Single Equality Scheme Orwell Housing Association. Working together to make a difference

Transcription

1 Single Equality Scheme Orwell Housing Association Working together to make a difference 1

2 Working together to make a difference INTRODUCTION Orwell Housing is committed to creating and developing a truly inclusive organisational culture in which diversity is genuinely valued (National Centre for Diversity, May 2012). Working together to make a difference, explains how we will build on the work we ve already done and sets out the commitments Orwell Housing aim to adhere to and develop over the next three years. WHY DO WE NEED AN EQUALITY PLAN? Orwell Housing is committed to ensuring equality of opportunity for all. As both a service provider and employer, we are committed to: ensuring fair treatment and equal access to our services, and ensuring fair treatment and equal access to employment. Everyone can expect the same standards of treatment, regardless of their gender, disability, race, ethnic or national origin, age, religion or belief, or sexual orientation. We have a statutory responsibility to set out how we will meet our legal duties with regard to the Equality Act Having a single document makes it easier for tenants and service users, employees and others, to understand the actions we plan to take. This document simply sets out how Orwell Housing plans to ensure everyone has access to the same opportunities, how we will remove barriers that may exist and do everything we can to eliminate unlawful discrimination. WHAT IS EQUALITY AND DIVERSITY? Equality is all about making sure everyone is treated fairly and given the same opportunities. It is not about treating everyone the same. Diversity is about recognising and valuing individual differences and raising awareness about them. 2

3 THE CHIEF EXECUTIVE Equality is about treating individuals fairly, supported by legislation designed to promote equality and eliminate discrimination and harassment. Diversity is about the recognition and valuing of difference for the benefit of the individual and the community. Equality and Diversity are not interchangeable but are interdependent. There is no equality of opportunity if difference is not recognised and valued. Our strategic objectives are to:. put the service user first by offering Positive First Response;. adopt best practice in good governance to be a well-managed business;. be a positive force through leadership and influence to develop potential; and. be an association of choice to create better places to live. As an employer and landlord we have adopted a diversity and inclusion scheme that recognises unlawful discrimination in relation to the Nine Protected Characteristics:. Age. Disability. Gender Re-assignment. Marriage and Civil Partnership. Pregnancy and Maternity. Race. Religion or Belief. Sex (Gender). Sexual Orientation It is crucial that we keep our Equality and Diversity values at the forefront of every decision we make, not only in terms of our strategies, policies and procedures, but in terms of our attitude as an association. Having succeeded in attaining Investors in Diversity Accreditation from the National Centre for Diversity in April this year, we are now embarking on Leaders in Diversity. This accreditation will illustrate that, not only are we are making good decisions, but that staff, the Board and anybody working on our behalf, place equality and diversity at the root of every decision they make. This Scheme shows how we meet the duties placed upon us by the equality legislation, however the Association s commitments to equality and diversity reach far beyond the parameters set by legislation. Stephen Javes 3

4 ORWELL HOUSING S COMMITMENT TO EQUALITY AND DIVERSITY The Association will; ensure equality of opportunity for all ensure fair treatment for all ensure equal access to services and to employment seek to reflect the make-up of our tenant and service user population in our workforce eliminate unlawful discrimination on grounds of gender, disability, race, ethnic or national origin, age, religion or belief, or sexual orientation for our employees, tenants and service users promote good relations between different groups and individuals within our communities actively seek to address inequality, taking a lead where necessary, to ensure quality services for everyone in the community The Association has commitments in respect of leadership; service delivery and customer care; employment and training; and consultation, engagement and scrutiny. Leadership and Corporate Commitment The Association will: ensure that unlawful discrimination is always challenged and addressed undertake equality impact assessments (EIAs) to monitor and review policies, practices and procedures to address any actual or potential discrimination provide staff and board members with training to confidently challenge and tackle discrimination ensure that all partners, contractors, agents and suppliers are aware of and adhere to the Association s Equality and Diversity Policy 4

