Oxfordshire Mind. Equality and Diversity Policy. June Oxfordshire Mind 2 Kings Meadow Osney Mead Oxford OX2 0DP

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1 Oxfordshire Mind Equality and Diversity Policy June 2010 Oxfordshire Mind 2 Kings Meadow Osney Mead Oxford OX2 0DP Tel: Fax: info@oxfordshire-mind.org.uk Registered Charity Number Company Limited by Guarantee Equality & Diversity Policy June 2010 due for review May

2 Introduction Equality and Diversity Policy Oxfordshire Mind s work is based on a belief in acknowledging and challenging discrimination and stigma. We recognise that discrimination can take place on grounds such as race, gender, ethnicity, religion and belief system, disability, sexuality, class, age, marital status, or responsibility for dependants. We also recognise that people with mental health problems often face discrimination when seeking access to mainstream services such as advice, housing, support, treatment, education and employment. Oxfordshire Mind will actively promote cultural awareness and a respect for diversity in the services it provides. We will promote anti-discriminatory practice in all aspects of our work. We will respect the statutory requirements laid down in: The Race Relations Act 1976 The Sex Discrimination Act 1975 (Updated 1986) The Equal Pay Act 1970 The Disability Discrimination Act 1995 Human Rights Act Civil Partnerships Act 2004 Disability Discrimination Act 1995 Disability Equality Duty (DED) 2006 Employment Equality (Age) Regulations 2006 Employment Equality (Religion or Belief) Regulations 2003 Employment Equality (Sexual Orientation) Regulations 2003 Gender Recognition Act 2004 Human Rights Act 1998 The Protection from Harassment Act 1997 Race Relations (Amendment) Act 2000 Special Educational Needs and Disability Act 2001 Equality Act 2010 We will follow the recommendations of the Equality and Human Rights commission on the duty to promote race equality (2002, formerly Commission for Racial Equality). It is the responsibility of all employees and trustees to promote the application of this Policy and to constructively challenge discriminatory behaviour and processes. We have existing policies which should be read in conjunction with this Policy such as the Bullying and Harassment Policy, our Code of Conduct, the Complaints Policy and the Grievance Procedure. Oxfordshire Mind s business or organisational plans will include diversity and equality targets and actions and should be consulted for further information. The following pages describe what we will do to promote equality and diversity across Oxfordshire Mind. We will challenge unfair discrimination and a lack of respect and foster positive action in the following areas: Access to services. Service delivery. Recruitment of staff. Training and supervision. Equality & Diversity Policy June 2010 due for review May

3 Marketing. Partnerships. Involving service users. Governance. Monitoring and review. Cultural awareness. Equality and Diversity in Practice Access to services We aim to ensure that all of our services are equally accessible to all those people who fulfil the service criteria by: Making the eligibility criteria widely available and ensuring that referral procedures are flexible and offer the opportunity to review decisions on access. Taking steps to make basic information available in relevant languages. Assessing service environments for disability access and making reasonable adjustments where possible to support service users with disability access needs. Being clear about what we can and cannot do where there are resource limitations. Targeting groups and communities that are under-represented in the client group through robust monitoring of referrals and decision-making. Service delivery We will operate strong anti-discriminatory practice and challenge any form of abuse or harassment by: Ensuring that all service users are made aware of this Policy and that all services display the Respect Statement (see end of Policy). Making service users and staff aware of their rights to report allegations of discrimination to relevant bodies and/or to the Police. Maintaining an accessible and fair Complaints Policy which enables service users to complain if they experience discrimination or harassment. Ensuring that grievances and disciplinary procedures reflect equal opportunities practice. Recognising that discriminatory practice can be subtle and unconscious and by promoting an honest working atmosphere where constructive challenge is welcomed. Recognising that staff members from groups facing discrimination may have particular support needs and by responding flexibly to ensure workers are effectively supported to do their work. Equality & Diversity Policy June 2010 due for review May

