and age

• The take up of employees and our training partners of training opportunities

• The use of complaints procedures currently in force

In addition, to enable continuous feedback Mark Betts Hair Education will 'monitor' the workforce through the following processes:

• Surveys of Learners on our programmes

• Surveys of employees and representatives of Mark Betts Hair Education

• Surveys of employers and their employees and representatives

• Generally encouraging on-going dialogue between colleagues

• Exit interviews where applicable

 

We will monitor the use and impact of services to:

• Improve take-up

• Identify gaps in services

• Identify where changes can be made

• Better target resources 

• Highlight possible inequality

• Investigate causes of any discrimination 

• Remove any unfairness or disadvantage

 



Anti-harassment 

Policy Statement


Mark Betts Hair Education recognises that any form of harassment is totally unacceptable.  

          

We are particularly concerned about the feelings of young people and we are totally 

committed to stopping any form of harassment.  This policy and the procedures which support it, allows for action to be taken against employee or representative of Mark Betts Hair Education, or any employee or representative of the salons and academies we work with that knowingly allows harassment to take place.

 

Stopping Harassment

 

Harassment is a serious management issue.

Our Anti-harassment policy aims to ensure that all complaints of harassment are dealt with in as sensitive a manner as possible by facing up to the issue in an early stage.  Stopping unwanted behaviour is an important, personal matter for the individual experiencing harassment.  It is essential to deal with incidents of harassment positively, quickly and sensitively.

 

What does the Anti-harassment Policy cover?

 

The Anti-harassment policy covers all forms of harassment within any programme operated by Mark Betts Hair Education and beyond.  Harassment is unfair behaviour that has a harmful effect on an individual, it can include:

• Unwelcome comments and gestures

• Offensive materials

• Verbal statements which are felt as insults

• Threatening or obscene behaviour

• Verbal abuse

• Shunning of a particular individual

• Unwanted physical contact

• Jokes of a derogatory nature

• Bullying

• Offensive language

• Violence

• Exclusion

• Differential treatment

 

Such behaviour is an attack by one person or group of people against another person or group of people aimed at their gender, sexual identity, race, emotional distress, religion, age, impairment or physical appearance.  Harassment is often aimed at people in less powerful positions in the workplace.

Harassment is an abuse of power.  It refers to behaviour that is uninvited, unwanted and which fails to respect the individual, it may be persistent or an isolated incident and may be directed towards one or more individuals. Harassment makes a person feel humiliated, patronised, threatened or insecure, causing personal offence or injury, creating an intimidating, unwelcoming and stressful work environment.  It interferes with thinking and judgement.

 

Anti-harassment Policy Principles

 

Any form of harassment of a Learner on the programme is totally unacceptable.

It is the responsibility of the employer or a senior manager within the salon or academy to deal with cases of harassment; if any Learner feels harassed, a complaint should immediately be made to the Programme Tutor or to their salon manager or employer. Please take with you a copy of this policy.

 

If for any reason, action is not taken to stamp out the harassment, the next step is to talk in confidence to the Protection Officer at Mark Betts Hair Education. The Protection Officer is prepared to speak up for you and explain the problem to the General Manager of Mark Betts Hair Education or the salon manager or employer.   The Protection Officer will only act with your full approval.  

 

If action is still not taken to stamp out the harassment, the next step is to talk directly to the Managing Director of Mark Betts Hair Education, Mark Betts.

 

All complaints of harassment will be treated seriously, in confidence, with fairness and as quickly as possible.  Anyone seeking advice or making a complaint will be protected against victimisation.

Any individual who experiences harassment is encouraged to take action. Mark Betts Hair Education will give full support and do all that is possible to ensure the unwelcome behaviour is stopped and prevented from happening again.

 

Explaining the Policy

 

All Learners will be made aware of the existence of the harassment policy and the standard of behaviour that is expected from them.  Training staff or salon managers may seek support and guidance in tackling harassment in the workplace and will be given advice about their responsibilities under the policy.

 

Monitoring and Evaluating the Policy

 

Records will be kept on the number and type of complaints of harassment within the 

Programme.  These records will be held by the office of the General Manager and 

will be confidential.  Monitoring will be undertaken to test the effectiveness of the 

Policy and procedure and this will be the responsibility of the Managing Director.

