Disability Discrimination Policy

This document is a policy which outlines Ostara Events approach to ensuring the Disability Discrimination of our learners, trainers and staff during the delivery of the learning programmes. This policy is to assist in setting out Ostara Events commitment to Disability Discrimination while delivering training services to the delegates and to other third parties who have contact with our business.

This document shall provide:

A statement on the general policy of Disability Discrimination of the business and what we hope to achieve through its implementation
The responsibilities of relevant persons for specific actions to ensure compliance with Disability Discrimination regulations, and
What arrangements shall be made by the business in practical terms to ensure compliance and implementation of the policy.

Ostara Events shall carry out risk assessments and other practices required of us by the Disability Discrimination Executive. We shall also consider creating a specific policy which deals with any risks relating to Covid-19.

The Disability Discrimination Policy document shall be completed with all the relevant information. There is no legal requirement for it to be signed, however, it shall be useful to do so to illustrate our endorsement of the policy document.

It shall be the duty of Ostara Events management to ensure that all aims, responsibilities and arrangements contained within the Disability Discrimination Document are carried out.

This policy shall also be made accessible so that it can be accessed at any time by our employees, delegates and third-party people who have contact with our business.

Our delegates shall be taken through Disability Discrimination issues at the beginning of each training session during introductions.

Ostara Events shall review its policy annually. Where the policy is revised or altered, these revisions and alterations shall be communicated effectively to employees at the earliest opportunity.

Ostara Events considers the Disability Discrimination of all employees, trainees, and customers to be of primary importance to the well-being of the business, and it is our continuing aim to make our company a safe and healthy place in which to work and be trained.

To achieve this, we at Ostara Events commit to an active Disability Discrimination policy designed to achieve: -

A safe and healthy environment for all employees and trainees.
The prevention of accidents involving personal injury and occupational-related diseases.
The prevention of incidents causing plant damage, dangerous occurrences etc.
The facilitation and implementation of statutory and other requirements to achieve good practices recognised by the industry.
·Reducing Hazards and Risks
The control of learners, trainers and visitors in our training facilities and offices.

Ostara Events recognises the need to conduct business in a manner that is in line with current legislation and codes of practice. We will ensure that appropriate arrangements are in place to comply with all legislative duties and any other requirements.

Equally, it is the duty of each employee to assist the organisation in the attainment of its Health and Safety objectives. Our company expects employees to take reasonable care of their own health, safety, and welfare and that of others who may be affected by their actions.

Ostara Events current Disability Discrimination objectives are:

Maintain ISO45001 Accreditation
Regular review of resources to be used during training service delivery, Board meetings and other activities within our premises and training venues
Maintain Covid security
Refresh Staff Induction training during an all-staff meeting
Have a First Aid Kit that is fully equipped all the time
Ensure all firefighting equipment is accessible
Ensure staff, trainers and learners are aware of the location of Fire Assembly Points
Ensure that staff have knowledge of Control of Substances Hazardous to Health (COSHH).

We will promote this policy by:

Discussing this Policy with all staff, learners, and trainers during the induction process.
Ensuring it is readily accessible via our website
Communicating all changes/ updates to the policy via email

Relevant Law

Disability Discrimination at Work etc Act 1974
Management of Disability Discrimination at Work Regulations 1999 (SI 1999/3242)
Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (SI 2013/1471)
The Safety Representatives and Safety Committees Regulations 1977 (SI 1977/500)
The Disability Discrimination (Consultation with Employees) Regulations 1996 (SI 1996/1513)
Disability Discrimination (First-Aid) Regulations 1981 (SI 1981/917)
Control of Substances Hazardous to Health Regulations 2002 (SI 2002/2677)
Personal Protective Equipment at Work Regulations 1992 (SI 1992/2966)
The Manual Handling Operations Regulations 1992 (SI 1992/2793)
Disability Discrimination (Display Screen Equipment) Regulations 1992 (SI 1992/2792)
The Reform (Fire Safety) Order 2005

Prepared and signed by:

JAYNE HARRIS (Ostara Events - Director)