PROCUREMENT PROCEDURE

Save this PDF as:

Size: px
Start display at page:

Download "PROCUREMENT PROCEDURE"

Transcription

1 PROCUREMENT PROCEDURE TITLE: Diversity in Procurement ISSUE: 1.0 REFERENCE: BTP/Procurement/Procedure/20 DATE: 11 July 2011 AUTHOR: Freddie Josland/Miranda Smith/ Laraine Jackett APPROVED BY: Tony Foster 1. PURPOSE 1.1 The purpose of this procedure is to help the British Transport Police (BTP) in supporting equality, diversity and human rights through its procurement activity. It will demonstrate how legal requirements across the eight recognised protected characteristics of diversity (Age, Disability, Race, Gender, Religion and Belief, Sexual Orientation and Transgender) are put into practice through the procurement process. This will assist BTP in promoting an inclusive organisational culture at corporate, departmental, supplier and individual level. The application of the relevant tender equality evaluation criteria is important not just in terms of best value but fitness for purpose and the appropriateness of goods and services. 1.2 BTP is committed to providing an excellent service in everything we do. We believe there is positive value in reflecting diversity in our suppliers. We will utilise our position to build cohesion, provide re-assurance and tackle criminality. We also aim to ensure that not only we, but our partners, affiliates and suppliers serve as a positive force in our communities. 1.3 BTP considers it necessary for our partners and suppliers of goods, works and services to have a strong commitment to our equality and diversity principles. It is necessary for them to demonstrate that steps have been taken to ensure quality and to provide equality of opportunity within their organization. 1.4 BTP aims to: Eliminate unlawful discrimination and promote good relations between people of differing backgrounds, both internally and externally. Outline expected standards of behaviour and demonstrate BTP s zero tolerance attitudes towards all forms of bullying, harassment and unlawful discrimination. Outline the governance and monitoring arrangements in place within BTP, which exist to drive organisational change and track progress in securing lasting improvements for all employees, including those from under-represented groups. Where monitoring indicates disproportionalities affecting different groups of employees, appropriate action, including Positive Action, will be taken to reduce disproportionality. Clarify the roles and responsibilities of those individuals, groups and bodies, including support groups and British Transport Police Authority (BTPA) who contribute towards delivering the diversity agenda for BTP. Page 1 of 16

2 2. OVERVIEW 2.1 With an annual expenditure of around 175 billion every year on goods and services (about 13% of GDP), the public sector has an opportunity and obligation to use its purchasing power to promote equality where possible ( ) 2.2 The Police Service spends in the region of 2 billion each year on the procurement of goods and services. Although each force is responsible for managing their own contracts, an increase in collaboration between forces has led to regional and national contractual arrangements. The British Transport Police, as a public sector contracting authority, spends in the region of 65 million GBP each year. 2.3 The Race Relations Act 1976, Race Relations (Amendment) Act 2000 (RR(A)A), Sex Discrimination Act 1975, Disability Discrimination Act 2005, Employment Equality Sexual Orientation Regulations 2003, Employment Equality Religion or Belief Regulations 2003 have positioned procurement as an activity that is subject to ethical considerations, sustainability and diversity considerations. Equality and diversity are also specifically named as elements of the Police s Social Sustainability Agenda. 2.4 Public authorities also have an additional duty to promote equality for which guidance has been published by the Equality and Human Rights commission to support public authorities and suppliers within the context of procurement. 2.5 In line with the Equality Act 2010, BTP is required to tackle discrimination and promote equality through its purchasing function. BTP recognises that the development of this procedure will assist in identifying its aims and aspirations for equality and diversity and the means by which this will be achieved within procurement. 2.6 This procedure supports the delivery of the Equality and Diversity Policy Statement and will be enforced by BTP s Equality, Diversity and Human Rights Scheme (refer to Section 7). 3. SCOPE AND DEFINITIONS 3.1 Scope This procedure affects BTP officers and staff undertaking tenders over the EU threshold. BTP also expects organisations who supply staff, goods and services to fully embrace the spirit of what we want to achieve, even if they have their own equality and diversity policies and practices. This procedure applies to BTP contracts over the European Union Procurement Threshold ((> 156,442 GBP from 1 January 2010 to 31 December 2011 for supplies and services) advertised by BTP and where required via existing Framework Agreements advertised by others. 3.2 Definitions Supplier Contract Refers to any person or organization that supplies goods or services to British Transport Police Where: - BTP standard terms and conditions have been used - supplier s terms and conditions have been used - a hybrid of BTP and supplier s terms and conditions have been used Page 2 of 16

3 Procurement Small-Medium Enterprises (SME s) - framework agreement terms and conditions have been used Refers to those employed or operating within the Procurement department at British Transport Police Force Headquarters. Any supplier with less than 250 full time employees. 4. DIVERSITY AND PROCUREMENT WITHIN BTP As a purchaser of goods and services BTP will: Increasingly only purchase goods and services from those organisations and groups that share our commitment to valuing diversity and providing equality of opportunity. Publish this procedure on BTP s internet and intranet so that potential business partners are aware of BTP s diversity mission and values. Review our procurement processes to ensure these are compliant with relevant equalities legislation (See Related Policies and Information). Conduct a full Tender process, including PQQ for larger purchases, as outlined by European Union Procurement Threshold rules (> 156,442 GBP from 1 January 2010 to 31 December 2011 for supplies and services). 4.1 Roles and Responsibilities The Head of Procurement will be directly responsible for the operation and enactment of this procedure supported by the Diversity Team If any supplier employees have a grievance that in some way relates to BTP, they should raise the matter with their statutory employer. As a responsible client, BTP will do all that it can to assist in the resolution of the problem, subject to any contractual matters governing the relationship between BTP and the supplier. 4.2 Training Procurement staff will be trained in general aspects of equality and diversity. The training and development of staff with responsibilities for procurement is essential for effective and appropriate practice. Such training is a statutory requirement of the RR(A)A Procurement staff undertaking the responsibility of evaluating a prequalification and/or tenders must be specifically trained for the purpose of performing their duties as outlined in this policy. 4.3 Engaging with a Wider Range of Suppliers The breadth of suppliers is and should be a product of good specifications. The focus on Small and Medium Enterprises (SMEs) is not about statistical targets or positive discrimination in their favour, it is to ensure that the procurement process is accessible, fair and not exclusionary As part of the tender process, suppliers should be aware that police forces can include a requirement for positive action if there is evidence of under representation of particular groups within the supplier s workforce. Any such conditions would be advertised in the tender evaluation criteria Forces are required to consider local procurement options wherever possible; however there is also an increasing expectation for collaborative working, particularly with other police forces, to drive financial benefits that lean towards contracts with big national companies. Although some collaborative arrangements may inhibit exploration of such local options, these factors should be considered within the tender process. Page 3 of 16

