Equal Opportunities Policy

Exeter Academy is committed to providing a fair and discrimination free working and studying environment in which all employees/students are able to realise their full potential irrespective of their gender, race, disability, sexual orientation, marital status, part time status, age, religion or belief. All employees/ students are required to support this policy.

The Company is committed to identifying and eliminating unlawful discriminatory practices and procedures throughout the Company.

It is specifically part of the Company’s code of conduct that no employee or candidate is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality or ethnic origin), disability, sexual orientation, marital status, part time status, age, religion or belief. This policy applies to all aspects of employment, including:

  • Recruitment selection, including advertisements, job descriptions, interview and selection procedures;
  • Training and development opportunities;
  • Promotion and career development opportunities;
  • Terms and conditions of employment and access to employment related benefits and facilities;
  • Grievance handling and the application of disciplinary procedures;
  • Selection for redundancy. The Company will periodically review and, where appropriate, update its policies to ensure that all members of staff enjoy equality and opportunity.


Harassment is physical, verbal or non-verbal behaviour which is unwanted and personally offensive to the recipient, and which causes the recipient to feel their dignity has been violated or whereby their environment becomes intimidating, hostile, degrading, humiliating or offensive.

The Company encourages all members of staff, students and contractors to discuss any concerns about equal opportunities and indeed to report in confidence any perceived breaches.

Handling Complaints of Unlawful Discrimination and Harassment

Discrimination and harassment are legally complex matters for which there is no set way of dealing with every alleged instance. In some cases employees may resolves an issue by raising it with their line manager. If possible an employee should tell the person causing the harassment to stop that behaviour.

If an employee wishes to make a formal complaint he or she should use the Company’s grievance procedure which is set out in the Employee Handbook.

The Company will treat seriously all allegations of unlawful discrimination or harassment.

When an Employee is accused

Employees accused of unlawful discrimination or harassment will be investigated in accordance with the Company’s disciplinary policy. In the course of the investigation the employee will be given an opportunity to respond fully to the allegation and provide an explanation of his or her actions.

If the evidence suggests that no unlawful discrimination or harassment has occurred, the matter will come to an end.

If the Company concludes that the complaint is false or malicious the complainant may be subject to disciplinary action.

If, on the other hand, the Company finds evidence to suggest that the employee’s actions amount to unlawful discrimination or harassment he or she may be subject to disciplinary action, up to and including summary dismissal for gross misconduct.


The Company will not tolerate unlawful discrimination or harassment of any kind in the working environment and will take positive action to prevent its occurrence.

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