Introduction

The work of Agenda Communication focusses primarily on groups which fall within two clearly defined Access and Equity groups; namely:

• Workplace personnel from non-English-speaking backgrounds, and
• Workplace personnel with literacy and numeracy difficulties

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:

1. Access and Equity regarding training programs

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:

1. The Agenda trainer will discuss the issue with the Director of Agenda Communication.
2. The Agenda Director or trainer, depending on the case, will verbally express and explain our dissatisfaction with the client for taking this action and request that they immediately desist;
3. The Agenda Director will formally protest in writing, explaining our dissatisfaction with the client for taking this action and request that they immediately desist;
4. The Agenda Director will inform the client in writing that we are no longer prepared to offer any training services to them unless they reverse their decision immediately;
5. The Agenda Director will inform the client that we are withdrawing our staff from the client’s workplace until the matter is resolved.

1. Barriers to participation

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:

1. The Agenda trainer will discuss the issue with the Director of Agenda Communication;
2. The Agenda Director or trainer, depending on each case, will discuss the issue with the client with a view to having an actual barrier removed, or to dealing appropriately with a perceived barrier;
3. Depending on the severity of the case, the Agenda Director may formally request in writing that the client do all within his/her power to remove the barrier;
4. Depending on the severity of the case, the Agenda Director may withdraw all Agenda staff until the situation has been satisfactorily resolved.

2. Promotion of Access and Equity Principles

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,

• be severely reprimanded by the Director; or
• be dismissed.

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.

Agenda Communication

Management