5 OUR STATUTORY DUTIES The Equality Act 2010 brought together all previous equality legislation in England, Scotland and Wales. The Act includes a new Public Sector Equality Duty which replaces separate duties relating to race, disability and gender equality. The Public Sector Equality Duty consists of a general equality duty and specific duties. Protected Characteristics The duty covers the Protected Characteristics: Age Disability Gender reassignment Race/ Ethnicity Religion or belief Sex (gender) Sexual orientation. Additional obligations, to eliminate unlawful discrimination in employment, cover; Marriage and Civil Partnership Pregnancy and maternity THE GENERAL EQUALITY DUTY The general equality duty is set out in the Equality Act In summary, Orwell must, in the exercise of its functions, have due regard to the need to: eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act advance equality of opportunity between people who share a protected characteristic and those who do not foster good relations between people who share a protected characteristic and those who do not. 5

6 Having due regard for advancing equality means removing or minimising disadvantages suffered by people due to their protected characteristics; taking steps to meet the needs of people from protected groups where these are different from the needs of other people; and encouraging people from protected groups to participate in public life or in other activities where their current participation is proportionately low. The purpose of the general duty is to integrate equality and good relations into the day-to-day business of an organisation. Organisations should consider how they could positively contribute to the advancement of equality and good relations, and equality considerations need to be reflected in the design of policies and delivery of services, and regularly kept under review. The purpose of the Public Sector Equality Duty is to help organisations to comply with the General Equality Duty, by improving their focus and transparency. Additional obligations A new public duty requiring public authorities to consider how they tackle socio-economic disadvantage. A duty to tackle discrimination, promote equality of opportunity and encourage good community relations across all Protected Characteristics. A duty to report on equality issues in the workplace including sex, pay, race and disability employment rates. Use of public procurement to promote equality. 6

7 AGE The number of older people in the population of the United Kingdom is set to increase and this will impact on our tenants and service users in a number of different ways. For example, as people age they are more likely to develop a disability. The young can also find themselves experiencing discrimination due to preconceived ideas or misunderstanding which can effect their ability to access work and services. In our tenant and service user population, 25% of our household members are under 15, and a further 9% are age Age is also an issue of importance to our own staff. It is essential to hold on to the experience of staff who have worked for many years and we have developed our policies and practice in respect of a flexible retirement age. The Association does not operate any compulsory or contractual retirement age and considers it important that an employee can still choose to retire from work, choose not to continue working, or to continue working part time, on a voluntary basis, or choose to leave employment for reason of retirement at any time. DISABILITY Our census shows that at least 27% of our tenants and service users have reported that they have some kind of disability. We design and develop our new homes to the Lifetime Homes standard and employ a designated officer who delivers our aids and adaptations service. We continue to ensure that our various communication methods take into account the diverse needs of our tenants and service users, who are consulted on publications, and we are updating our website and working to achieve a AA accessibility rating. We effectively manage disability amongst our staff, and are committed to making reasonable adjustments where necessary. We monitor and provide resources and tools to equip all staff to be able to work safely, comfortably and effectively. We offer a helpline to our staff on all employment and service delivery issues related to disability. 7

8 GENDER REASSIGNMENT A transsexual person has the Protected Characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process for the purpose of reassigning the person s sex by changing physiological or other attributes of sex. Both direct and indirect discrimination because of gender reassignment are covered by the Equality Act As a housing provider, we continue to work with organisations to assist both staff, tenants and service users to ensure all our services are accessible, that support and information are available, and that harassment and discrimination do not arise. RACE Orwell covers a largely rural area of the country with a low percentage of tenants and service users from black and minority ethnic groups. However, we remain vigilant and aware of issues with regard to discrimination, education, communication and employment. We are currently working with tenants and service users and external agencies to ensure that help and assistance is offered to those who do not speak or have difficulty with English. We use our census and consultation with tenants, service users and external agencies to analyse and scrutinise our service delivery, ensuring that it is shaped for their continued satisfaction. We work with both our own staff and an external provider to provide translation and interpreting services. In addition, our database is continually updated to inform us of our tenant s and service users communication needs. The Association has produced a Language and Etiquette Guide which is not only used by our staff but also our contractors. 8

