Access and Equity Policy
The work of Agenda Communication focusses primarily on groups which fall within two clearly defined Access and Equity groups; namely:
Our client base (primarily workplaces) are generally predisposed to supporting Access and Equity principles since they usually invite us to work with those particular groups within their workforces. However, not all workplaces are aware of the full import of Access and Equity principles.
It is therefore appropriate that Agenda Communication should have a policy covering the relevant issues of Access and Equity. They are as follows:
Agenda Communication adheres strictly to the principle that no potential trainees in any of its training program will be prevented from attending such training programs on the basis of age, race, colour, religion, gender, language background, disability or sexual orientation.
Further, we commit to promoting the principles of Access and Equity to our clients (primarily workplaces). Should any client, or member of its personnel, seek to prevent the participation of any eligible trainee on the grounds of age, race, colour, religion, gender, language background, disability or sexual orientation, we will enact the steps in the following procedure until the issue is resolved:
Agenda Communication is committed to the removal of any and all barriers to participation in training that are with in its power to remove.
Further, we commit to promoting to the client the principle of open and equitable access to training and to encouraging the client to support Access and Equity principles by removing any barriers to participation that are within its power to remove.
It is therefore Agenda Communication’s policy to draw the client’s attention to any such barriers, perceived or actual.
When this becomes an issue, the following procedure is to be implemented:
Agenda Communication staff will at all times promote Access and Equity principles with all members of any workplace in which they are working.
They will not participate themselves in any activity whatsoever which may be deemed to be encouraging or promoting the ridiculing, vilification, disparagement, or disapproval of any member of the client’s workforce on the grounds of age, race, colour, religion, gender, language background, disability or sexual orientation.
Any member of Agenda Communication staff or subcontractor found guilty of such conduct will, depending on the individual case,
If such a case should occur, the Director will request that the offending person write a formal apology to the person in question. Where this is not practicable, the Director will make the apology.