Posted by Marty Knoll on Tuesday July 9th 2013 at 4:19am

INTRODUCTION

Independent Institute aims to provide a select and relevant range of high quality training programs and workplace support services.
These services address the needs and diversity of persons with disability currently under-represented in vocational education and training.
Facts and Figures

  • People from over 160 countries live in Australia
  • 15% of the population are from non English speaking backgrounds
  • almost 16% of the population have a disability
  • 2% of the population are Aboriginal or Torres Strait Islanders
  • one quarter of Australia’s population is over 50 years of age

These are just some of the reasons why IIFP is committed to providing a learning environment that is based on ‘Access & Equity’. This is about making sure that people are not discriminated against or harassed on the basis of their sex, race, age, disability, sexuality, marital status or pregnancy. Equal Opportunity legislation ensures that people are not treated unfairly on the basis of difference.

SPECIAL NEEDS

If you are a person with a disadvantage or disability, IIFP encourages you to enroll and aims to ensure that you achieve successful outcomes with your study program.

If your disability will affect your study program, contact the Customer Services Administration Officer who can provide information on enrollment procedures and counseling. Once accepted into a course your needs can be assessed and, if need be, necessary resources allocated. If such arrangements are necessary, it’s important that you apply as early as possible so that they can be in place for the commencement of your course and so give you the best chance of success. It’s important that we know of any medications or restrictions that would put you at risk. We ask you to notify the relevant staff members.

COMMITMENT

The Independent Institute Access & Equity Policy expresses commitment to providing pathways for persons with disability in order for them to successfully participate in vocational education and training through;

  • fostering stronger relationships with secondary education and employers in order for persons with disability to increase participation in educational life and employment opportunities
  • participation of persons with disability in decision making about policies, procedures and services designed to meet their collective and individual needs
  • training and support services which ensure equity and diversity in an environment free from harassment
  • training and support service delivery with a learner centred focus which provides quality education and training services for all students which incorporate the principle of reasonable adjustment
  • creating an environment which encourages persons with a disadvantage or disability to disclose any disabling barriers to their learning in order for the Institute to support people in reaching their greatest potential while respecting their right of privacy and confidentiality with equity and dignity
  • regular evaluation and revision of policies, procedures and associated practices through consultative processes, in order to improve the services and facilities provided

DISABILITY DEFINED

Disability is broadly categorised into sensory, hearing, visual and those conditions that are either health related, learning or psychiatric. Two conditions apply when relating disability to education; the possibility of the effect of disability on studies and assistance regarding advice on support.

LEGISLATIVE OBLIGATIONS

Equal Opportunity (EO) Act, 1984

This Act is a State Act Administered by the South Australian Equal Opportunity Commission. The Act makes it unlawful to discriminate against a person in areas of public life on the grounds of age, sex, marital status, pregnancy, race, sexuality, and physical or intellectual impairment. The areas of public life include education, employment and provision of goods and services.

Disability Discrimination Act (DDA)

The Disability Discrimination Act 1992 is a Federal Act that makes discrimination on the grounds of disability unlawful. One of the aims of the Act is to eliminate, as far as possible, discrimination on the grounds of disability in areas of education, access to public premises, and employment. A person’s disability should be taken into account only when it is relevant and fair to do so.

Work Health and Safety Act 2012

This Act also requires that all employees and students be provided with a safe and healthy working and learning environment. This means a working and learning environment free from discrimination and/or harassment.

Sexual Harassment

Sexual harassment is unwelcome attention or uninvited sexual advances that results in you feeling embarrassed, humiliated or intimidated. This can range from suggestive comments, inappropriate jokes, asking questions about your personal life to showing you offensive material or sending you offensive messages or email.

ROLES AND RESPONSIBILITIES

MANAGEMENT

The Chief Executive Officer of Independent Institute will fulfill the organisations legal obligations by ensuring that;

  • the CEO understands this policy and the particular responsibilities in implementation
  • all students and employees are provided with appropriate information, training and supports related to people with a disadvantage or disability
  • complaints of discrimination are treated seriously, promptly and in a confidential manner
  • all Independent Institute of Food Processing policies, practices and procedures including teaching materials, are non-discriminatory
  • the implementation and effectiveness of this policy and associated procedures are regularly monitored and evaluated in this Institute.

All Team members share this commitment and have an obligation to;

  • ensure that they understand this policy, the related procedures and their particular implementation responsibilities
  • distribute the IIFP Access & Equity Policy and ensure that all other employees are familiar with their responsibilities in relation to this policy.
  • take early action to prevent harassment or discrimination in the workplace
  • deal with complaints promptly, impartially and sensitively in a confidential manner
  • assist other employees to develop strategies for dealing with all people including those with disability
STUDENTS

Students have a responsibility to;

  • behave in a courteous, sensitive, considerate and equitable manner when dealing with other students and staff
  • ask for assistance if needed.

REVIEW

This policy was last reviewed I March 2015. contact iifp administration for the latest update until our website update is complete.
This policy has been approved by Independent Institute (IIFP).

< Customer Complaints and Appeals Policy eLearn Documentation >

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