4 Using translation services such as Language Line ( to ensure that people for whom English is not a first language can participate and contribute to our services. Recruitment We will ensure that potential employees are treated fairly and according to this Policy by: Ensuring that job descriptions and person specifications do not have requirements that unnecessarily exclude applicants from meeting the criteria. Ensuring that where posts are advertised externally the advertisement is targeted to reach as wide a section of the population as possible within available resources and publicises the fact that we are committed to equal opportunities. Ensuring that recruitment decisions are made according to the criteria set out in the job description and person specification. Ensuring that all members of the shortlisting and interviewing panels are fully aware of this Policy. Ensuring that applicants special access needs are catered for where appropriate at interview. Assessing candidates on their attitude in anti-discrimination and promoting diversity. Taking active steps to ensure that our staff team reflects the wider community; including targeted publicity, publicising our commitment to equal opportunities, and appropriate use of equal opportunities legislation on recruitment and advertising (sections 37, 38 and 5.2(d) of the Race Relations Act and sections 47, 48 and 7 of the Sex Discrimination Act). Training and supervision Oxfordshire Mind will provide training for staff so that they can operate best practice in terms of fairness and promoting diversity. We will do this by: Ensuring that all induction includes equal opportunity and diversity. Adequately resourcing training and allowing staff appropriate time to undertake such training within their work. Operating robust appraisal and supervision procedures to ensure that staff practice is clearly informed by this Policy and that training is identified where appropriate. Identifying serious concerns with staff practice and addressing these through our staff management procedures such as appraisals, probations and the Code of Conduct. Equality & Diversity Policy June 2010 due for review May

5 Marketing Oxfordshire Mind will promote a positive and inclusive image both within and outside the organisation in all its literature and marketing materials. We will do this by: Ensuring all our leaflets, publicity and publications reflect positive images and representations of people from a wide range of groups and backgrounds. Taking opportunities to highlight our approach to equality and diversity in our publicity and liaison. Ensuring that staff responsible for publicity and information are appropriately skilled and reflective in their practice. Actively encouraging people from under-represented groups to become involved in Mind through targeted publicity. Partnerships We will learn from the good practice of other organisations and be responsible in our working relationships. We will do this by: Collecting information on other agencies policies and work. Promoting an honest working relationship with other agencies (through liaison and joint working) where constructive challenge is welcomed. Only entering agreements that support the principles of this Policy. Involving service users We will actively promote the involvement of users of our services in the work of the organisation by: Recognising that the users of our services are an expert resource. Ensuring that all proposals to change our core policies are informed by consultation with service users. Actively involving service users in the recruitment of all posts in the organisation and ensuring those service users involved in recruitment receive adequate support and training. By taking active steps to ensure that the Board of Trustees includes people with experience of using mental health services. Governance We aim to ensure that the Board of Trustees has a membership that reflects the wider community by: Making resources available to provide adequate support and training for trustees. Equality & Diversity Policy June 2010 due for review May

6 Clearly describing the role and responsibilities of trustees and the skills or experience required. Conducting a periodic audit to determine the extent to which trustees hold the necessary skills and experience and are representative of the wider community. Actively recruiting trustees to fill gaps revealed by the audit. Monitoring and review We will regularly review progress of our practice by: Regularly producing reports for the Board of Trustees on the implementation of the Policy and organisational plans. Consulting widely within the organisation to consider how the Policy should be implemented. Ensuring that at least once a year time within a Board of Trustees Meeting is set aside to update on the implementation of this Policy and work arising from it. Having diversity and equality targets as part of our organisational plan in the areas of recruitment and access to services. Keeping records of service bans, evictions and sanctions according to ethnicity and gender. Keeping records of disciplinary and grievance action according to ethnicity and gender. Cultural awareness We will work to make our services welcoming of diversity in Oxfordshire. We will do this by: Ensuring all services join Diverse Minds. Using translation services where appropriate. Having all services display the Respect Statement (see next page). Ensuring all services offer food and music from the diverse communities of Oxfordshire. Ensuring that all facilities or activities reflect diversity where possible. Each service having a list of important cultural dates. Challenging discriminatory practice and promoting self reflective practice for all who use, provide or oversee our services. Attached: Oxfordshire Mind Respect Statement Equality & Diversity Policy June 2010 due for review May

7 Respect! Oxfordshire Mind aims to value and respect everyone. Discrimination of any kind is unacceptable. Anyone using or working at any of our services can challenge something if they find it offensive. A copy of the Oxfordshire Mind Equality & Diversity Policy is available in every service for people to read. Equality & Diversity Policy June 2010 due for review May