This policy applies to training programmes based on DfT syllabuses. It should be read in conjunction with all other policies, particularly:

  • Assessment Policy
  • Malpractice Policy
  • Data Protection Policy
  • Appeals Policy
  • Complaints and Whistleblowing Policy

The scope of this policy covers discrimination on the grounds of:

  • Sex
  • Gender
  • Marital status
  • Civil partnership
  • Physical status
  • Disabilities
  • Race
  • Ethnic origin
  • Nationality
  • Religious belief
  • Sexual orientation
  • Age
  • Pregnancy
  • Maternity/paternity
  • Employment status.

This policy applied to all our employees, trainees, and other stakeholders. It shows how AVTAV complies with the Equality Act 2012.

This policy includes reference to reasonable adjustments and special considerations.

Reasonable adjustments refer to maximising the potential for all trainees to participate in assessment by making interventions before training and/or assessment commences.

Special Consideration refers to actions taken after an assessment, as a result of unforeseen circumstances outside the control of the trainee, to ensure they achieve their potential outcome.

Our commitment

AVTAV is committed to equality in all our engagements with stakeholders (employees, trainees, contractors). Our expectation is that all stakeholders promote equality and challenge any suggestion of discrimination. All stakeholders are expected to ensure everyone is included and that no trainee or group of trainees is disadvantaged.

All trainees are treated as individuals and are provided with all reasonable support to enable them to successfully complete their training course and related assessment/s.

Our procedures

All our training and assessment staff are provided with the skills needed to comply with this policy. This includes the ability to:

  • Identify discriminatory behaviour
  • Identify trainees with support needs
  • Support trainees with specific needs
  • Manage reasonable adjustments and special considerations

We ensure that any recruitment practices, including entry requirements, take account of the potential for anti- discrimination and we publish our commitment to equality in any materials promoting our training.

All stakeholders are provided with details of how to raise any issues related to equality via our complaints policy.

We work closely with trainees in order to determine any specific support needs they may require by:

  • Identification at recruitment stage
  • Asking them to complete a self-declaration
  • Ensuring that our instructors can identify specific learning needs through a diagnostic activity during a course of induction
  • Ensuring that our instructors review trainee progress through formative assessment with a view to identifying specific learning needs through a diagnostic activity.

AVTAV ensures that out induction and review processes for instructors and trainees include reference to this policy.

We are inclusive in the way we provide support and endeavour not to highlight to others any individual support needs. We ensure that a record is kept of the details of any support needs and support provided. Documentation is retained for XX months following end of employment/ training.

We work with individuals to remove, where practical barriers to achievement. Details of any special considerations and reasonable adjustments will be recorded and made available to the CAA if requested.

We use recruitment and trainee review processes to review the provision of resources required to support training and assessment, and ensure we have the appropriate physical resources in place to support our trainees.

Confidentiality of any trainee information related to additional support needs is always maintained.

Compliance with this policy is monitored by collecting data through trainee and employee applications, feedback, and outcomes.

We ask our stakeholders to affirm their commitment to equality and diversity during induction for trainees through the application process, when signing contracts of employment, induction and during performance review meetings for training staff.

We expect our stakeholders to treat people fairly, equally, with courtesy and respect, challenging any inappropriate behaviour, being open and honest when dealing with other people and organisations.

Reasonable adjustments

When reasonable adjustments are notified by stakeholders, trainees, or identified through a diagnostic assessment, we will work closely with the trainee to provide the reasonable adjustments needed to support their training needs. We would conduct a meeting with the trainee to discuss their needs and where possible produce an individual training action plan to show commitment to the trainee, inform instructors / assessors, and to retain on the trainees’ record for future training.

To support a trainee who requests/ requires reasonable adjustments during training based on their needs, we will provide:

  • Handouts on a coloured paper suited to their needs
  • Coloured overlays for computed work suited for their needs
  • Large font handout
  • Alternative methods to display information
  • Access to the presentation slides in advance on paper
  • A reader/ translator
  • 1-2-1 additional support
  • The use of a dictionary
  • Computer software to provide an audio transcript
  • A suitable location in the training rooms as identified by the trainee

If we do not believe an adjustment is reasonable, we will explain the reason for our decision and allow the trainee to appeal our decision by following our Complaints Policy.

To support a trainee who requests/ requires reasonable adjustments during assessments, based on their needs, we will provide:

  • Written assessments on a coloured paper suited to their needs
  • Coloured overlays for computer work suited to their needs
  • Large font assessments
  • Additional time during assessment
  • Alternative methods to display information
  • A reader/ translator/ scribe
  • The use of a dictionary
  • Computer software to provide audio transcript
  • A suitable location in the assessment room as identified by the trainee
  • A separate room to allow quiet and concentration
  • An alternative method for conducting the assessment

If we do not believe an adjustment is reasonable, we will explain the reason for our decision and allow the trainee to appeal the decision by following our complaints policy prior to an assessment being undertaken, or after an assessment is undertaken via our appeals against an assessment decision policy.

Special considerations

A trainee may make a request for special consideration following an assessment by contacting Training Instructor in writing or via email with the reason for the request and evidence to support the request being made.

The Training Instructor will consider each request on a case-by-case basis and outline in writing the decision and recommended actions. Where a case is declined there will be no recommended actions. Should a trainee wish to appeal a decision they should follow the appeals against an assessment decision policy.

The following is a list of acceptable special considerations:

  • Bereavement – death of close relative/ friend/ significant other
  • Serious short-term illness or accident
  • Significant adverse personal/ family circumstances
  • Significant disruption of an examination
  • Other significant exceptional factors for which there is evidence of stress causes.

We will not accept requests where the reasons for requesting special considerations include:

  • A clear case that circumstances relied on were foreseeable or preventable
  • Pressures of other paid work
  • Holidays
  • Claims that trainees were unaware of the dates or times of examinations
  • Poor time management

Equality, Health and safety, Complaints, Malpractice, Appeals, Data protection -Policies and procedures can be found at