Human Resources – Accreditations

The City of Wolverhampton College are proud to have achieved the following accreditations. Many of these accreditations mean that the college has been through an assessment process that show that we meet set criteria that is assessed externally. In turn, these then show the public that we are an organisation that aspires to excellence in all areas.

IIP stands for Investors in People. The college has been associated with IIP for many years. IIP have recently changed their standards and the college was an ‘early adopter’ of the new standards choosing to go through the new standards earlier than necessary.

We have been recognised as a Gold provider. IIP expect that the Gold accreditation will be awarded to the top 2 percentile or organisations that are assessed against the new standards so this is a great achievement for the college.

We are continuing on our IIP journey to ensure that we continually improve.

You can read the full report here.

Being pregnant is one of the most exciting times for mums and dads-to-be. During this time, mums-to-be are likely to rely on friends and family to support and guide them through all the changes to their body and lifestyle. But here at the college we can also play an important role to ensure a healthy pregnancy.

Tommy’s are leading the way in maternal and foetal research in the UK, to give every baby the best chance of being born healthy. They run a highly respected Pregnancy Accreditation Programme which aims to ensure all pregnant employees stay healthy.

The Pregnancy Accreditation Programme recognises that a healthy pregnancy at the workplace is a team effort, so both employee and manager need to work together. The Programme has reached over 300,000 working women and has attracted member companies – large and small – from retail to banking to education.

We are now an accredited member and are recognised as a pregnancy-friendly workplace. Tommy’s Pregnancy Accreditation Programme provides our managers and pregnant colleagues with a unique and straightforward structure for open communication.

So what are the benefits:

  • Pregnancy at work – a guide for every pregnant colleague and an accompanying guide for their line manager
  • Online version of both guides – designed for use at home or in the work place and accessible to all colleagues
  • An ‘ask the expert’ email service – email one of Tommy’s midwives to receive confidential advice about your pregnancy or the pregnancy of an employee
  • Confidential feedback form – use this service to register your feedback on the Pregnancy
    Accreditation Programme or to give some confidential feedback to your employer
  • FAQs – view the ten most frequently asked questions on health, work and legal issues from other PAP members

Take a look at their website www.tommys.org

As an employer we recognise that:

People who have mental health issues may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment.
Whilst some people will acknowledge their experience of mental health issues in a frank and open way, others fear that stigma will jeopardise their chances of getting a job.
Given appropriate support, the vast majority of people who have experienced mental ill health continue to work successfully as do many with ongoing issues.


As an employer we aim to:

  • Show a positive and enabling attitude to employees and job applicants with mental health issues. This will include positive statements in local recruitment literature.
  • Ensure that all staff involved in recruitment and selection are briefed on mental health issues and The Equality Act 2010, and given appropriate interview skills.
  • Make it clear in any recruitment or occupational health check that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.
  • Not make assumptions that a person with a mental health issue will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
  • Provide non-judgemental and proactive support to individual staff who experience mental health issues.
  • Ensure all line managers have information and training about managing mental health in the workplace.

To find out more about our commitment to being a mindful employer, visit www.mindfulemployer.net

The college is very proud that it is a Disability Confident Employer and we are working towards being a Disability Confident Leader. This means that we will encourage all our suppliers and partners to also sign up to this kite-mark making our communities more inclusive in all walks of life.

We regularly train our management and HR staff to understand all types of disabilities and how people can be supported. We welcome feedback so that we can continually improve.

We are also proud to be signed-up to the Armed Forces’ Covenant and to have received a Silver Award from the Ministry of Defence Employer Recognition Scheme for the support we provide to serving and retired forces’ personnel. As part of the college’s commitment to ensuring those who serve, or have served, in the armed forces are treated fairly, it operates a guaranteed interview scheme for former forces’ personnel and ensures serving reservists are given time off to fulfil their annual service obligations.