4 4.4 Procurement Process for BTP tenders over the EU Procurement Threshold and existing Framework Agreements (where required) Equality and diversity requirements should be outlined in all contract terms and conditions and any OJEU advertisement for a contract, especially in industries where controls are sometimes reputationally questionable e.g. uniform/clothing manufacture, electronics and assembly. Where doubt exists on the supplier practices, guidance should be sought through professional governing bodies When relevant and proportionate Pre-Qualification Questionnaires (PQQ s) should ask questions about a company s equalities performance, thus building relevant equality and diversity requirements into the tender itself. See Appendix 1 for questionnaire to be used for the prequalification of a supplier when appropriate (Diversity Prequalification Questionnaire (PQQ) for Suppliers) For contracts over the EU threshold the Diversity Unit and Procurement staff will work together as part of the procurement process Information provided as part of a PQQ will not allow any individual s diversity information to be identified, whether by name or through a process of elimination. BTP requests that measures to ensure the highest level of confidentiality are in place. 4.5 Contract Monitoring within BTP In accordance with the Commission for Racial Equality (CRE) guidance, non-compliance should be documented and reviewed during the course of the contract by budget holders and contract managers. Refer to Appendix 2 - Guidance for Budget Holders for further information Suppliers may be required to supply performance reports which include data for monitoring where relevant. Refer to Appendix 3 - Guidance on Supplier Reports for further information If there are high levels of non-compliance prior to the contract review and renewal, these will be addressed through an internal audit process with the support of the Diversity Section. This will be in the form of dip sampling of applicable contracts annually The notion of a procurement cycle is that it is a continuous process. The review of the effective promotion of equality is therefore integral to the cycle in order that it can inform future practice and contracts. 4.6 Transparency and Data Protection Where a PQQ is required (for BTP tenders over the EU Procurement Threshold) or an ITQ for existing Framework Agreements (where required), the administration, including record management will be undertaken by FHQ Procurement Department or the BTP Area Buyer. It is their responsibility to ensure that information is captured, managed and preserved in an organized system that maintains its integrity, security and authenticity in compliance with the BTP Data Protection Manual and BTP Protective Marking Scheme. 4.7 Audit and Compliance This procedure will be monitored during implementation by the Procurement Department and will be subject to annual review by the Procurement Department and the Diversity Unit to take into account the relevant equalities legislation and good practice. 5. DIVERSITY AND PROCUREMENT OUTSIDE BTP 5.1 Vetting Suppliers Suppliers should recognise that it wins the trust and confidence of BTP when it provides a service appropriate to the needs of diverse communities we serve. Potential suppliers Page 4 of 16

5 can access BTP s equality evaluation criteria and BTP Equality, Diversity and Human Rights Scheme which are available to the public: Much of the current equality legislation applies to all organisations. However, it is recognised that small businesses may not have the advanced policies that larger organisations do. It is also acknowledged that statutory bodies may have additional responsibilities placed upon them. Nevertheless BTP expects potential suppliers of goods, works and services to demonstrate some level of commitment to equality and diversity. 5.2 Expectations of all Suppliers Suppliers should: Provide goods, works and services and deliver all contracts in a way that is non discriminatory, and promotes equality of opportunity for partners, staff and members of the public across all protected characteristics. Make reasonable adjustments to ensure access for all employees and service users. Ensure there is no difference in the satisfaction levels of employees and monitor this through quality of service commitments and Equality, Diversity and Human Rights Scheme. Promote a working environment in which bullying, harassment and unfair/unlawful discrimination is not tolerated. Keep up to date with relevant policies and procedures which will assist them in dealing with any diversity issues or incidents. Ensure that commitment to equality is reflected in responses to the outcomes of prequalifications or reviews. Maintain a high awareness of the purpose and operation of a grievance resolution procedure. Consult with stakeholders to assess their differing needs and expectations and those of the organisations they supply. Monitor against the statutory protected characteristics of age, religion or belief, sexual orientation and transgender (alongside disability, gender and race) Where suppliers are employed on police premises, then BTP also requires that the supplier complies with BTP s own equality policies and practice. The supplier could demonstrate through their own policies that they provide comparable equality protection Varying expectations of small-medium and large suppliers of differing numbers of full time employees are outlined in Appendix 1 Diversity Pre-Qualification Questionnaire (PQQ) for Suppliers. 6. REFERENCES AND LEGISLATION 6.1 This procedure will be subject to regular review and BTP reserves the right to amend the procedure from time to time in accordance with any requirements of law or good procurement/diversity practice. 6.2 A summary of the appropriate legislation can be obtained from the Engagement & Diversity Section, HR Performance and Strategy, FHQ or the Procurement Department, FHQ. Page 5 of 16

