MIND IN HARINGEY EQUALITY AND DIVERSITY POLICY

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1 MIND IN HARINGEY EQUALITY AND DIVERSITY POLICY Revised: Sept 2010 Date of Next Review: Sept 2011

2 Mind in Haringey Equality and Diversity Policy Purpose The purpose of this policy is to communicate Mind in Haringey s commitment to equality and diversity and to describe the actions to be taken to promote and value these as an employer and mental health service provider. Mind in Haringey is aiming to create an environment in which individual differences and contributions of all staff and service users are recognized and valued. Mind in Haringey opposes all forms of unlawful and unfair discrimination. This policy incorporates the organisation s equal opportunities policy but broadens its base to reflect the Executive Committee s commitment to the broader domains of diversity. The approach taken is in response to changes in external regulation. The policy is informed by the Commission for Equality and Human Rights and ACAS guidance. Scope This policy applies to Mind in Haringey s governance arrangements as well as to all employees, volunteers, members and people who use services. It also sets out Mind in Haringey s approach in dealing with contractors and suppliers. Rationale Promoting and valuing diversity is central to the long-term impact and success of Mind in Haringey, helping the organisation develop and deliver modern and inclusive services, that promote user participation and involvement. This policy is also necessary to comply with legislation and regulatory frameworks relating to equality. Specific current legislation and regulation includes: Equal Pay Act 1970; Equal Pay Act (Amendment) Regulations 2005; Sex Discrimination Act 1975; Sex Discrimination Act 2008; Race Relations Act 1976 (amended 2000); Disability Discrimination Act 1995; Disability Discrimination (amendment) Act 2005; The Human Rights Act 1998 and 2000; Sex Discrimination (Gender Reassignment) Regulations 1999; Employment Equality (Sexual Orientation) Regulations 2003; Employment Equality (Religion or Belief) Regulation 2003; The Gender Recognition Act 2004; Employment Equality (Age) Regulations 2006; and the Regulations of Supporting People. The law and regulation is subject to regular change. Mind in Haringey will comply with any other relevant law or regulation introduced during the life time of this policy. 2

3 Mind in Haringey Policy Statement 1. Mind in Haringey will work to create communities free from stigma and discrimination where diversity is recognised, respected and valued. We believe that people affected by mental illness should be accepted as equal citizens. 2. Mind in Haringey is committed to recognising and valuing diversity amongst its workforce, members and those who use its services. We will aim to ensure that our workforce is truly representative of all sections of society and that our services are accessible on the basis of mental health needs. 3. Mind in Haringey is committed to becoming a leader within the voluntary sector on diversity, ensuring all communities and individuals have the greatest possible opportunity to benefit from working for Mind in Haringey, being a volunteer, member or user of our services. 4. Mind in Haringey will not discriminate unfairly on the grounds of race, ethnic origin, nationality, gender, sexuality, disability - including diagnosis of mental illness, against those living with HIV and other blood borne viruses, religion or belief, age, marital status, caring responsibilities, gender re-assignment, or age. Mind in Haringey will not tolerate any forms of intimidation, bullying or harassment. We will support staff, members and volunteers who challenge unfair discrimination. Mind in Haringey will not tolerate the abuse of those who challenge unfair discrimination. Action against abuse may include the withdrawal of services, membership or disciplinary action. 5. Mind in Haringey is committed to creating an environment in which the contributions of all staff, members and people using services are recognised and valued. 6. Training, development and career progression opportunities will be available to all staff and volunteers based on the priorities and needs of the organisation. 7. Mind in Haringey will routinely review its human and financial resources, health & safety and operational policies and procedures to ensure they are consistent with this policy. 8. Mind in Haringey will work at eliminating institutional racism and unfair discrimination against all communities as an employer and in the provision of services by challenging discrimination, raising awareness and involving staff, members, volunteers and those using Mind in Haringey services in training and other activities to support this goal. 3