9 RELIGION OR BELIEF Religion and beliefs often have a big influence on the way that tenants and service users live. Their religious beliefs and cultural practices can impact on how and when our services are delivered. The Association, together with our Tenants Forum, produced a Religion and Belief informative guide for both our staff and contractors. With information from our database and access to a calendar showing religious festivals and holidays, we strive to deliver services appropriately. We recognise that some people have experienced hate crime directed at them because of their religious beliefs and we have policies and procedures in place to support tenants and service users who may have experienced such incidents. We recognise that staff may wish to take leave for religious and cultural events and we assist them to do so in every way we can. SEX (Gender) The Association provides and manages both hostels and women s refuges in the region. Although it recognises that domestic abuse affects all kinds of people, such abuse tends to disproportionately affect women. We have policies and procedures in place in order that we can effectively respond to tenants and service users who report incidents. More than 50% of our tenants and service users and 78% of our staff are female. We will continue to seek to ensure that staff percentages reflect our service user base as far as practicable, as it will demonstrate to our service users that we are able to provide staff who will listen and understand their needs. Regular pay audits are carried out to ensure that there are no pay gaps between male and female staff. Regardless of gender, Orwell is committed to improving good practice in work-life balance, including flexible working, child care vouchers and an employee assistance/counselling service. 9

10 SEXUAL ORIENTATION The Association recognises that lesbian, gay and bisexual people may experience discrimination, bullying and harassment, and that significant numbers find themselves homeless. Through our work, particularly in our hostels, we support and assist people ourselves and also with the help of external agencies. It is significant that many of our tenants and service users have preferred not to state their sexuality; therefore it is difficult for us to be sure of the number who are lesbian, gay or bisexual. We do have lesbian, gay and bisexual tenant/service user and staff representation within our forums who are regularly consulted on our policies, procedures and changes to our services and information. For our staff, it is important that we have a workplace that does not discriminate in employment or tolerate homophobic behaviour. Our aim is to have a workplace that enables people to be themselves. LANGUAGE AND ETIQUETTE Please refer to Orwell Housing Association s Language and Etiquette guide. This has been written by our Equality and Diversity Tenant Forum. It is designed to help people behave appropriately in various situations they might be unsure of when referring to those who may have a protected characteristic, or reference to and communication with them. REPRESENTATION We continue to recruit staff with a view to reflecting our tenant and service user base. This will not only bring in skills and knowledge to help deliver better service standards but will also provide role models for our service users. We aspire to the Board becoming more representative of Orwell s service user population. 10

11 ENSURING IT WORKS EQUALITY IMPACT ASSESSMENTS Equality Impact Assessments are conducted on every strategy and policy of the Association. They explore the impacts that strategy or policy might have on each of the protected characteristics, highlighting any groups that might be negatively affected and providing an excellent opportunity for measures to be put in place to reduce the issues raised. Consultation is mainly carried out with our Staff Equality and Diversity Forum, and/or Equality and Diversity Tenant Forum. Once consultation has been carried out, it may also be deemed necessary to consult our Equality and Diversity Panel which comprises two board members, staff, tenants and an external critical friend. The Equality and Diversity Panel is also responsible for the yearly reviews of our Equality and Diversity Action Plans. At this point, the policy with the impact assessment, goes to our Board for approval and then on to our senior management team, and ultimately to staff, for implementation. PROCESS Lead Officer equality impact assesses the policy. Equality and Inclusion Officer equality impact assesses the policy and signs it off. Any significant impacts are put to the appropriate committee in a report. Consultation with Equality and Diversity Tenants Forum may be appropriate in some cases. Consultation with the Staff Equality and Diversity Forum may be appropriate in some cases. Annual audit of Equality Impact Assessments carried out by Equality and Inclusion Panel. Annual inspection and consultation carried out with external critical friend. 11

