Procedure for Handling Complaints of Discrimination

1. Introduction

Turning Point Leeds (TPL) is committed to providing a safe, respectful, and inclusive environment for all members of our community. Discrimination of any kind is unacceptable and will not be tolerated. This policy outlines the procedures for handling complaints of discrimination, ensuring that all complaints are taken seriously, investigated promptly, and resolved fairly, with a restorative focus wherever possible.

2. Scope

This policy applies to all staff, pupils, parents/carers, visitors, and any other individuals associated with TPL who believe they have experienced or witnessed discrimination on the basis of a protected characteristic under the Equality Act 2010.

3. Definitions

Discrimination: Treating someone unfairly or less favourably because of a protected characteristic.
Protected characteristics: As defined in the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

4. Procedures for Handling Complaints

4.1 Reporting a complaint

Informal resolution: Individuals are encouraged, where appropriate, to resolve issues informally by raising them directly with the person involved, supported by a member of staff if needed.
Formal complaint: If informal resolution is not possible or appropriate, a formal written complaint should be submitted to the Directors. Complaints must include details of the alleged discrimination, dates, witnesses (if any), and supporting evidence.

4.2 Investigation process

An investigator will be appointed to gather evidence and interview all relevant parties.
Confidentiality will be maintained throughout, with information shared only on a need-to-know basis.
Both the complainant and the accused will have the opportunity to share their perspective.

4.3 Decision and resolution

Following investigation, findings will be shared in writing with both parties.
Where discrimination is substantiated, appropriate action will be taken. This may include disciplinary measures, restorative meetings, or wider policy changes.
Wherever possible, a restorative approach will be used to repair harm, rebuild relationships, and promote understanding.

4.4 Appeals process

Both the complainant and the accused have the right to appeal the decision or action taken.
Appeals should be submitted in writing to the Directors of TPL within 10 working days of receiving the outcome.

5. Support and Welfare

TPL will provide support to complainants throughout the process, which may include counselling or access to external advisory services.
Individuals raising complaints, or participating in investigations, will be protected from victimisation or retaliation.

6. Monitoring and Review

Complaints of discrimination will be logged and monitored to identify patterns or recurring issues.
This policy will be reviewed annually to ensure it remains current, effective, and legally compliant.

7. Training and Awareness

All staff will receive training on equality, discrimination awareness, unconscious bias, and the procedures for handling discrimination complaints.
Pupils will be supported to understand equality and respect through PSHCE and restorative practice.

8. Policy Dissemination

This policy will be shared with staff, pupils, parents/carers, and stakeholders, and published on the TPL website.

9. Conclusion

TPL is dedicated to fostering a culture of respect, fairness, and inclusion. By following these procedures, we aim to address discrimination promptly, promote justice, and ensure that all members of our community feel safe, valued, and able to thrive.

Written: August 2025
Next review: August 2026