 

 



Disability Discrimination Act 

 

Introduction

 

The Disability Discrimination Act (DDA) has existed since 1995.  However, Part 3 

of the Act came into force on October 1st 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 hairdressing 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.

Businesses that do not do all they can to allow disabled access are liable to civil action by a disabled person (or a representative) on the grounds of discrimination.  

The emphasis, however, is for the company to take all reasonable steps.

 

DDA – Our Policy 

 

Mark Betts Hair Education’s vision is a society where everyone can participate fully on equal terms regardless of disability.  We are committed to challenge prejudice against disability and we will continue to develop policy, procedures and practices to actively deal with discrimination.

To achieve our vision, Mark Betts Hair Education is committed to a charter for the disabled: 

Every disabled person has the right to be treated in the same way as any other person, without pre-judgement about disability or the quality of life and must be able to make use of all Mark Betts Hair Education‘s services and facilities without avoidable hindrance.

 

Recruitment and Selection

 

Any applicant who has a disability and meets the minimum essential criteria for a place on a Mark Betts Hair Education programme will be interviewed and will not be subject to random selection or any other selection method aimed at reducing a large shortlist.

 

Training and Development

 

We will provide any learner with a disability an equal opportunity and equal access to training and development opportunities based on their training needs.  

We will endeavour to meet and special requirements arising from their disability subject to the requirements of the DDA.

 

Access to Goods, Facilities and Training Services

 

Mark Betts Hair Education will make every effort to eliminate barriers facing disabled people when using our services.  We recognise that some of the companies we work with have premises that are more accessible than others.  For advice regarding accessibility please contact the Mark Betts Hair Education head office on 01484 537137. 

 

DDA Procedures – please note this document is intended for guidance purposes only, a full DDA audit should be undertaken by an appropriately qualified person in order to comply with the current DDA legislation. 

 

DDA Champion:  As General Manager, Nikki Armitage will take on the role of 

DDA Champion at Mark Betts Hair Education and will keep disability access at the core of our business thinking.

 

Access Audit:  Mark Betts Hair Education will develop an Access Audit check list for salons who we work with.  This access audit is essential for measuring where each salon is at in terms of disability access.

 

Making Necessary Changes:  Following the Access Audit, Mark Betts Hair Education will make recommendations to salon owners regarding essential physical changes; this may involve some minor additions.

 

Training:  The majority of cases brought to the Disabilities Rights Commission result from an ‘unhelpful attitude’ from service provider staff.  Although this is unlikely to happen we need to make everyone fully aware of the issues.  

 

Review:  We must keep DDA at the forefront of our thinking.  The key to the legislation is that any disabled person (or their carer) who feels they cannot access the same service as everyone else can bring a complaint and seek compensation.  Review of our DDA policy will take place annually each May.

Ofsted rated our hairdressing and barbering apprenticeship achievements as outstanding at our last inspection april 2014.

 

Lets get the festive mood flowing….
If you like our page Mark Betts Hairdressing and share it we will enter you for our brilliant draw.
So what will that brilliant draw mean to you??
Well lets start with a complete hair makeover which includes a colour and cut/finish plus we will give you a pair of Ghd mk4 stylers and a selection of products..

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Give us a call on:

 

Salon

01924 423755

 

Huddersfield Training School

07947758223

 

Batley Training School

01924 359797

 

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Address

MARK BETTS HAIRDRESSING AND HAIR EDUCATION

 

 

MARK BETTS HAIRDRESSING 

43 COMMERCIAL STREET

BATLEY WF17 5EP

TEL: 01924 423755

 

Almondbury Community School

Fernside Avenue

Alondbury

HUDDERSFIELD

WEST YORKSHIRE

 

HD5 8pq

 

07947758223

 

MARK BETTS HAIR EDUCATION

18 COMMERCIAL STREET

BATLEY

WEST YORKS

W17 5HH 

TEL: 01924 359797

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           The new ghd hairdryer powerfull and easy to use and just £99 for a limited time.

 

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Josh Betts has now introduced mens wet shaving to our barbering services and with a introductory price of just £10 for a limited period.

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