6 7. FURTHER INFORMATION 7.1 Related Policies and Information HMIC Inspection - Race Equality Compliance and Impact - Duty Calls: Procurement BTP Equality Scheme BTPA Corporate Governance Manual Procurement Framework and Regulations: Procurement Policy Procurement Procedure Issue, receipt, evaluation of tenders and award. BTP Equality and Diversity Policy Statement Why are we doing this? People who use Britain's railways come from every community and represent every kind of person. We believe that there is a positive value in reflecting this diversity in our own workforce. This ambition is part of our goal to build a completely integrated community where we can all achieve our potential, free from prejudice. What does British Transport Police (BTP) want to achieve? We strive to promote equal opportunities by: Treating everyone fairly, with respect and dignity. Eliminating all forms of harassment, bullying and victimisation. Providing an inclusive, supportive working environment, taking positive action where necessary, so that staff of all backgrounds can achieve their best. BTP will value diversity by: Valuing differences between people and communities, and respecting diverse lifestyles. Reaching out to, communicating and consulting with, communities so we can better understand and meet their needs. Winning the trust and co-operation of those we serve, so they can help us achieve our objectives. Developing a workforce that reflects the diverse communities we serve. Who does this policy affect? Everyone - all officers and staff. BTP will also expects organisations who supply staff, goods and services to fully embrace the spirit of what we want to achieve, even if they have their own equality and diversity policies and practices. Making it happen BTP will make sure that all of our policies and procedures are written in plain language and are inclusive of all people across the widest range of communities. Our officers and managers can act as inspirational leaders in valuing diversity and recognising and realising the talents of every individual. We will find practical ways to encourage and focus our support groups in the valuable diversity and equality work they are already doing. We will set a range of equality and diversity targets, and measure our progress. Where to go for help or advice If you have any questions about this policy and how it affects you, talk to the BTP Engagement and Diversity Section or your Human Resources Department. The relevant support group can also help; you can contact them through the Intranet. East Midlands Police Force s Equality Duty Guidance for Contractors and Suppliers The Human Rights Act 1998 Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000 (RRA), The Local Government Act 1988 (LGA) Page 6 of 16

7 The Disability Discrimination Act 1995, as amended by the Disability Discrimination Act 2005 (DDA), Sex Discrimination Act 1975 The Equal Pay Act 1970 (EPA), The Sex Discrimination (Gender Reassignment) Regulations 1999 Equality Employment Regulations (Age, Sexual Orientation, Religion and Belief) and The Equalities Act Guidance and Advice Suppliers with any questions about this procedure should contact BTP Procurement Department on and title their Diversity In Procurement For queries within BTP the Diversity Unit can also help; you can contact them through the Intranet on FHQ-BTP-Diversity-Team. 7.3 Useful Contacts and Organisations Other organisations that can offer guidance or supplementary information to this Procedure: Equality and Human Rights Commission Transport for London 8. REVIEW 8.1 This Procedure shall be reviewed by the Head of Procurement annually. BTP reserves the right to amend the procedure from time to time in accordance with any requirements of law or good procurement/diversity practice. Page 7 of 16

8 Appendix 1 Diversity Pre-Qualification Questionnaire (PQQ) for Suppliers Issue: 1.0 Please answer the following questions providing all requested documents. Further information may be requested as part of the process. ALL suppliers must provide details for question Equal Opportunities / Diversity Policy a) Does your company have an equal opportunities/diversity policy/statement/strategy? Yes No If yes please attach a copy of each policy, statement or strategy. If no, are you looking to implement an equal opportunities/diversity policy in the near future, and if so when? b) How often is this (are these) document(s) reviewed and when was the last review. 2 Bullying and Harassment Policy a) Does your organisation have a policy/procedure designed to handle issues relating to bullying and/or harassment? Yes No If yes please attach a copy. b) If no, are you looking to produce a policy/procedure in relation to handling issues relating to bullying and/or harassment, and if so when? Suppliers with 50+ employees must provide details for question Equality and Diversity Training a) Do you provide equality and diversity training to your employees? Yes, and its mandatory Yes, and its optional No If yes please provide a description of the content, the grade/level of participants and the percentage of your workforce who have completed the training. If no, are you looking to deliver equality and diversity training in the future, and if so when? Page 8 of 16

9 4 Equality and Diversity Monitoring a) Do you undertake any equality and diversity monitoring of your workforce? Yes No If yes please provide details of the protected characteristics you monitor (e.g. race), the stages of employment that you monitor (e.g. recruitment) and how you publish/use the findings of your monitoring activity. If no, are you looking to start any monitoring activity, and if so what will this include and when will it commence? 5 Positive Action a) Has your organisation undertaken any activities designed to improve the representation of your workforce so that it better reflects the community? Yes No If yes please provide details of the activity you have undertaken. If no, do you currently have any issues with workforce representation? Suppliers with 250+ employees must provide details for questions Formal Investigations a) In the last three years have you had an employment tribunal hearing against your organisation that included a complaint on the basis of age, disability, race, gender, gender reassignment, religion/belief and/or sexual orientation)? i) Yes, the complaint was up held, and we have taken action to resolve the issues identified but we have no plans to take further action to resolve the issues ii) Yes and it is currently ongoing/pending iii) Yes but the complaint was not upheld iv) No b) In the last three years has your organisation been: - the subject of a formal investigation by the Disability Rights Commission, Equal Opportunities Commission, Commission for Racial Equality or the Equality and Human Rights Commission on grounds of alleged unlawful discrimination? OR Page 9 of 16

10 - the subject of formal investigations of alleged unlawful discrimination i.e. age, disability, race and ethnicity, gender and gender reassignment, religion and belief and sexual orientation? i) Yes, the allegations were up held, and we have taken action to resolve the issues identified but we have no plans to take further action to resolve the issues ii) Yes and it is currently ongoing/pending iii) Yes but the allegations were not upheld iv) No 7 Does your organisation actively observe the Codes of Practice and Acts of Parliament in relation to the Disability Rights Commission, Equal Opportunities Commission, Commission for Racial Equality and the Equality and Human Rights Commission? i) Yes, ii) No Page 10 of 16

