Policy downloads

Here you will find policies that are available to view or download. To view, click the link and it will open in a new tab/window. To download, please press the download button.

Quality Assurance Procedure and Policy

Internal verification helps centres ensure assessments are valid, reliable, practicable and fair. It also helps assessors to apply uniform and consistent standards.

Students Complaints Procedure

The Scottish Racing Academy is committed to providing high-quality services. Our team value complaints and will use the information provided to help improve our courses.

Student Discipline and Behaviour Policy & Procedure

Equality Statement

The Scottish Racing Academy is an equal opportunities employer and we are determined to ensure that no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, or race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable. Selection, recruitment, training and promotion practices and procedures are reviewed to ensure that individuals are treated on the basis of their relevant merits and abilities.

The Scottish Racing Academy is committed to providing equal access to assessment to all students, and neither direct or indirect discrimination against any of the below listed protected characteristics will be tolerated:

• Age
• Disability
• Gender
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race and ethnicity
• religion and belief
• sexual orientation

Additionally the Scottish Racing Academy is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce and student community is to be truly representative of all sections of society and our students, and for each employee to feel respected and able to give their best.

The Scottish Racing Academy- in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of students or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

• Encourage equality, diversity and inclusion as good practice
• Create a working and learning environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff and learners are recognised and valued.

This commitment includes learners, training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All students and staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment and learning, against fellow employees, candidates/learners, suppliers and the public

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, learners, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct by the organisation’s employee and learners grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development and progress available to all staff and learners, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
• Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management