Equality Policy


As an equal opportunities employer, MIDAS Learning strives to ensure that workplace policies, procedures and practices are fair and transparent and do not impact adversely on people in relation to any of the nine grounds (Gender, marital status, family status, sexual orientation, age, disability, race, religion, membership of the travelling community).

MIDAS Learning are committed to developing a culture of personal and managerial integrity and professionalism, in which dignity, courtesy and respect are valued, and unacceptable behaviour is identified and dealt with quickly, fairly and sensitively.

The aims of our Equality Policy are:

To promote equality of opportunity through the organisation, the employment of staff and the tutors and participants of programmes

To ensure that programmes will be delivered in a manner that accommodates diversity and promotes equality of opportunity.

To prevent any form of discrimination whether direct or indirect against staff, prospective staff members and clients of any of our services.

To ensure that we fulfil our legal obligations through fair and ethical practices in both business and employment

To ensure that no person is treated less favourably than another on grounds of status


It is often preferable for all concerned that complaints of bullying/harassment are dealt with informally whenever possible. This approach is likely to produce solutions, which are speedy, effective and minimise embarrassment and the risk of breaching confidentiality.

Thus, in the first instance a person who believes he/she is the subject of harassment/bullying should ask the person responsible to stop the offensive behaviour.

The person responsible should also be informed of the Company’s bullying/harassment policy and advised that a further occurrence of this nature will result in a formal complaint.

In the instance where a person is unsure whether the behaviour constitutes a form of bullying/harassment, he/she should discuss this with a supervisor or manager. It is recognised that it may not always be practical to use the informal procedure particularly where the bullying/harassment is of a serious nature or where the person(s) concerned are at different levels in the company. In such instances, the employee should use the formal procedure.

Formal Procedure