Equality & Diversity Policy
|
|
- Marshall Lester
- 7 years ago
- Views:
Transcription
1 Equality & Diversity Policy Version Number: V.2 Name of originator/author: Name of responsible committee: Name of executive lead: Date V1 issued: November 2012 Last Reviewed: June 2014 Next Review date: June 2016 Scope: MMHSCT Document Code: Head of Patient Experience / Deputy Director of Workforce & OD Integrated Risk Management and Clinical Governance Committee Director of Workforce & OD Trust wide HR27 Page 1 of 11
2 . Document Title / Ref: Lead Executive Director Author and Contact Number Type of Procedural Document Document Purpose Document Control Sheet Equality & Diversity Policy Director of Workforce & OD Director of Workforce & OD, Deputy Director of Workforce & OD, Policy Broad Category This policy sets out to confirm Manchester Mental Health and Social Care Trust s (MMHSCT) commitment to the principles of Equality and Diversity. It details how the Trust will meet its legal, moral and ethical responsibilities in the provision of mental health care and as an employer. Scope Trust-wide Version number V. 2 Consultation Policy Development Group, JLNC Approving Committee Integrated Risk Management and Clinical Governance Committee Approval Date 16 July 2014 Ratification and Date Trust Board Date of Ratification: 31 July 2014 V1 Valid from Date November 2013 Current version is valid from approval date Date of Last Review June 2014 Date of Next Review June 2016 Procedural Documents to be read in None conjunction with this document: Training Needs Analysis Impact There no Training requirements for this procedural document delete and explain as appropriate Financial Resource Impact There are no Financial resource impacts Document Change History Changes to this document in different versions must be detailed below. Rationale for the change should also be given Version Number / Name of procedural document this supersedes 1 / Equality & Diversity Policy November 2012 Equality & Diversity Policy November 2012 Type of Change i.e. Review / Legislation / Claim / Complaint Review Date March 2013 Details of Change and approving group or Executive Lead (if done outside of the formal revision process) Update to revised policy template. Updated definitions Review June 2014 Update to revised policy template. Updated definitions External references used in the creation of this document: Page 2 of 11
3 If these include monitoring duties upon the Trust for this policy the specific details should be recorded on the Monitoring and Compliance Requirements sheet Privacy Impact N/a Any issues? None Assessment submitted Fraud Proofing submitted N/a Any issues? None If not relevant to this procedural document give rationale: Policy authors are asked to consider each of the nine protected characteristics under the Equality Act We expect you to demonstrate that throughout the policy process you have had regard to the aims of the Equality Duty: 1. Eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Act; 2. Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and 3. Foster good relations between people who share a protected characteristic and people who do not share it. Please provide a brief account of how you have done this, further work to be completed and any support you have had in considering the aims and working in compliance with the Equality Duty. If you are unclear on how to do this or would like further advice and support then you may contact quality.admin@mhsc.nhs.uk. It is the responsibility of the approving group to ensure this statement reflects the Trusts objectives and position with compliance as set out within the NHS Equality Delivery System The procedural document is broad and the scope is Trust wide so complies with the Trust Equality Delivery Service. In line with the Trust values we may publish this document on our External Website. Is there any reason you would prefer this is not done? It is the Authors responsibility to ensure all procedural documents comply with the Trust values If you are unclear on any of the requirements in the document control sheet then please quality.admin@mhsc.nhs.uk before proceeding Page 3 of 11
4 Monitoring and Compliance Requirements Sheet For audit, Registration and NHSLA purposes all procedural documents must have monitoring requirements or key performance indicators set by the authors, Committees or Lead Directors. This allows the Trust to routinely monitor the effectiveness and impact of their procedural documents on a regular basis. Procedural Document Title: Equality & Diversity Policy Does this procedural document offer support or evidence for the Trusts registered activities and outcomes? Yes Primarily Additional Not Applicable Additional Is this an NHSLA Document? No Which Standard does this relate to? Which Criterion Not Applicable Choose an item. Choose an item. If other Monitoring requirements are necessary i.e. Health & Safety Act and you should include them here and record them in the External References section Specify where the requirement originates Minimum Requirement / Standard / Indicator to be monitored & Section of document it appears Workforce E&D profile including resourcing and employee relation issues. Process for monitoring Responsible Individual / Group Additional Details i.e. Section number, Code of Practice Frequency of Monitoring Responsible Group for review of results / action plan approval / implementation Comments Review Human Resources Department Quarterly Trust Board E&D data reported in the Trust Board report NB: If you have selected audit you should complete the required audit registration form and standards document and submit these with your expected timescales for completing the audit to quality.admin@mhsc.nhs.uk as soon as possible and no later than 4 weeks prior to the audit commencing. The Group / Committee should also ensure the monitoring work is added to their yearly schedule of monitoring and action logs as appropriate. Page 4 of 11