11 Certification and Declaration I/We hereby certify that the information supplied in this questionnaire and supporting documents is accurate to the best of my/our knowledge and I/we accept the conditions and undertakings requested in the application. I/we understand that false information could result in my/our exclusion from the BTP s approved list of firms to be invited to tender. Signed: Date: Name (block capitals): For, and on behalf of: Position in Organisation: Telephone No: Fax No: address : Full Address : BEFORE RETURNING THIS QUESTIONNAIRE, PLEASE ENSURE THAT YOU HAVE: - answered all questions appropriate to your application - attached relevant documents, ensuring that all enclosures are clearly marked with the name of your organisation, and the number of the question to which they refer - signed the above undertaking. Page 11 of 16

12 IF YOUR TENDER IS SUCCESSFUL, THIS APPLICATION WILL BE INCORPORATED IN THE CONTRACT AWARDED TO YOU. British Transport Police s Gold Standard for diversity provides a zero tolerance approach to any form of prejudicial behaviour, unfair/unlawful discrimination, bullying or harassment. BTP seek to have a working environment where employees have the confidence to disclose if such issues should arise. Employees should have the confidence that the organisation will deal with their concerns appropriately and fairly. Furthermore, if we receive any complaints about any aspect of diversity or how you are carrying out our duties under the legislation, we will pass them on to the relevant department or contact. It is required that the individual or department will deal with the complaint promptly and efficiently. Page 12 of 16

13 Appendix 2 Guidance for Budget Holders Issue: 1.0 BTP considers it necessary for suppliers of goods, works and services to have a strong commitment to our equality and diversity principles. It is necessary for them to demonstrate that steps have been taken to ensure quality and to provide equality of opportunity within their organization. All budget holders and contract managers will need to make Procurement Department aware of any suppliers who do not comply with legal requirements according to Diversity legislation across Age, Disability, Gender, Race, Religion and belief, Sexual orientation and Transgender. Key points to consider when monitoring your suppliers: 1) Does the supplier have an equal opportunities and diversity policy or statement? 2) Does the supplier carry out any diversity monitoring (at recruitment and/or promotion)? 3) In the last three years, have any findings of unlawful discrimination i.e age, disability, race and ethnicity, gender and gender reassignment, religion and belief and sexual orientation been made against the supplier? If so please seek further details as this may open BTP to levels of risk. If Diversity Team and Procurement Department receive any complaints about how supplier companies are carrying out their duties under legislation, we will pass them on to the relevant budget holder within BTP. It is required that the individual or department will cooperate with Diversity Team and Procurement Department in resolving the complaint promptly and efficiently Page 13 of 16

14 Appendix 3 Guidance on Supplier Reports Issue: 1.0 BTP considers it necessary for suppliers of goods, works and services to have a strong commitment to our equality and diversity principles. It is necessary for them to demonstrate that steps have been taken to ensure quality and to provide equality of opportunity within their organization. All budget holders and contract managers will need to make Procurement Department aware of any suppliers who do not comply with legal requirements according to Diversity legislation across Age, Disability, Gender, Race, Religion and belief, Sexual orientation and Transgender. Information you may gather when monitoring ALL suppliers: The equal opportunities and diversity policy or statement of your supplier company Information you may gather when monitoring suppliers with between 0 and 250 employees: Evidence of how the supplier company advertises and promotes their equal opportunities and diversity policy. Details of how the supplier s equal opportunities and diversity policy is implemented, monitored and reviewed. Details of the guidance or training suppliers provide to managers and supervisors on equal opportunities and diversity in recruitment, selection, training, promotion, discipline and dismissal of staff. Details of any staff diversity monitoring suppliers perform (at recruitment, selections, promotion etc). Further details or reports may be required. See Contract Monitoring within BTP 4.5.2, Diversity in Procurement Procedure. Details of any positive positioning or advertising in specific diversity-related publications. Information you may gather when monitoring suppliers with 250 or more employees: If in the last three years, the supplier has had any findings of unlawful discrimination i.e age, disability, race and ethnicity, gender and gender reassignment, religion and belief and sexual orientation made against them, they will need to provide further details or attach appropriate documentation. Decision outcomes and updates may be required. Page 14 of 16

15 If in the last three years, the supplier has been the subject of formal investigations by the Disability Rights Commission, Equal Opportunities Commission, Commission for Racial Equality or the Equality and Human Rights Commission on grounds of alleged unlawful discrimination, they will need to provide further details or attach appropriate documentation. Decision outcomes and updates may be required. If the supplier organization is a statutory body they will need to provide extensive information about how the authority is progressing and monitoring their public equalities duties. If the supplier is not currently subject to UK legislation, please obtain details of how they comply with legislation which is designed to eliminate discrimination and promote equality in their country. Under the Race Relations Act 1976, as amended by the Race Relations Amendment Act 2000, the Disability Discrimination Act 2005 and the Equalities Act 2006 the Authority has specific duties to have due regard to the following: Eliminate unlawful discrimination and harassment Promote equality of opportunity between all members of staff, partners and affiliates. Promote good relations within and across diverse groups Take steps to make reasonable adjustments for disabled staff Please obtain details of how the company would seek to support the Authority in these duties? Is the organization compliant or indeed best practice with regard to the 2009 New Equality Bill aligning equality across age, religion and belief, sexual orientation and transgender status? Page 15 of 16

16 British Transport Police s Gold Standard for diversity provides a zero tolerance approach to any form of prejudicial behaviour, unfair/unlawful discrimination, bullying or harassment. BTP seek to have a working environment where employees have the confidence to disclose if such issues should arise. Employees should have the confidence that the organisation will deal with their concerns appropriately and fairly. Furthermore, if we receive any complaints about any aspect of diversity or how they are carrying out their duties under the legislation, Diversity or Procurement will pass them on to the relevant department or contact. It is required that the individual or department will deal with the complaint promptly and efficiently. Page 16 of 16

Equality, Diversity & Inclusion (EDI) Policy Version 2.1

Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...

