Staff Equal Right and Opportunity Policy



1. Statement of policy


The aim of this policy is to communicate the commitment of the Chairman, Governing Board, and the senior management team to the promotion of equality of opportunity in Lead-Forte Gate Schools to all.

It is our policy to provide employment equality to all, regardless of:

  • Race, colour, nationality, linguistic group, ethnic or national origin
  • Gender, Age or Sexuality
  • Marital status or familial status or caring responsibility
  • Physical or mental disability or mental health
  • Political belief or religion
  • Social status
  • HIV status
  • Employment status
  • Religious belief or political opinion
  • Unrelated criminal conviction

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.


2. To whom does the policy apply?


Our Equal Opportunities policy applies to all those who work for (or apply to work for) LFGS. This includes:

  • Job applicants and potential applicants
  • Employees
  • Contract workers
  • Agency workers
  • Trainee workers and students on work experience or placements
  • Volunteer workers
  • Former employees.


3. Equality commitments


We are committed to:

  • Promoting equality of opportunity for all persons.
  • Promoting a good and harmonious working environment in which all persons are treated with respect.
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation.
  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice.
  • Complying with our own equal opportunities policy and associated policies.
  • Taking lawful affirmative or positive action, where appropriate.
  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.

4. Implementation


The Chairman and the Executive Director have specific responsibility for the effective implementation of this policy. Each member of the senior management team also has responsibilities, and we expect all our employees to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy, we shall:

  1. Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
  2. Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
  3. Provide equality training and guidance as appropriate, including training on induction and management courses.
  4. Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques
  5. Incorporate equal opportunities notices into general communications practices (e.g., staff newsletters, intranet).
  6. Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce.
  7. Ensure that adequate resources are made available to fulfil the objectives of the policy.


5. Monitoring and review


We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy

will be reviewed regularly [at least annually) and action taken as necessary. For example, where monitoring identifies an underrepresentation of a particular group or groups, we shall develop an action plan to address the imbalance.


6. Complaints


Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures [Internal Grievance Procedure]. A copy of these procedures is available from Quality Assurance / Human Resources Department. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

All employees have the right to pursue complaints of discrimination under Nigeria’s labour and employment law in relation to the following:

  1. Sex Discrimination or harassment
  2. Disability Discrimination Grievance Procedures
  3. Race Relations
  4. Employment Equality
  5. Fair Employment and Treatment
  6. Employment Age
  7. Equal Pay Act

However, employees wishing to make a complaint to a tribunal will normally be required to raise their complaints under our internal grievance procedures first.

Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.

At Lead-Forte Gate Schools, we are poised to deliver standard and qualitative education in a serene, conducive & friendly environment. The schools show concern for the children and sympathy for their worries with the use of a positive and helpful approach.