5 Contents Page Section Title Page Number 1 Introduction Rationale Equality Diversity 6 2 Purpose 7 3 Scope 7 4 Principles 7 5 Definitions Direct Discrimination Associative Discrimination Discrimination by Perception Indirect Discrimination Harassment Victimisation 9 6 Responsibilities within the Organisation All Staff Contractors and their Staff Managers The Director of Workforce and Organisational 9 Development 6.5 Trust Board Human Resources 10 7 References Legislation Trust Policies and Procedures Further Information and Guidance 11 Page 5 of 11
6 Equality & Diversity Policy 1. Introduction This policy sets out to confirm Manchester Mental Health and Social Care Trust s (MMHSCT) commitment to the principles of Equality and Diversity. It details how the Trust will meet its legal, moral and ethical responsibilities in the provision of mental health care and as an employer. 1.1 Rationale MMHSCT recognises that some sections of society experience prejudice and discrimination and The Equality Act 2010 specifically recognises the protected characteristics of Age, Disability, Gender Reassignment, Race, Religion or belief, Sex, Sexual Orientation, pregnancy/maternity and marriage/civil partnership. The Trust is committed to equality of opportunity and anti-discriminatory practice both in the provision of services and in our role as an employer. The Trust believes that all people have the right to be treated with dignity and respect and is committed to, the elimination of unfair and unlawful discriminatory practices and moreover prohibited behaviours as outline within the Act. MMHSCT also is aware of its legal duties under the Human Rights Act Section 6 of the Human Rights Act requires all public authorities to uphold and promote human rights in everything they do. It is unlawful for a public authority to perform any act which contravenes the Human Rights Act. MMHSCT is committed to carrying out its functions and service delivery in line the with a human rights based approach and the FREDA principles of Fairness, Respect, Equality Dignity, and Autonomy 1.2 Equality Equalityis about creating a fairer society where everyone can participate and has the opportunity to fulfil their potential. It is protected by legislation designed to eliminate discrimination based on membership of a particular group in the provision and access to service and employment. 1.3 Diversity Diversity is about recognising and valuing difference in the broadest sense. It is about creating a working culture and practices that recognise, respect, value and harness difference for the benefit of the organisation and individuals. Diversity encompasses visible and non-visible individual differences and by respecting this everyone can feel valued for their contributions which is beneficial not only for the individual but for the Trust. It is also about consideration and valuing all staff s needs regarding such matters as commitments outside work, equal pay, career development and promotion opportunities, trade union activity, opinions and values of all staff. As a public body the Trust has a general duty to:- Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Act; Page 6 of 11
7 Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and Foster good relations between people who share a protected characteristic and people who do not share it. The Trust has produced a Public Sector Equality Duty (PSED) publication. The PSED came into force on 6 th April 2011 and placed specific responsibilities on all public authorities, including NHS Trusts. One such duty was a requirement on NHS Trusts to publish information to demonstrate their compliance with the general equality duty by 21 st January The Trust s published information includes: Information on the effect that their policies and practices have had on employees, service users and others from protected groups; Evidence of the analysis undertaken to establish whether their policies and practices will (or have) furthered the three equality aims in the general equality duty; Details of information used in that analysis; and Details of engagement with people with an interest in the aims of the duty. A copy of this publication is available via the following link: al.pdf 2. Purpose This policy sets out the commitment that MMHSCT has towards dealing robustly and fairly with issues of equality of opportunity and anti-discriminatory practice both in the provision of services and in our role as a major employer. It is the intention of the Trust to eliminate unfair and unlawful discriminatory practices in line with current equality legislation. The Trust aims to do this by providing a framework from this policy on which standards are set to enable the Trust to meet its duties in relation to these specific areas around equality and diversity as set out in the document, both as an employer and a service provider. 3. Scope This policy applies to all staff whether working in paid or in a voluntary capacity for the Trust. This policy applies to all activities and functions undertaken by, or on behalf of, the Trust. This document provides the framework from which all strategy, policy and procedure is developed. It sets the standards to enable the Trust to meet its duties in relation to these specific areas below as well as all activities within the Trust as both an employer and a service provider. 4. Principles This policy seeks to: Enhance and promote high quality services which are responsive to different communities and individual needs; Page 7 of 11