More information

EVERYONE COUNTS STRATEGY

EVERYONE COUNTS STRATEGY EVERYONE COUNTS STRATEGY Introduction The aim of the Equality and Diversity Strategy is to ensure that Great Places Housing Group promotes equality, tackles discrimination, values diversity, and continues

More information

Diversity and Equality Policy

Diversity and Equality Policy Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide

More information

(g) the Employment Equality (Sexual Orientation) Regulations 2003,

(g) the Employment Equality (Sexual Orientation) Regulations 2003, Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the

More information

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval

More information

EQUALITY AND DIVERSITY POLICY AND PROCEDURE

EQUALITY AND DIVERSITY POLICY AND PROCEDURE EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment

More information

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of

More information

University of Birmingham Race Equality Policy

University of Birmingham Race Equality Policy University of Birmingham Race Equality Policy 1. Purpose and Scope This document sets out the University of Birmingham s Race Equality Policy as required under the Race Relations Act 1976, as amended by

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,

More information

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality

More information

Equal Pay Statement and Information 2015

Equal Pay Statement and Information 2015 Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay

More information

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based

More information

Equality, Diversity & Human Rights Strategy

Equality, Diversity & Human Rights Strategy Equality, Diversity & Human Rights Strategy 2015-2019 This document sets out the Surrey Police Equality, Diversity and Human Rights (EDHR) strategy. It will explain our legal duties, vision and priorities

More information

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders

More information

Equal Opportunity, Discrimination and Harassment

Equal Opportunity, Discrimination and Harassment Equal Opportunity, Discrimination and Harassment Last updated: 22 November 2011 EQUAL OPPORTUNITY, DISCRIMINATION AND HARASSMENT TABLE OF CONTENTS CONTENTS PAGE OVERVIEW... 2 EQUAL OPPORTUNITY LEGISLATION...

More information

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11 APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY Page 1 of 11 Revision Date November 2014 Author Glen White, Corporate Services Officer Policy Owner Reason for Revision Training and Awareness Methods

More information

South Downs National Park Authority

South Downs National Park Authority Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date

More information

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes) Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives

More information

Bardsey Primary School Equality and Diversity Statement

Bardsey Primary School Equality and Diversity Statement Bardsey Primary School Equality and Diversity Statement Contents Page 1. Mission statement 2 2. Actions to support this statement 2 3. Consultation and involvement 3 4. Equal opportunities for staff 3

More information

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose. POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW

More information

DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY

DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY Achieving equality and valuing diversity DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY November 2009 Translations and making the booklet accessible This policy booklet gives details of the Council

More information

Swindon Borough Council Equality & Diversity Strategy. Agreed at Cabinet 14 th April 2010. Introduction

Swindon Borough Council Equality & Diversity Strategy. Agreed at Cabinet 14 th April 2010. Introduction Swindon Borough Council Equality & Diversity Strategy Agreed at Cabinet 14 th April 2010 Introduction Swindon Borough Council wishes to be recognised as a leading public authority in the way it promotes

More information

The Act protects people from discrimination on the basis of protected characteristics. The relevant characteristics are:

The Act protects people from discrimination on the basis of protected characteristics. The relevant characteristics are: Equality Act 2010 The Equality Act 2010 brings together, harmonises and in some respects extends the current equality law, by making it more consistent, clearer and easier to follow in order to make society

More information

PROCUREMENT. Embedding lesbian, gay and bisexual equality in the supply chain WORKPLACE GUIDES

PROCUREMENT. Embedding lesbian, gay and bisexual equality in the supply chain WORKPLACE GUIDES PROCUREMENT Embedding lesbian, gay and bisexual equality in the supply chain WORKPLACE GUIDES PROCUREMENT Embedding lesbian, gay and bisexual equality in the supply chain WORKPLACE GUIDES PROCUREMENT

More information

Equal Opportunity Policy

Equal Opportunity Policy Equal Opportunity Policy PURPOSE Anahita Residences & Villas Ltd is committed to becoming an equal opportunity employer and to ensuring that all employees, job applicants, customers and other people with

More information

States of Jersey Human Resources Department. Code of Conduct

States of Jersey Human Resources Department. Code of Conduct States of Jersey Human Resources Department Code of Conduct INTRODUCTION The Island community is entitled to expect the highest standards of conduct from all employees who work for the States of Jersey.

More information

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3 Mainstreaming Report and Equality Outcomes April 2013 to March 2017 Contents 1. Executive Summary...1 2. Introduction...2 3. Commitment...2 4. The Legal Context...3 5. An Overview of the Mainstreaming

More information

Exit Questionnaire and Exit Interview Procedure

Exit Questionnaire and Exit Interview Procedure Exit Questionnaire and Exit Interview Procedure Procedure Reference Number: 2009.51 Approved: Name Date Author: Susan Poole 12/02/13 HR Advisor, Policy and Development Produced: 12/02/13 Review due: 3

More information

Managing Diversity and Equal Opportunities

Managing Diversity and Equal Opportunities Managing Diversity and Equal Opportunities Purpose The primary responsibility for implementing and managing diversity and equality of opportunity in the workplace rests with line management. The role of

More information

Equality, Diversity and Inclusivity - Policy

Equality, Diversity and Inclusivity - Policy Equality, Diversity and Inclusivity - Policy 1. Purpose 1.1 The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to

More information

How to Do Business. With. Cheshire Constabulary

How to Do Business. With. Cheshire Constabulary How to Do Business With Cheshire Constabulary A guide for suppliers January 2010 1 Contents INTRODUCTION 3 PROCUREMENT RULES AND REGULATIONS 3 European Regulations 3 National Rules 4 Local Rules 4 HOW

More information

HUMAN RESOURCES EQUAL OPPORTUNITIES POLICY

HUMAN RESOURCES EQUAL OPPORTUNITIES POLICY HUMAN RESOURCES EQUAL OPPORTUNITIES POLIC Policy Manager EO PIN Group Policy Group WAG Forum Policy Established Last Updated September 2008 Policy Review Period/Expiry June 2013 This policy does / does

More information

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information Publication

More information

BUSINESS CODE OF CONDUCT

BUSINESS CODE OF CONDUCT BUSINESS CODE OF CONDUCT PREPARED FOR: ode March 2011 Page 1 Contents 1 BUSINESS CODE OF CONDUCT... 3 2 MISSION STATEMENT... 3 3 PRINCIPLES AND VALUES... 3 4 RELATIONSHIPS... 4 5 BRIBERY AND CORRUPTION...