12 EQUALITY AND DIVERSITY TENANTS FORUM Our Forum currently includes members representing the Protected Characteristics. We were all delighted when the Audit Commission recognised its work by highlighting the group as national positive practice. As well as scrutinising our policies and procedures, the Forum has assisted in the production of: the Disability Equality Scheme Brochure the Gender Equality Action Plan the Language and Etiquette Guide the Religion and Belief Guide the Staff Induction Film, which is also distributed to our contractors the Debt Advice and Money Matters guides. STAFF EQUALITY AND DIVERSITY FORUM Our staff forum comprises members representing the Protected Characteristics and from each department of the Association, including: Sheltered and Supported Housing Housing Finance Housing Administration Estate Services Human Resources Development and Property Services. Each member is able to represent both their protected characteristic and the issues that their department may encounter in the provision of services to tenants and service users and so ensure that best practice is adhered to within their departments, raising issues at the Forum where necessary. 12

13 EQUALITY AND INCLUSION PANEL The Panel comprises board members, tenants and service users, Orwell s E&D Champion (who is a director), the Equality and Inclusion Officer and an external critical friend (an E&D specialist from another organisation). The role of the panel is to: review the National Housing Federation framework for Equality and Diversity as a benchmark for good practice with regard to the Association s practices and procedures; oversee the general Equality and Diversity plan of action for the Association; and critically review Equality Impact Assessments. BOARD MEMBERSHIP REFLECTING THE TENANT AND SERVICE USER BASE The role of the Board with regard to Equality and Diversity is to: recruit members who demonstrate a commitment to current diversity issues by attending refresher equality and diversity training every three years; ensure that there are Equality and Diversity Champions receiving quarterly updates on the progress of the Single Equality Scheme; adhere to the Equality and Diversity Policy reviewed in light of new legislation, regulations and good practice; recruit governance that is sensitive to and representative of the communities in which we work; and have an open and transparent recruitment procedure. We are pleased to report that our tenants and service user census is 99% complete and this assists us to analyse the service user community against the make-up of our Board, staff and forums. 13

14 SUMMARY OF KEY OBJECTIVES, OUTCOMES AND MEASURES 1 To have in place governance that is sensitive to and representative of the communities in which we work Outcomes To achieve committed Board membership which is open and transparent, and reflects the diversity profile of, and understands the needs of Orwell service users. Action The Association will actively and openly continue to recruit new members to reflect the diverse mix of tenants and service users. Advertisements for new members are to be placed in response to the gaps highlighted in the yearly board report. The Association needs to place significant importance on Equality and Diversity in the decision making process for all board members. Through regular Equality and Diversity training of members, they will be kept up to date with new legislation. 2 To recruit and retain staff who reflect the profile of the communities in which we work and have a knowledge and skill base to meet the diverse needs of our service users Outcomes Staff diversity profile reflecting the diversity profile of service users. Staff turnover figures to be analysed with regard to diversity to ensure Association s cultural ethos is free of discrimination. Increased engagement with staff on diversity issues. Actions The Association must demonstrate that it welcomes diversity at recruitment stage in adverts and throughout the website. It must encourage all recruits and current staff that disclosing diversity enables the Association to become a more receptive workplace, better able to shape it s services to suit all tenants and workplace to suit it s staff. Training to all staff members will be performed formally, by the Equality and Inclusion Officer within their teams, by March 2014 with updates through team staff Equality and Diversity Representatives in team meetings. The aim is increased openness and confidence of staff to challenge situations. Perform yearly staff satisfaction surveys and ensure any diversity issues raised, are acted upon. Continue to monitor staff turn over and exit interviews acting upon any adverse findings should they arise. 14

