Equality & Diversity Policy

Aims The Society is committed to the continuous development of initiatives that provide equality of opportunity and freedom from unfair discrimination for all current and prospective employees. It is committed to its legal obligations in all aspects of employment and recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability. The aim of this policy is to ensure that in carrying out its activities the Society will have due regard to: · promoting equality of opportunity, across all its activities · promoting good relations between people of a diverse background · eliminating unlawful discrimination

Applicable To:

All Employees, Trustees and Volunteers Potential Employees, Trustees and Volunteers

We encourage support and cooperation in the implementation of this policy from Consultants, Contractors and Suppliers.

Statement of Commitment

The Society is committed to ensuring that no job applicant or employee receives less favourable treatment on the grounds of sex, race, ethnic or national origin, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable.

The Society is committed to taking positive steps to eliminate discrimination and promote good relations and equality of opportunity for all.

Behaviour or actions which violate this policy and laws upon which this policy is based, will be considered as a serious disciplinary matter, and may, in some cases, lead to dismissal.

By fulfilling this policy, the Society will ensure:

· We have access to the widest labour market and secure the best employees for our needs

· No applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of the Society and themselves

· We have an ability-based workforce which is broadly representative of society and population mix in the relevant labour market areas

· All employees, students, service users, volunteers and visitors enjoy a safe environment free from discrimination and harassment

· All employees have equal access to opportunities for training and career progression

· We monitor and report on progress in respect of diversity, fairness and equality

· We consult with employees from different under-represented groups, regarding the impact of policies, procedures and provision

· All employees demonstrate and promote considerate and fair behaviour

· All our policies, procedures and practices reflect these commitments

Definition of Discrimination

Discrimination can be direct or indirect. Both forms of discrimination will not be condoned by the Society.

Direct discrimination occurs when one person is treated less favourably than another on grounds relating to sex, race, marital status, race, marital status, ethnic or national origin, age, disability, sexual orientation, religion or background.

Indirect discrimination occurs where a requirement is imposed which can be complied with by a smaller proportion of persons of a particular sex, race, marital status, disability, age, ethnic or national origin, part-time or fixed term contract status, sexual orientation, religion or background than persons in another group and which is not objectively justifiable in the given situation.

Examples include:

· seeking job applications only from persons over 30 years of age and with five years' post-graduate experience

· demanding technical qualifications for a job which are not strictly necessary

Overall Responsibilities

The Chief Executive has overall responsibility for the implementation of the policy, which includes and ensures:

· The policy is complied with at all levels within the Society

· Equality and Diversity training is given to all employees and line managers

· There is no culture of harassment or victimisation

· Fairness in employment practices and compliance with legislation

Responsibilities of all Employees

There is a responsibility on every employee to accept personal responsibility for the practical application of this policy. All employees should also understand that they might be personally liable by law if they are held liable for their own acts of discrimination against anyone else.

Additionally, employees should:

· behave in a way which demonstrates a positive approach to equality and diversity at all times.

· take prompt action to stop/report any indication of discrimination or harassment as soon as it is identified

· challenge anyone who displays behaviour is not in line with this policy.

· ensure everyone is treated fairly and appropriately.

· ensure that everyone is valued as an individual.

· encourage a climate in which everyone feels comfortable in being him or herself.

Recruitment and Promotion

Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the position.

Information about vacant positions will be provided in such a manner that does not restrict its audience.

All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.

All selection will be conducted against defined criteria. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.

The Society will continually review its recruitment and selection procedures to ensure that individuals are selected, or promoted, on the basis of their merits and abilities appropriate to the job.

Employment

The Society will not discriminate on the basis of sex, race, marital status, disability, age, ethnic or national origin, part-time or fixed term contract status, sexual orientation, religion or background in the allocation of duties between employees at any level with comparable job descriptions.

The Society will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees. In such cases, every opportunity will be made to retain the individual in their original role, or if appropriate and where suitable vacancies are available, redeploy to an alternative post.

All employees will be considered solely on their merits for career development and promotion opportunities.

Training

Employees will equal access to appropriate training regardless of sex, race, marital status, ethnic or national origin, disability, age, ethnic or national origin, part-time or fixed term contract status, sexual orientation, religion or background.

All employees will be encouraged to discuss their career prospects and training needs with their Line Manager.

The Society will monitor access to training and take appropriate action where necessary.

Monitoring

The Society will consult with employee representatives and recognised Trade Union Representative with regards to the implementation, monitoring and compliance of this policy.

Monitoring of recruitment, internal promotion and retention will be monitored. Where it appears that applicants/employees are not being offered equality of opportunity, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain employees and, if so, whether these are justifiable.

Grievances

Any employee who considers that they are suffering from unequal treatment on any of the grounds detailed within this Policy should raise this concern through the Grievance Procedure.

Legislative Framework

Equal Pay Act 1970

The Rehabilitation of Offenders Act 1974

The Sexual Discrimination Act 1975 (Gender Reassignment) Regulations 1999

The Race Relations Act 1976 Race Relations (Amendment) Act 2000

The Disability Discrimination Act1995

Protection from Harassment Act 1997

Human Rights Act 1998

European Directive on Equality in the Workforce 2002

Employment Equality:(Sexual Orientation) 2003;(Religion or Belief) 2003; (Age) 2006

Equality Duty: Race 2005; Disability 2006;Gender 2007

Related Policies

Code of Conduct

Recruitment and Selection Policy

Bullying and Harassment Policy

Grievance Procedure