Anti-Discrimination Policy
Effective Date: April 13, 2026 | The Training Institute (TTI)
The anti-discrimination policy at The Training Institute ensures every learner, employee, contractor, and partner is treated fairly, regardless of race, color, national origin, sex, gender identity, sexual orientation, age, religion, disability, veteran status, pregnancy, or genetic information. Our policy is not a slogan — it is the operating standard for our courses, our support, and our workplace.
Scope of the policy
This policy covers every interaction with The Training Institute: enrollment, course delivery, assessments, instructor communication, customer support, enterprise sales, partner events, and employment. It applies whether the interaction happens online, by phone, at a trade show, or on a jobsite where our instructors are present.
Anti-discrimination policy: protected characteristics
Consistent with U.S. federal civil rights law and guidance from the Equal Employment Opportunity Commission, we prohibit discrimination and harassment based on race, color, national origin, sex, gender identity, sexual orientation, pregnancy or childbirth, age (40 and older), religion, disability, genetic information, veteran status, marital status, and any other characteristic protected by applicable federal, state, or local law.
Anti-discrimination policy prohibited conduct
Prohibited conduct includes discriminatory treatment, harassment, retaliation, and denial of reasonable accommodation. Examples include unequal grading, unequal access to instructor help, slurs or jokes targeting protected groups, refusal to provide accessibility accommodations, and retaliating against someone for raising a concern. The rules apply equally to learners, instructors, and staff.
Accessibility and reasonable accommodation
We provide reasonable accommodations for learners with disabilities under the Americans with Disabilities Act and in line with WCAG 2.2 accessibility guidance. Accommodations may include extended time, alternative formats, captions, keyboard-only navigation support, and screen-reader compatibility. Request accommodations through our accessibility support channel before or during the course.
Reporting a concern
Any learner, employee, contractor, or partner who believes they have experienced or witnessed a violation of the policy should report it. Reports may be submitted through our contact form, by email, or by phone. We accept anonymous reports, though anonymity may limit our ability to investigate fully. Retaliation for reporting in good faith is itself a violation.
Investigation process
All reports are reviewed promptly. Complex investigations are handled by a designated compliance reviewer who is independent of the parties involved. The reviewer will interview relevant witnesses, collect documentation, and reach a written finding. Both complainant and respondent receive the outcome and may appeal in writing within 14 calendar days.
Consequences and remedies
When the anti-discrimination policy is violated, consequences range from mandatory retraining and written warning to suspension, termination of employment or contractor relationship, or expulsion from our training platform. Where applicable, we also report violations to the employer that sponsored the enrollment or to the relevant regulator.
Equal employment at The Training Institute
As an employer, The Training Institute follows the OFCCP standards for federal-contractor equal employment where applicable, and we prohibit discrimination in hiring, promotion, compensation, training, and termination. Our careers page describes open roles and how we evaluate candidates against objective criteria aligned with the job.
Training and continuous improvement
All staff and instructors complete annual anti-discrimination and anti-harassment training. We update the policy whenever federal, state, or local law changes, and we review the full document at least once per year. Recent refreshes reflect updates from the EEOC and guidance from the DOJ Civil Rights Division.
Learner-facing examples
For learners, the anti-discrimination policy shows up in small but important ways: instructor responses that treat every question with the same care, assessment rubrics that do not reward dominant-group communication styles over others, and course imagery that reflects the diverse workforce we serve. If any of these standards slip, tell us — feedback is how we improve.
Workplace examples
For staff and contractors, the anti-discrimination policy governs hiring, assignment, promotion, compensation, professional development, and termination. Managers receive training on inclusive decision-making and are accountable for documenting legitimate, job-related reasons for any adverse action. The compliance team audits a sample of personnel decisions every quarter.
Contact and related policies
If you have questions about the anti-discrimination policy, need to request an accommodation, or want to report a concern, reach us through the contact page. This policy works alongside our Student Honor Code and our privacy practices. Read more about our mission to learn how inclusion shapes every course we deliver.
Our commitment
The Training Institute commits to making safety training accessible, respectful, and fair for every learner. The anti-discrimination policy is how we keep that commitment in writing, in practice, and in the culture of our organization.
How we measure inclusion outcomes
The anti-discrimination policy is only as strong as the data behind it. We track enrollment by learner demographics where learners self-identify, completion rates across those demographics, accommodation requests and resolution times, and employee promotion and retention rates across protected classes. We publish aggregate inclusion metrics internally every quarter and adjust programs when disparities appear.
Third-party vendor compliance
Vendors and contractors that work with The Training Institute also agree to uphold the anti-discrimination policy during their engagement. Vendor agreements include a non-discrimination clause, a reporting channel for vendor staff, and a right for us to audit vendor compliance on reasonable notice. Vendors who violate the policy lose their status.
International learners and staff
We recognize that protected-class definitions vary by jurisdiction. For international learners and staff, the anti-discrimination policy is applied at the higher of the applicable local standard or our baseline U.S. standard. If local law conflicts with our standard in a way that would lower protection, we follow our standard.
Our commitment to continuous learning
Workplace inclusion is a skill, and like any skill it needs practice. The anti-discrimination policy will continue to evolve as we learn from learner feedback, legal developments, and best-practice research. If you have a suggestion for strengthening the policy, we want to hear it — the best policies come from the people they protect.
Policy version and next review
This anti-discrimination policy is reviewed annually by our compliance team and legal counsel. The next scheduled review falls within twelve months of the most recent revision date. Material changes are announced on the site and communicated to enterprise sponsors. Thank you for reading the anti-discrimination policy and for helping us hold the standard it describes.
The anti-discrimination policy exists because our learners, staff, and partners deserve a fair and inclusive environment every single day.