4 9. Mind in Haringey will ensure that all suppliers it contracts with for products or services have an, an equality and diversity policy or an equivalent policy. 10. Mind in Haringey will have regard to the statutory duties to promote equality set out in legislation, including the Race Relations (Amendment) Act 2000 and the Disability Discrimination (Amendment) Act 2005, including where statutory agencies commission Haringey Mind to provide services through contracts. Recovery and Social Inclusion Mind in Haringey s mission is to work to improve the mental health of Haringey. Therefore, the organisation has a responsibility to campaign and promote equality for people affected by mental illness specifically, as well as promoting equality and diversity generally. For people experiencing mental illness to make a meaningful recovery they require good access to opportunities to participate in society and good access to supportive services. Implementation All employees are responsible for complying with this policy. Individual employees have a responsibility in their day-to-day conduct at work to fully comply with this policy. Executive Committee members, the Director, Managers and Service Coordinators are expected to take up leadership roles to ensure that this policy is delivered across Haringey Mind. Appropriate training and guidance will be developed and delivered. Specifically equality and diversity will be included in recruitment and selection training. This policy will be communicated to all employees, through induction, training, supervision and team meetings and briefings. The policy is to be communicated to people who use services through incorporating it into documents such as referral packs, handbooks and other information about Mind in Haringey services and making reference to this policy in publicity leaflets and marketing materials. This policy will be supported by an equality and diversity action plan, committing Mind in Haringey to undertaking initiatives and achieving equality targets across the organisation. Monitoring and Review Diversity and equality will be monitored through the collection and analysis of statistical data on the gender, religion, race, ethnicity, sexuality, age, disability 4

5 status, caring responsibilities and experience of using mental health services of employees and job applicants. Mind in Haringey will also monitor the use of its services by different communities. Further monitoring will be carried out through Mind in Haringey quality standards auditing. Grievance Employees who believe they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through Mind in Haringey s Harassment and Grievance procedures. These are available on the internal shared drive via the staff website. These internal procedures do not replace the right of employees to pursue such matters under current legislation. Every effort will be made to ensure that employees setting out a grievance will not be victimised. Complaints People who use services who believe they have suffered any form of discrimination, harassment or victimisation by Mind in Haringey are entitled to raise the matter through the Complaints procedure. Compliance Mind in Haringey will work to challenge discrimination and work to change attitudes. Failure on the part of any Mind in Haringey official meaning Executive Committee member, staff or volunteer to comply with the Equality & Diversity Policy will result in an internal investigation and possible dismissal (in the case of staff) following the disciplinary process. 5

6 Glossary of Terms Managing Diversity The concept of managing diversity accepts that the workforce consists of a diverse population of employees and members and users will also be diverse. This diversity consists of visible and non-visible differences, including factors such as gender, age, background, race, disability, mental health status, personality and work style. It is founded on the belief that harnessing these differences will create a productive environment where everybody feels valued and where talents are being fully used to meet organisational goals. Equal Opportunities Treating everybody fairly and equally regardless of their background or lifestyle. Direct Discrimination Direct discrimination occurs when a person is treated less favourably than another, for example, on the grounds of their race, ethnic origin, nationality, gender, sexuality, disability (including mental illness), living with HIV or other blood borne virus, religion or belief age, marital status, caring responsibilities, gender re-assignment or age. Indirect Discrimination This includes practices which look fair, but which are unfairly discriminatory in their effect. For example a job may make a requirement or condition which may be applied equally to everyone, but which has a disadvantageous effect on people of one gender or ethnic group, because a considerably smaller proportion of them can comply with it and its use is not justified by a 'real need'. Disability Discrimination Disability discrimination occurs when, for a reason related to his/her disability, a disabled person is treated less favourably than other people, and this treatment cannot be justified. It also occurs when an employer or service provider fails to comply with the duty to make reasonable adjustments in relation to the disabled person, and the failure cannot be justified. An employer cannot justify less favourable treatment if, by making a reasonable adjustment, it would remove the reason for the treatment. Reasonable Adjustment A reasonable adjustment is any step or steps an employer can reasonably take to prevent arrangements made by them or physical features of premises occupied by them from putting a disabled person at a disadvantage in comparison with a non-disabled person. 6

7 Victimisation Victimisation occurs when a person is treated less favourably than another because that person has, for example, asserted rights under any of the discrimination laws or has helped another person to assert such rights or given information to the relevant statutory body, or because it is suspected that the person might do any of these things. Harassment Harassment occurs where, on grounds of race, colour, gender, disability, ethnic or national origin, sexuality, religion or belief, age (or any other personal characteristic) a person is subjected to unwanted conduct which has the purpose (intentionally) or effect (unintentionally) of: (i) violating that person s dignity; or, (ii) creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. 7