8 Ensure the Trust commitment to its responsibilities in relation to the Human Rights Act 1998 and the development of human rights based approach enabling the protection of individual Human Rights; Assist in creating a productive, safe and prejudice-free work environment which treats all employees fairly, equitably and with respect and dignity; Demonstrate and promote a commitment to equality issues to both the community and employees by challenging discrimination and valuing diversity. Promote diversity in communication in all aspects of Trust business but specifically equality issues and ensure that people's views are listened to and responded to e.g. large print, loop system; Improve the motivation, performance, retention, skills and morale of the workforce. Demonstrate our commitment to best practice in employment and service delivery and working towards being a model employer. Ensure all employees are made fully aware of this policy and without exception must adhere to its requirements. Ensure that any employee who feels that they have experienced bullying, discrimination, harassment, or victimisation whilst at work has the right to pursue their complaint through internal policies and procedures. Promote Equality, Diversity and Human Rights as the responsibility of everyone and applies to all. The Equality Act 2010 describes protected characteristics as described in Section 1.1.1, which recognises that some groups in society are more likely to experience prejudice, discrimination and disadvantage. Eliminate prejudice and discrimination in all Trust business and ensure that inappropriate language and behaviour described within the context of this policy, which offends or threatens work colleagues or the public, will not be tolerated. The Trust seeks to encourage language and behaviour which promotes respect and good relations between our employees and all sections of the community. Any employee who feels offended or threatened by the language or behaviour of another can address the issue through the appropriate policies and procedures. Members of the public can use the Trust s Complaints Procedure. 5. Definitions The Equality Act 2010 which became law in October 2010 harmonises and strengthens previous legislation and ensures consistency in compliance with the law. Important definitions within this legislation are:- 5.1 Direct Discrimination Direct Discrimination is where an employee or prospective employee is less favourably treated because of their race, sex, marital status (including civil partnerships), religion, sexual orientation, gender reassignment, age, disability, pregnancy or maternity. This tends to be obvious discrimination, for example, a female candidate with the best qualifications and experience does not get an interview, but a male candidate with less qualifications does. Or, if she is already in a job, she is ignored for promotion, the job going to a less qualified male worker. Page 8 of 11
9 5.2 Associative Discrimination is a direct discrimination against someone because they associate with another person who possesses a protected characteristic. 5.3 Discrimination by Perception is direct discrimination against a person because others think they possess a particular protected characteristic. 5.4 Indirect Discrimination can occur when you have a rule or policy that applies to everyone but disadvantages people with a particular protected characteristic. 5.5 Harassment is extended to employees being able to complain of behaviour they find offensive even if it is not directed at them. This relates to the protected characteristics of Age, Disability, Gender Reassignment, Race, Religion or Belief and Sexual Orientation. 5.6 Victimisation when someone is treated badly because they have made or supported a complaint or grievance under the Equality Act 2010 Discrimination, harassment and/or bullying in any form is viewed as serious and could result in the necessary action being taken under the Trust s Internal Policies, if after investigation under the Anti bullying and Harassment Policy/ disciplinary procedure disciplinary action can be taken if allegations are proven. 6. Responsibilities within the Organisation 6.1 All staff have a personal responsibility for the application of this Policy on a day-to-day basis. This means they must not undertake any acts of discriminatory practice in the course of their employment. All staff must positively promote high equality standards in the course of their employment wherever possible. All staff have a responsibility to bring any potentially discriminatory practice to the attention of either their Line Manager, the Human Resources Department or relevant Trade Union/Professional Associations. The Trust will consider issues such as non capacity and any learning disability at this time before any actions are taken such as a service being removed or reduced. 6.2 Contractors and their Staff have an equal responsibility to ensure that this policy is adhered to. This will be reinforced at pre start meetings which are held where all site rules, regulations and restrictions are articulated including the safe management of tools and onsite expectation of behaviour. 6.3 Managers hold responsibility for ensuring the practical application of this Policy and for the incorporation of its principles into all other Trust policies and procedures. Managers should be aware that they will be expected to positively promote high equality standards in line with the requirements of the Equality Act Trust managers also hold responsibility for ensuring that any changes to services or policies are assessed from an equalities point of view through the Equality Impact Assessment process. 6.4 The Director of Workforce & Organisational Development has specific responsibility for monitoring the effectiveness of this policy and deciding on appropriate actions in response to any needs identified. 6.5 The Trust Board will ensure that all managers are accountable for the promotion and implementation of this Policy. The Trust Board will monitor progress on Equality, Diversity and Human Rights issues on a quarterly basis through the Trust Board report, and will Page 9 of 11
