Policy - Access and Equity


The Di Pacci Coffee Company, RTO 45805, incorporates access and equity principles and processes in the conduct of its business. 

All members of The Di Pacci Coffee Company, students and anyone conducting business on behalf of The Di Pacci Coffee Company are subject to the principles of this policy.


This Policy covers areas of Discrimination, Support and progression

This policy ensures compliance with Anti-Discrimination Act, EEO Act, NSW Charter of Principles for a Culturally Diverse Society and NSW Charter for Equity in Education and Training, Standards 1 (1.7, 1.8 b), 5 (5.2 d) of the Standards for Registered Training Organisations (RTOS) 2015. The clauses are as follows:

Clause 1.7 The RTO determines the support needs of individual learners and provides access to the educational and support services necessary for the individual learner to meet the requirements of the training product as specified in training packages or VET accredited courses.

Clause 1.8 The RTO implements an assessment system that ensures that assessment (including recognition of prior learning):

  1. complies with the assessment requirements of the relevant training package or VET accredited course; and
  2.  is conducted in accordance with the Principles of Assessment and the Rules of Evidence 

Clause 5.2 d) Prior to enrolment or the commencement of training and assessment, whichever comes first, the RTO provides, in print or through referral to an electronic copy, current and accurate information that enables the learner to make informed decisions about undertaking training with the RTO and at a minimum includes the following content:

  1. details of the RTO’s complaints and appeals process required by Standard 6; and
  2. if the RTO, or a third party delivering training and assessment on its behalf, closes or ceases to deliver any part of the training product that the learner is enrolled in;


Access and equity means policies and approaches aimed at ensuring that VET is responsive to the individual needs of clients whose age, gender, cultural or ethnic background, disability, sexuality, language skills, literacy or numeracy level, unemployment, imprisonment or remote location may present a barrier to access, participation and the achievement of suitable outcomes.

Case Officer means a nominated officer that has the skills to support a student in their qualification with the RTO.

Student Learning Plan means a plan developed by RTO personnel in consultation with the student or student stakeholders to document strategies that support the student’s achievement of short and long term goals.

Student Handbook means a separate document that provides a complete explanation on the roles and rights of the RTO and the student.

Record means a written, printed, or electronic document providing evidence that activities have been performed.

Learner means a person being trained and/or assessed by the RTO for the purpose of issuing AQF certification documentation.


  • The Di Pacci Coffee Company  supports equal opportunity in the selection of employees and clients and ensures that people are not discriminated against on the basis of sex, pregnancy, race, beliefs, marital status, physical or intellectual disability, homosexuality or age. This means that all employees and clients are entitled to equal consideration and respect in their dealings with The Di Pacci Coffee Company.
  • The Di Pacci Coffee Company ensures employees and those seeking employment, clients and those seeking enrolment, are treated equitably. This means:
  1. selecting people based on their skills, aptitude and relevant qualifications including life experience.
  2. recognising and valuing different skills and ideas.
  3. ensuring a workplace and learning environment, which is free from discrimination and harassment.
  4. giving everyone an equal chance to develop skills and make the most of their talents
  5. supporting employees and students to combine work, study and family responsibilities. 
  • The Di Pacci Coffee Company is committed to supporting full access to the organisation’s range of services and employment opportunities by people from disadvantaged groups. This includes those disadvantaged socially, geographically, educationally, physically and intellectually, racially or by gender. However, The Di Pacci Coffee Company also ensures the highest standards of service delivery through the employment of the best-qualified staff most suited to the available positions.
  • The Di Pacci Coffee Company ensures that clients derive maximum benefit from the course and will select clients on the basis of their ability to fulfill the course entry qualifications. This includes assessment and support to identify language, literacy and numeracy difficulties.
  • The Di Pacci Coffee Company ensures that staff is made aware of and abide by the Access and Equity principles of this policy through some or all of the following:
  1. staff induction 
  2. Trainer and Assessor Handbook
  3. professional development events
  4. Code of Practice
  5. The Di Pacci Coffee Company  website
  • The Di Pacci Coffee Company informs clients of its Access and Equity policy prior to enrolment through its Code of Practice. The Code of Practice is also available on The Di Pacci Coffee Company website.
  • The Di Pacci Coffee Company ensures that access and equity principles are incorporated into all areas of its operation and its staff, including trainers and assessors, are aware of their responsibilities in relation to these principles.

Harassment and Victimisation

Harassment and victimisation is offensive, intimidating, uninvited and unwelcome behaviour designed to damage, belittle, or take advantage of another person. It can occur in face-to-face training or distance learning modes. 

It includes

  • Physical assault, including sexual assault, offensive jokes and suggestions, verbal abuse;
  • Distributing or displaying offensive material (pictures, cartoons etc.);
  • Sending offensive telephone, SMS, email or Facebook messages and calls;
  • Telling jokes or derogatory comments about age, sex, race, cultural background or disability.

Specific actions to be taken

  • All staff must ensure that their activities comply with this policy.
  • Ensure that information is gathered on students’ special needs (including anything related to physical ability, cultural background or educational background).
  • Ensure that the TAS for each educational offering considers information of students’ individual needs and documents strategies for the provision of support required.
  • Provide information to students about support services including support available if they find the course difficult.
  • Ensure that students receive support for use of any required technology and can access learning resources.
  • Ensure that students know how to make a complaint about their training or support services if they are not satisfied.
  • Gather feedback from every cohort

Performance indicators

  • The success of this policy may be measured in terms of:
  • High levels of student satisfaction in student surveys
  • Minimal complaints in relation to support services and facilities
  • High completion rates among culturally diverse learners
  • Positive audit outcomes