Equality & Diversity in Employment Policy

Transcription

1 Equality & Diversity in Employment Policy Document Type Equality & Diversity in Employment Policy Author Owner (Dept) Director of Human Resources Human Resources Date of Review May 2015 Version 2

2 List of Contents Page No 1. Policy Statement Scope Implementation Responsibilities Training Monitoring Review of the Policy Definitions... 5 Page 2

3 1. Policy Statement In accordance with our core values of Life, Justice and Community and under the terms of the Equality Act 2010, and other relevant legislation, The Mungo Foundation is committed to eliminating discrimination, recognising and celebrating diversity, advancing equality of opportunity and access and ensuring that we treat all individuals fairly, with dignity and respect. We believe that we have much to learn and profit from diverse cultures, experiences and perspectives, and that diversity of our workforce will make our organisation more effective in meeting the needs of all our stakeholders. The Equality and Diversity in Employment Policy underpins all our other employment policies and procedures. Though the implementation of this policy we will seek to ensure that no discrimination occurs in our employment practices because of age, disability, sex, gender assignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origin), sexual orientation, religion or belief, or because someone is married or in a civil partnership. The Mungo Foundation will provide equality of opportunity in all aspects of employment including recruitment, promotion, opportunities for training and terms and conditions The Mungo Foundation believes that an important aspect of ensuring equal opportunities is the creation of a work environment free from bullying and harassment where everyone is treated with dignity and respect. A separate Bullying and Harassment Policy is available which deals with these issues. 2. Scope This policy applies to all employees, volunteers, workers and contractors within The Mungo Foundation, and for the purpose of the Policy Employee(s) refers to all these categories. 3. Implementation We will promote the implementation of this policy by ensuring: All staff are aware of this policy and understand they must comply with the policy and that it is unlawful to discriminate against people on the grounds identified above. All applicants are selected and all employees are promoted solely on the basis of their ability in terms of experience, qualifications and ability to perform the job in question. All employees are offered an equal opportunity for training and career advancement. Page 3

4 All employees are treated fairly and equally relating to terms and conditions of employment. All employees, workers volunteers, students, contractors and visitors feel their identities and cultures are respected and valued. We create a work environment that is free from discrimination, bullying and harassment and victimisation. We ensure all information provided by The Mungo Foundation is accessible to everyone and can be made available in more than one format if necessary. 4. Responsibilities Whilst the responsibility for creating and monitoring a culture of equality of opportunity rests with The Mungo Foundation, its success relies on each employee playing their part. Every employee is required to comply with measures that are introduced to ensure and promote equality of opportunity and nondiscrimination. Managers at all levels are not to discriminate when applying processes relating to the recruitment, training, advancement, performance management, terms and conditions, transfer, redeployment, discipline, retirement, dismissal or redundancy, No employee shall induce, or attempt to induce other employees, management, trade unions or contractors to discriminate. No employee shall victimise an individual on the grounds that they have made complaints or provided information about discrimination or harassment. Area Managers shall be responsible for the consistent application of the policy throughout their district. Each Project Manager shall be responsible for its application at project level and that all staff have access to the policy and are aware of their obligations under it. Any employee who believes they are being treated less favourably on any grounds outlined above is encouraged to raise the matter through The Mungo Foundation s Grievance Procedure or Bullying and Harassment Procedure as appropriate. Alleged breaches of the policy will be investigated promptly by a trained investigation manager The Director of Human Resources shall be responsible for monitoring the application and effectiveness of the policy throughout the organisation Page 4

5 5. Training The Mungo Foundation is committed to ensuring its staff and managers are trained in equality and diversity and aims to ensure that adequate training is provided so that everyone understands their responsibilities under this policy. Diversity and equality forms an integral part of The Mungo Foundation s induction package to ensure employees are aware of their responsibilities from the outset of employment. 6. Monitoring The Mungo Foundation will monitor and record equal opportunities information Relating to employees on the basis of age, gender, ethnicity, and disability. We will store equal opportunities data as confidential personal data and restrict access to this information. Equal opportunities information will be used exclusively for the purposes of equal opportunities monitoring and have no bearing on opportunities or benefits. The Mungo Foundation will monitor all elements of: recruitment and selection process (applicants and existing staff ); promotion and transfer training and development terms and conditions of employment grievance and disciplinary procedures resignations, redundancies, and dismissals The Mungo Foundation will provide equal opportunities information as requested in relation to employees to Commissioning Teams and Regulators, under the terms of existing or future requirements, and as legally required to do so. 7. Review of the Policy The policy will be reviewed every 24 months or sooner if required in order to comply with legislative requirements. 8. Definitions Below are some definitions of terms associated with Equality and Diversity, they may not have been included in the policy but will be useful to know. Equal Opportunity: Everyone regardless of age, race etc should be treated equally and have the same opportunity for employment. Page 5

6 Diversity: is a broader term than equality or equal opportunities or equality of Opportunity. Diversity policies encompass all individuals by recognising that all of us have different characteristics which make us unique and that organisations benefit from taking these into account when offering services or employing people. In contrast to equal opportunity, diversity is not about treating people equally but rather it is about recognising and responding to different needs, experiences and aspirations and acting accordingly. Diversity is complimentary to equality of opportunity. Direct Discrimination: occurs where a person is treated less favourably on the grounds of race, racial group, colour, ethnic or national origins, sex, gender reassignment, pregnancy, marital status, disability or sexual orientation or religion or belief. Under the Equality Act 2010 these are called protected Characteristics. Indirect Discrimination: occurs where an apparently neutral provision, criterion or practice would put a substantially higher proportion of the members of one sex, or people of a particular racial group or religion or belief, sexual orientation or with a disability at a particular disadvantage compared with other persons unless that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary. Associative Discrimination: occurs where someone is treated worse than someone else because they are associated with someone with a protected characteristic. Perceptive Discrimination: occurs where someone is treated worse than someone else because there has been an incorrect assumption that they have a protected characteristic. This applies even if the person does not possess the characteristic. Victimisation: occurs when an employer is treated unfavourably, disadvantaged or subjected to a detriment because they have made or supported a complaint of discrimination or raised a grievance under the Equality Act, this policy or the Harassment, Bullying and Discrimination policy or because they are suspected of doing so. Page 6