10 ensure the implementation of any relevant actions points and plans concerning Equality, Diversity and Human Rights issues. 6.6 The Human Resources function has specific responsibility to ensure the promotion of equality and inclusiveness through its employment practices, policies and procedures, and in supporting the application of this Policy. 7 References 7.1 Legislation Sex Discrimination Act 1975 Race Relations Act 1976(Amendment 2000) The ECC Equal Treatment Directive 1976 (Amended 2000) Disability Discriminations Act 1995(Amendment 2005) Disability Discriminations Act 1995(Amendment 2005) Human Rights Act 1998 Code of Practice On Age Diversity in Employment 1999 Gender Reassignment Regulations 1999 Employment Equality (Religion or Belief) Regulations 2003 Employment Equality (Sexual Orientation) Regulations 2003 Gender Recognition Act 2004 Employment Equality (Age) Regulations 2006 The Civil Partnership Act 2004 Equality Act 2010 ACAS The Equality Act What s new for employers? Age Discrimination 2012 (goods and services) 7.2 Trust Policies and Procedures: Disciplinary policy and procedure This Policy set out the general standards of conduct expected of all employees & identify the circumstances in which disciplinary action may be taken. Grievance policy and procedure The aim of this policy is to provide all Trust employees with a defined set of stages that meet statutory requirements, for resolving grievances about work or conditions of service. Anti bullying and Harassment Policy and Procedure The purpose of this policy, therefore, is to provide a framework for raising concerns about bullying and/or harassment and a process for dealing quickly, effectively and consistently with such concerns. Special Leave policy To help staff balance the demands of domestic and work responsibilities at times of urgent and unforeseen needs by the provision of paid or unpaid leave according to circumstances. Flexible Working Policy Page 10 of 11
11 To provide a fair, consistent and effective process for employees to utilise the flexible working options detailed within this policy where applicable and appropriate, and for managers to consider flexible working applications fairly. 7.3 Further information and Guidance For further information and guidance around the contents of this policy please contact the Human Resources department. Page 11 of 11
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 informationDiversity 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,
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 informationEquality, 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 informationEQUALITY 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 informationEquality 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 informationEquality, 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 informationElectrical Safety Policy
Electrical Safety Policy Version Number: V2 Name of originator/author: Director of Estates and Facilities Name of responsible committee: Estates and Facilities Committee Name of executive lead: Chief Operating
More informationRD SOP17 Research data management and security
RD SOP17 Research data management and security Version Number: V2 Name of originator/author: Dr Andy Mee, R&I Manager Name of responsible committee: R&I Committee Name of executive lead: Medical Director
More informationEQUAL 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 informationLigature Risk Assessment Policy
Ligature Risk Assessment Policy Version Number: V3 Name of originator/author: Director of Estates and Facilities Name of responsible committee: Risk Committee Name of executive lead: Chief Operating Officer
More informationLiverpool 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 informationEQUAL 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 informationBELMORES 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 informationAPPENDIX 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 informationPOLICY: 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 informationEqual 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 informationEqual 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 informationEQUALITY 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 informationEqual 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 informationOVERVIEW 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 information1. 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 informationEquality 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 informationTHE 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 informationEquality, 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 informationEquality, 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 informationEquality with Human Rights Analysis Toolkit
Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should
More informationEquality 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 informationGrievance 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 informationCouncil 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 informationProcedure 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 informationEmployment 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 information3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability.
Policy Anti-Discrimination and Equal Employment Opportunity 1 Background Greater Taree City Council s (GTCC) general obligations in regard to anti-discrimination and equal employment opportunity (EEO)
More informationEmployment 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 informationCode 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 informationSummary 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 informationWood 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 informationPOLICY. Responsible Use of Social Media
POLICY Responsible Use of Social Media Contact Officer Director of Personnel Director of Communications & Participation Senior Project Manager: Corporate Policies (Policy author) Purpose The primary aims
More informationThe 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 informationEmployment Law Glossary of key terms and abbreviations
Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to
More informationEquality & 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 informationAGE DISCRIMINATION. Summary of the law on
Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Page 1 Grievance Policy and Procedure Policy ref no: HR012-14 Author (inc job Judith Champion, Senior HR Business Partner title) Date Approved May 2014 Approved by Quality
More informationDERBY 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 informationEquality Act 2010: Know Your Rights!