More information

Wood Group Policy. March 2013. Equal opportunities. Energy Supporting Energy

Wood Group Policy. March 2013. Equal opportunities. Energy Supporting Energy Wood Group Policy March 2013 Equal opportunities Energy Supporting Energy Contents 1.0 Purpose 2 2.0 Scope 3 3.0 Responsibilities 3 4.0 Definitions 3 5.0 Discrimination 4 6.0 Breaches of the policy 4 7.0

More information

APUC Supply Chain Sustainability Policy

APUC Supply Chain Sustainability Policy APUC Supply Chain Sustainability Policy Vision APUC aims to be a leader, on behalf of client institutions, in driving forward the sustainable procurement agenda (please see Appendix 1 for the commonly

More information

Summary of the Equality Act 2010

Summary of the Equality Act 2010 Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best

More information

Contents. 1. Doing Business with Gwynedd Council. 1. 2. Council Structure and Contacts 2

Contents. 1. Doing Business with Gwynedd Council. 1. 2. Council Structure and Contacts 2 Contents Page 1. Doing Business with Gwynedd Council. 1 2. Council Structure and Contacts 2 3. How to find out about the opportunities offered by Gwynedd Council 3 4. Types of Procurement 3 5. Tendering

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

How Wakefield Council is working to make sure everyone is treated fairly

How Wakefield Council is working to make sure everyone is treated fairly How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat

More information

HORIZON OIL LIMITED (ABN: 51 009 799 455)

HORIZON OIL LIMITED (ABN: 51 009 799 455) HORIZON OIL LIMITED (ABN: 51 009 799 455) CORPORATE CODE OF CONDUCT Corporate code of conduct Page 1 of 7 1 Introduction This is the corporate code of conduct ( Code ) for Horizon Oil Limited ( Horizon

More information

This Constitution establishes the principles and values of the NHS in England.

This Constitution establishes the principles and values of the NHS in England. NHS Constitution 1 Introduction The NHS is founded on a common set of principles and values that bind together the communities and people it serves patients and public and the staff who work for it. This

More information

Discrimination: What to do if it happens

Discrimination: What to do if it happens Discrimination: What to do if it happens Acas promoting employment relations and HR excellence August 2015 About Acas What we do Acas provides information, advice, training, conciliation and other services

More information

TENDERING AND CONTRACT PROCEDURES. Documentation Control. Reference Corporate Governance Framework Chapter 6 Date approved

TENDERING AND CONTRACT PROCEDURES. Documentation Control. Reference Corporate Governance Framework Chapter 6 Date approved TENDERING AND CONTRACT PROCEDURES Documentation Control Reference Corporate Governance Framework Chapter 6 Date approved Approving Body Trust Board Implementation date 1 June 2010 Version 4 Supersedes

More information

Grievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015

Grievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015 POLICY UNDER REVIEW Please note that this policy is under review. It does, however, remain current Trust policy subject to any recent legislative changes, national policy instruction (NHS or Department

More information

customer-service equality standard

customer-service equality standard customer-service equality standard introduction As a public-service provider, a statutory body and an employer, the Financial Ombudsman Service is fully committed to the fair and equal treatment of everyone

More information

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA.

OUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA. OUR WORKPLACE DIVERSITY PROGRAM Diversity is important to AFSA. 2014 2017 OUR WORKPLACE DIVERSITY PROGRAM PAGE 1 OF 9 What is diversity? The concept of diversity encompasses acceptance and respect. It

More information

Equality, Diversity and Inclusion Handbook

Equality, Diversity and Inclusion Handbook HX.127.1 Equality, Diversity and Inclusion Handbook This publication is available in large print and easy read Welcome! At Calico, we are dedicated to promoting and celebrating the positive effect that

More information

SUFFOLK COUNTY COUNCIL PROCUREMENT RULES. Version 2 Jan 2016. Page 1 of 19

SUFFOLK COUNTY COUNCIL PROCUREMENT RULES. Version 2 Jan 2016. Page 1 of 19 SUFFOLK COUNTY COUNCIL PROCUREMENT RULES 2015 Version 2 Jan 2016. Page 1 of 19 TABLE OF CONTENTS 1. Introduction and Definitions... 3 2. Scope... 4 3. General Principles... 5 4. Responsibilities... 7 5.

More information

INFORMATION GOVERNANCE POLICY

INFORMATION GOVERNANCE POLICY INFORMATION GOVERNANCE POLICY Primary Intranet Location Information Management & Governance Version Number Next Review Year Next Review Month 7.0 2018 January Current Author Phil Cottis Author s Job Title

More information

PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW

PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW SECTION: HUMAN RESOURCES POLICY AND PROCEDURE No: 10.16 NATURE AND SCOPE: SUBJECT: POLICY AND PROCEDURE TRUST WIDE PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW This policy explains the Performance

More information

THE EQUALITY ACT 2010

THE EQUALITY ACT 2010 THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put

More information

ARB's overarching goals The Board has identified two objectives from the Act which underpin all of our work:

ARB's overarching goals The Board has identified two objectives from the Act which underpin all of our work: Architects Registration Board Communications Strategy Introduction Effective communication is key to the work of the Architects Registration Board (ARB), enabling the organisation to build and maintain

More information

Business Ethics Policy

Business Ethics Policy Business Ethics Policy The WCH Ltd Ethics Code The business philosophy of WCH has been developed around a core set of values which are fundamental to the organisation s development and success. One of

More information

The Scottish Social Housing Charter

The Scottish Social Housing Charter The Scottish Social Housing Charter The Scottish Social Housing Charter The Scottish Government, Edinburgh, 2012 Crown copyright 2012 You may re-use this information (excluding logos and images) free of