15 3 To have strong resident involvement that is representative of the Outcomes Actions views and experiences of our diverse service user profile to help shape and deliver excellent services Increased service user satisfaction for all diversity groups. Increased service user awareness of diversity issues. Services that are continually reviewed and reshaped utilising customer profiling information. Continual improvement of service delivery through tenant involvement that is representative of the service user population. To continue to promote to tenants of all diversities, that their opinions and ideas are important to us to increase our awareness of what they need. This will be through; the Orwell News, the website, forums and community events. Continue to monitor the various organised groups of the resident and tenant pool, with the aim of reflecting the diversity of the community through statistical analysis, and sharing the results with them. Continuing to display the importance of our tenant and service user groups through; the Orwell News, the website and community events, citing their achievements for the organisation. The result of this should continue to ensure the balance of tenant and service user satisfaction across diversity. 4 To ensure that through the procurement and development process, we promote equality and diversity to ensure the best services for service users Outcomes Increased service user satisfaction with services. Diverse profile of contractors and suppliers. Future and new developments that meet current and future needs of service users and those with a disability. Contractors who are sensitive to the diversity of the area in which they work. Actions Promotion of positive action in the procurement of contracts. With the establishment of Orwell Repair Services, tenant satisfaction has increased and this will be continually monitored and developed to increase satisfaction further. Through the use of our Equality and Diversity in the Workplace Questionnaire for Contactors and Suppliers a set of Equality and Diversity questions prompting the continual improvement and development of the Contractors own Equality and Diversity Policy, The Association actively seeks to increase the diversity profile of contractors. This will be extended to subcontractors and suppliers by the end of Continue to ensure that new developments meet current and future needs of service users. 15

16 5 To identify, understand and meet the diverse needs of service users in a way that promotes equality of opportunity and eliminates discrimination Outcomes To achieve policies, processes and procedures that are open, transparent and non-discriminatory and that all departments identify diverse service user needs. To achieve consistent satisfaction outcomes for service users across all the Protected Characteristics. Actions New more rigorous guidelines will be introduced to the Equality Impact Assessment process by October This will bring added scrutiny to the process. They will be conducted at the outset of the policy writing to impact directly on the way the policy is formulated and making it more inclusive. This should directly impact on the inclusiveness of the services we provide. Continue to monitor tenant and service user satisfaction across the protected characteristics responding to adverse reactions appropriately. The Equality and Inclusion Panel supported by the Equality and Inclusion Officer to monitor the Equality and Diversity Action Plans for all departments providing training as standard in accordance with legislation and tailored where necessary. 6 To continue to work towards a culture of zero tolerance towards bullying, harassment and discrimination in the workplace and one that promotes equality and dignity at work Outcomes A workplace culture that is accessible and supportive for all our employees. A workplace where employees feel confident to challenge. Actions Create a staff culture where challenge is both expected and respected, through training. Ensure that all new staff are made aware of the policy and are given clear guidance for making a complaint by incorporating this in the induction process and by displaying on the intranet. Continue to analyse the results of the Staff Satisfaction Survey, ensuring that there are clear cut questions surrounding work life balance, accessibility of the workplace bullying and harassment and discrimination and inclusiveness. More challenging questions have been added to the staff appraisal in order to capture any issues with the working place from an Equality and Diversity perspective. 16

17 7 To implement Policies and Procedures, working in partnership with others, that promote community cohesion and are proactive in helping prevent incidents of harassment, hate crime and domestic abuse. Outcomes Community initiatives that promote community cohesion and meet the needs of diverse communities. Actions Continue to ensure that diverse groups are able to access community initiatives. Assist where necessary and reasonable. Ensure that community initiatives meet the needs of specific diversity groups by conducting Equality Impact Assessments. Incorporate monitoring of the Anti Social Behaviour Service into the process, in order to increase feedback that can be acted upon. Continue to promote the services that they can access in cases of domestic abuse in the Orwell News, on the Website and through leaflets. Ensure implementation of policies and procedures, working in partnership with others, that promote community cohesion and are proactive in helping prevent incidents of harassment, hate crime and domestic abuse. 17

18 TRANSLATION SERVICE If you require any part of this publication to be translated, please ask someone who can speak English to contact our office on your behalf. Contact details appear below. For those who have difficulty seeing or reading, this publication is available in Braille or Large Print. Registered Office: Branch Office: Crane Hill Lodge, 325 London Road, 22 Gordon Road, Ipswich IP2 0BE Lowestoft NR32 1NL Tel: (01473) Tel:(01502) Fax: ( 01473) Fax:(01502) qwc@orwell-housing.co.uk Orwell Housing Association Limited is a Charitable Industrial & Provident Society Registered in England and Wales under No 16460R Issued: 10/05/2013 Draft Version: Approved by Board: 18

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