Equality Act 2010: Know Your Rights! The Equality Act 2010 provides a new cross-cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all; to update,
More informationPROCUREMENT PROCEDURE
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
More informationSEXUAL ORIENTATION. Summary of the law on
Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality
More informationThe Equality Act 2010 a summary guide
The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide This factsheet is part of our Your rights range. You will find it useful if you are a person with hearing loss and want to find
More informationAnnual Leave Policy. Document Owner East and North Herts Clinical Commissioning Group. 2 supercedes all previous Annual Leave Policies
Annual Leave Policy Document Owner Document Author East and North Herts Clinical Commissioning Group Anne Ephgrave Version Directorate Authorised By 2 supercedes all previous Annual Leave Policies Human
More informationEquality, 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 informationBUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE
BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE Version 2 Page 1 of 16 Revised June 2012 BUCKINGHAMSHIRE COUNTY COUNCIL GRIEVANCE POLICY AND PROCEDURE FOR SCHOOLS 1. Introduction
More informationWorkplace 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 informationControl of Asbestos Policy
Control of Asbestos Policy Version Number: V1D Name of originator/author: Estates Manager 0161 277 1235 Name of responsible committee: Estates and Facilities Committee Name of executive lead: Director
More informationTRUST POLICY AND PROCEDURES FOR THE USE OF SOCIAL NETWORKING SITES (INCLUDING ACCESS VIA MOBILE DEVICES) Status: Final. Version Date Author Reason
TRUST POLICY AND PROCEDURES FOR THE USE OF SOCIAL NETWORKING SITES (INCLUDING ACCESS VIA MOBILE DEVICES) Reference Number HR 2012 046 Version: 1 Status: Final Author: Jane Thomas Job Title HR Manager Amendment
More informationEmployee 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 informationDISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee
Legal Topic Note LTN 22 January 2013 DISCIPLINARY AND GRIEVANCE ARRANGEMENTS 1. This LTN provides guidance on: the disciplinary process: how councils can deal with concerns about employee misconduct or
More informationWho can benefit from charities?
1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities
More informationInformation Sheet The Equality Act 2010
2 St. James' Court Friar Gate Derby DE1 1BT Information Sheet The Equality Act 2010 > TEL 01332 372 337 > FAX 01332 290 310 > EMAIL enquiries@voicetheunion.org.uk > WEB www.voicetheunion.org.uk Introduction
More informationCCG: IG06: Records Management Policy and Strategy
Corporate CCG: IG06: Records Management Policy and Strategy Version Number Date Issued Review Date V3 08/01/2016 01/01/2018 Prepared By: Consultation Process: Senior Governance Manager, NECS CCG Head of
More informationChange Management Policy
Version: 3.0 New or Replacement: Policy number: Document author(s): Contributor(s): Approved by (name of committee): Replacement ULH-HR-CMP Becky Mawell, Jody Richmond Human Resources Team Policy Approval
More informationRACE DISCRIMINATION. Summary of the law on
Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply
More informationBullying and Harassment at Work Policy
Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment
More informationOvertime Policy. Policy ref no: HR023-14 Author (inc job Jude Champion, Senior HR Business Partner
Overtime Policy Overtime Policy Policy ref no: HR023-14 Author (inc job Jude Champion, Senior HR Business Partner title) Date Approved June 2014 Approved by Quality and Assurance Group Date of next June
More informationDisciplinary and Performance Management Policy & Procedure October 2010
Disciplinary and Performance Management Policy & Procedure October 2010 Policy control Reference Disciplinary & Performance Management Policy & Procedure Date approved 18 October 2010 Approving Bodies
More informationNHS WALES SPECIAL LEAVE POLICY
Reference Number: 077 Version Number: 2 Date of Next Review: November 2016 NHS WALES SPECIAL LEAVE POLICY 1. Policy Statement Cardiff and Vale University Health Board (the UHB) is committed to providing
More informationInformation Governance Policy
Author: Susan Hall, Information Governance Manager Owner: Fiona Jamieson, Assistant Director of Healthcare Governance Publisher: Compliance Unit Date of first issue: February 2005 Version: 5 Date of version
More informationEVERYONE 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 informationSwindon 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 informationThe Equality Act 2010 a summary guide
Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from
More informationMANAGEMENT PLAN. Equal Employment Opportunity & Workforce Diversity
MANAGEMENT PLAN Equal Employment Opportunity & Workforce Diversity Final Version: 1.0 Identifier CCS 5.1.7 Policy Section: HR Management Date Adopted: 8 November 2012 Review Date: November 2015 Author:
More informationEQUAL OPPORTUNITIES POLICY AND PROCEDURE
EQUAL OPPORTUNITIES POLICY AND PROCEDURE State whether the document is: Trust wide Business Group Local APPROVAL COMMITTEE VALIDATION COMMITTEE (if Policy) DATE OF: APPROVAL State Document Type: Policy
More informationEQUALITY 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 informationAnti 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 informationSafe Bathing, Hot Water and Surface Temperature Policy
Safe Bathing, Hot Water and Surface Temperature Policy Version Number: V4 Name of originator/author: Health and Safety Advisor Name of responsible committee: Health and Safety Committee Name of executive
More informationConcerns and Complaints Policy and Procedure
Concerns and Complaints Policy and Procedure This policy and procedures may evoke safeguarding adults concerns and as such please refer to the Safeguarding Adults Policy or contact the Trust Safeguarding
More informationSOCIAL MEDIA POLICY. Senior Governance Officer, NHS North of England Commissioning Support Unit Reference No
SOCIAL MEDIA POLICY Ratified Governance & Risk Committee 08/2015 Status Final Issued August 2015 Approved By Governance and Risk Committee Consultation Governance and Risk Committee Equality Impact Assessment
More informationInsert CCG Logo. Flexi Time Scheme
1 Insert CCG Logo Flexi Time Scheme Review Circulation Application Ratification Author Minor Amendments Supersedes Title 1 DOCUMENT CONTROL PAGE Flexi Time Scheme All previous CCG Flexi Time Policies
More informationGUIDANCE NOTE. Discrimination Law. March 2013
GUIDANCE NOTE Discrimination Law March 2013 Equality Act 2010 In October 2010 the separate threads of UK Discrimination Law were consolidated in the Equality Act 2010 (except for equal pay which is still
More informationWhistle-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 informationCCG Social Media Policy
Corporate CCG Social Media Policy Version Number Date Issued Review Date 2 25/03/2015 25/03/2017 Prepared By: Consultation Process: Formally Approved: Governance Manager, North of England Commissioning
More informationNHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline
NHS North Somerset Clinical Commissioning Group HR Policies Managing Discipline Approved by: Quality and Assurance Group Ratification date: May 2013 Review date: May 2016 1 Contents 1 Policy Statement...
More informationEQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS
EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS www.edf.org.uk Foreword The Equality Act 2010 replaces the existing antidiscrimination laws
More informationEquality 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 informationHORIZON 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 informationManaging 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 informationEmployment 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 informationExit 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 informationCode of Conduct. Policy, Guidelines and Procedures
Code of Conduct Policy, Guidelines and Procedures Table of Contents Background...1 Right to Alternatives...1 Code of Conduct Policy...1 Roles and Responsibilities...1 Reports...4 Process Flowchart...6
More informationWiltshire Council Human Resources. Improving Work Performance Policy and Procedure
Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More information2.1 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 informationBardsey 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 informationAll CCG staff. This policy is due for review on the latest date shown above. After this date, policy and process documents may become invalid.
Policy Type Information Governance Corporate Standing Operating Procedure Human Resources X Policy Name CCG IG03 Information Governance & Information Risk Policy Status Committee approved by Final Governance,
More informationWORKPLACE 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 informationBuilding Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition
Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding
More informationTechnology & Telecommunications Electronic Data Backup Policy
Technology & Telecommunications Electronic Data Backup Policy Document Status Version: V3.0 Approved DOCUMENT CHANGE HISTOR Initiated by Date Author Head of IS&T 14 March 2012 IS&T Security & Resilience
More informationEquality & Diversity. A good practice guide from The Chartered Insurance Institute
Equality & Diversity A good practice guide from The Chartered Insurance Institute 0 Foreword Equality and diversity are terms with which we are all familiar, if only in terms of their definitions of creating
More informationPROCUREMENT. 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 informationEquality 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 informationOUR 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 informationRoyal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015
Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 1.0 Introduction 1.1 At RBCH, we recognise that equality means treating
More information