More information

IPCC translation and interpretation policy. February 2015

IPCC translation and interpretation policy. February 2015 IPCC translation and interpretation policy February 2015 September 2013 1 Contents 1. Introduction 1.1 Scope 1.2 Definitions 1.3 Aims of this policy 1.4 Contact for queries on this policy 2. Background

More information

SERVICE SPECIFICATION

SERVICE SPECIFICATION SERVICE SPECIFICATION Provision of a Service for Young Carers Wokingham Borough Council OFFICIAL - SENSITIVE Page 1 1. Introduction This is the service specification for the provision of a Young Carers

More information

How to do Business with the London. Borough of Sutton

How to do Business with the London. Borough of Sutton How to do Business with the London Borough of Sutton February 2013 1 About this guide This guide has been developed to assist businesses wishing to sell their goods and services to the Borough. Contents

More information

Proposal to apply Code Powers to TIBUS (trading as The Internet Business Limited) Statutory notification under section 107(6) of the Communications

Proposal to apply Code Powers to TIBUS (trading as The Internet Business Limited) Statutory notification under section 107(6) of the Communications Proposal to apply Code Powers to TIBUS (trading as The Internet Business Limited) Statutory notification under section 107(6) of the Communications Act 2003 Consultation Publication date: 23 May 2014 Closing

More information

Equality Act 2010. (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties)

Equality Act 2010. (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties) Equality Act 2010 (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties) 1. Introduction The Equality Act 2010 consolidates and streamlines

More information

Orange Polska Code of Ethics

Orange Polska Code of Ethics Orange Polska Code of Ethics our conviction The fundamental ethical standards and values people should follow in their mutual relations both private and business have been known and unchanging for centuries.

More information

OUR CODE OF ETHICS. June 2013

OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS GUIDING PRINCIPLES Ethical behaviour is an integral part of the way we do business. It's crucial that all our stakeholders are able to trust us to treat

More information

WORKPLACE DIVERSITY PROGRAM

WORKPLACE DIVERSITY PROGRAM WORKPLACE DIVERSITY PROGRAM 2010-2014 TABLE OF CONTENTS LEGAL FRAMEWORK... 2 CONCEPT OF WORKPLACE DIVERSITY... 2 AIM OF THE WORKPLACE DIVERSITY PROGRAM... 2 WORKPLACE DIVERSITY PROGRAM... 3 REPORTING...

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

HRODE Alyson Sargeant 01785 257888 ext 8103. Name of service/policy/strategy/guidance/project proposal

HRODE Alyson Sargeant 01785 257888 ext 8103. Name of service/policy/strategy/guidance/project proposal Directorate Name and contact details of the people involved EQUALITY AND HUMAN RIGHTS FULL IMPACT ASSESSMENT TEMPLATE HRODE Alyson Sargeant 01785 257888 ext 8103 Date started 3 rd June 2013 Date completed

More information

Your Application and Our Recruitment Process

Your Application and Our Recruitment Process Your Application and Our Recruitment Process Please read this guidance carefully before you complete the application. Orkney Islands Council s Equal Opportunities Policy means that we want to ensure that

More information

INITIAL EQUALITIES IMPACT ASSESSMENT FORM

INITIAL EQUALITIES IMPACT ASSESSMENT FORM IITIAL EQUALITIES IMPACT ASSESSMET FORM To be undertaken when adopting or reviewing policies/procedures or for savings proposals/ restructures and transformations. Equality Impact Assessments must be undertaken

More information

ONS Equality Scheme 2008-2011. ONS Equality Scheme. Version 8

ONS Equality Scheme 2008-2011. ONS Equality Scheme. Version 8 ONS Equality Scheme 2008 2011 Version 8 1 Contents Foreword by National Statistician 1 Key points 4 2 Introduction 5 3 About ONS 11 4 ONS as an employer 18 5 Equality impact assessments 22 6 Governance,

More information

WEST MIDLANDS POLICE Force Policy Document

WEST MIDLANDS POLICE Force Policy Document WEST MIDLANDS POLICE Force Policy Document POLICY TITLE: POLICY REFERENCE NO: POLICE STAFF DISCIPLINARY PROCEDURE HR/06 Executive Summary The Force expects certain standards of conduct to be maintained

More information

Solihull Clinical Commissioning Group

Solihull Clinical Commissioning Group Solihull Clinical Commissioning Group Business Continuity Policy Version v1 Ratified by SMT Date ratified 24 February 2014 Name of originator / author CSU Corporate Services Review date Annual Target audience

More information

OVERVIEW OF THE EQUALITY ACT 2010

OVERVIEW OF THE EQUALITY ACT 2010 OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,

More information

EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE

EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE EQUAL OPPORTUNITIES POLICY STATEMENT AND CODE OF PRACTICE GELDER GROUP EQUAL OPPORTUNITIES POLICY AND CODE OF PRACTICE 1. INTRODUCTION The Gelder Group is committed to a comprehensive policy of equal opportunities

More information

How to use the Equality Act 2010: A guide for voluntary and community organisations

How to use the Equality Act 2010: A guide for voluntary and community organisations How to use the Equality Act 2010: A guide for voluntary and community organisations The Equality Act 2010 updates, simplifies and strengthens Britain s equality laws. It introduces broadly similar provisions

More information

Boothville Primary School. Dealing with Allegations against School Personnel, Volunteers, Headteacher or Pupils. Allegations

Boothville Primary School. Dealing with Allegations against School Personnel, Volunteers, Headteacher or Pupils. Allegations Dealing with against School Personnel, Volunteers, Headteacher or Pupils Dealing with against School Personnel, Volunteers, Headteacher or Pupils Date Sept 15 Review Date Sept 16 Designated Child Protection

More information

EQUALITY ACT 2010: The public sector Equality Duty: reducing bureaucracy. Policy review paper

EQUALITY ACT 2010: The public sector Equality Duty: reducing bureaucracy. Policy review paper EQUALITY ACT 2010: The public sector Equality Duty: reducing bureaucracy 17 March 2011 Contents Introduction 1 Page Reducing bureaucracy and delivering equality improvements 2 Background 3 Details of the

More information

The Newcastle Upon Tyne Hospitals NHS Foundation Trust. Medical Devices Procurement Procedure

The Newcastle Upon Tyne Hospitals NHS Foundation Trust. Medical Devices Procurement Procedure The Newcastle Upon Tyne Hospitals NHS Foundation Trust Medical Devices Procurement Procedure Version No : 4.1 Effective From 4 December 2012 Expiry Date: 30 November 2013 Date Ratified: 3 December 2012

More information

London School of Economics and Political Science. Disciplinary Procedure for Students

London School of Economics and Political Science. Disciplinary Procedure for Students London School of Economics and Political Science Purpose of this Procedure Disciplinary Procedure for Students 1. The School s Memorandum and Articles of Association set out its main objectives of education

More information

Employment Rights and Responsibilities

Employment Rights and Responsibilities Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which

More information

Workplace Diversity Program 2006-2010

Workplace Diversity Program 2006-2010 Workplace Diversity Program 2006-2010 Version 1.0: November 2007 CASADOC 255 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no

More information

Whistle-blowing. Policy and Procedure

Whistle-blowing. Policy and Procedure Whistle-blowing Policy and Procedure This document will be made available in other languages upon request from employees of Version: 1 Date of Issue: November 2012 Review Date: October 2014 Lead Director:

More information

Procurement policy Working with our suppliers to support strategic growth

Procurement policy Working with our suppliers to support strategic growth Procurement policy Working with our suppliers to support strategic growth Mission Statement The Procurement Department is the focal point for commercial relationships with Eversheds supply chains, ensuring

More information

2.1 The policy applies to all sportscotland employees including contractors and agency workers.

2.1 The policy applies to all sportscotland employees including contractors and agency workers. NON-PROTECTED sportscotland Human Resources Toolkit Equality & Diversity in Employment 1.1 sportscotland is committed to promoting equality and diversity in employment. sportscotland recognises the unique

More information

BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY

BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY 1. Introduction This policy is applicable to both staff and students and should be read in conjunction with all other relevant

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

EQUALITY ACT 2010 SUMMARY OF KEY CHANGES IN PLACE AND FURTHER CHANGES FROM APRIL 2011

EQUALITY ACT 2010 SUMMARY OF KEY CHANGES IN PLACE AND FURTHER CHANGES FROM APRIL 2011 EDC10D003 Title: Equality Act 2010 and Public Sector Equality Duty Author: Helen Murdoch - Equality and Diversity Manager Circulation: Equality and Diversity Committee 28 February 2011 Agenda: EDC10A001

More information

Employee Monitoring Report

Employee Monitoring Report Annex A to Mainstreaming Report Scottish Natural Heritage Employee Monitoring Report Published: April 2013 Scottish Natural Heritage Great Glen House, Leachkin Road, Inverness IV3 8NW www.snh.gov.uk Table

More information

Code of Practice for Ministerial Appointments to Public Bodies

Code of Practice for Ministerial Appointments to Public Bodies This Code of Practice is published by the Commissioner for Public Appointments in fulfilment of his duties as set out in the Order in Council for Public Appointments 2002 (as amended). This Code is effective

More information

INFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION

INFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION INFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION REPORTING RELATIONSHIPS Responsible to: Learner Information Team Manager JOB PURPOSE You will be responsible for ensuring that the

More information

Equality and Diversity Strategy

Equality and Diversity Strategy Equality and Diversity Strategy If you require this document in another format or language please contact: Telephone: 023 9282 2444 E-mail: enquiries@portsmouthccg.nhs.uk Write: NHS Portsmouth Clinical

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

Anti Harassment and Bullying Policy

Anti Harassment and Bullying Policy Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People

More information

The Professional Standards Team is also available to discuss any aspect of the Code with you, so please do contact us if you have any queries.

The Professional Standards Team is also available to discuss any aspect of the Code with you, so please do contact us if you have any queries. The guide to complying with the REC Code of Professional Practice provides you with a page by page checklist on what you can do to ensure your agency is working to best practice. The Professional Standards

More information

JOB DESCRIPTION. Executive Director of Nursing, Quality and Governance

JOB DESCRIPTION. Executive Director of Nursing, Quality and Governance JOB DESCRIPTION JOB TITLE: RESPONSIBLE TO: BAND: LOCATION: HOURS OF WORK: DISCLOSURE REQUIRED: Deputy Director of Nursing Executive Director of Nursing, Quality and Governance 8d To be agreed with postholder

More information

Human Resources and Data Protection

Human Resources and Data Protection Human Resources and Data Protection Contents 1. Policy Statement... 1 2. Scope... 2 3. What is personal data?... 2 4. Processing data... 3 5. The eight principles of the Data Protection Act... 4 6. Council

More information

Introduction. A guide to doing Business with Cumbria County Council

Introduction. A guide to doing Business with Cumbria County Council WHO ARE PROCESS PQQ E PROCUREMENT TO OBTAIN BUSINESS Introduction A guide to doing Business with Cumbria County Council The purpose of this booklet is to ease access to the purchasing mechanisms of Cumbria

More information

LIST OF BACKGROUND PAPERS AS REQUIRED BY LAW (papers relied on to write the report but which are not published and do not contain exempt information)

LIST OF BACKGROUND PAPERS AS REQUIRED BY LAW (papers relied on to write the report but which are not published and do not contain exempt information) 9 COMMITTEE: EXECUTIVE REF NO: E/14/43 DATE: 7 OCTOBER 2014 SUBJECT: CUSTOMER ACCESS STRATEGY 2013-16: CUSTOMER RELATIONSHIP MANAGEMENT SYSTEM (CRM) REPLACEMENT PORTFOLIO HOLDER: COUNCILLOR NEIL MACDONALD

More information

Procedure No. 1.41 Portland College Single Equality Scheme

Procedure No. 1.41 Portland College Single Equality Scheme Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion

More information