Equal Opportunities Policy

January 2014

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Dereham Community Support Centre

A policy for Equal OpportunitiesFor the purpose of this document ‘child/young person’ refers to anyone under the

age of 18

SECTION CONTENTS PAGEA Introduction 3B To whom the Policy Applies 3C Equality commitments 3D Implementation 4E Monitoring and review 4F Complaints 4G Appendices 5

(i) Legislation(ii) Guidance for promoting Equal

Opportunities

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A Introduction

This policy has been written with reference to the Equality Act 2010. The aim of this policy is to communicate the commitment of the trustees to the promotion of equality of opportunity in Dereham Community Support Centre (hereafter DCSC).

It is our policy to provide employment equality to all, irrespective of: Gender, including gender reassignment Marital or civil partnership status Having or not having dependants Religious belief or political opinion Race (including colour, nationality, ethnic or national origins) Disability Sexual orientation Age.

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and volunteers will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

B To whom the policy applies

The Equal Opportunities policy applies to all those who work, or volunteer for (or apply to work/volunteer for) DCSC.

C Equality commitments

We are committed to: Promoting equality of opportunity for all persons Promoting a good and harmonious working environment in which all

persons are treated with respect Preventing occurrences of unlawful direct discrimination, indirect

discrimination, harassment and victimisation Fulfilling all our legal obligations under the equality legislation and

associated codes of practice Complying with our own equal opportunities policy and associated

policies Taking lawful affirmative or positive action, where appropriate Regarding all breaches of equal opportunities policy as misconduct which

could lead to disciplinary proceedings.3

D Implementation

The trustees have responsibility for the effective implementation of this policy. We expect all our employees and volunteers to abide by the policy and help create the equality environment, which is its objective.

In order to implement this policy we shall: Communicate the policy to employees, volunteers, job applicants and

relevant others Incorporate specific and appropriate duties in respect of implementing

the equal opportunities policy into job descriptions and work objectives of all staff

Provide equality training and guidance as appropriate, including training on induction and management courses

Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce

Ensure that adequate resources are made available to fulfil the objectives of the policy.

E Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.

The effectiveness of our equal opportunities policy will be reviewed annually and action taken as necessary.

F Complaints

Employees and volunteers who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter by writing to the Chair of the Trustees. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

Employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first.

Signature: …………………………… Chair of Trustees

March 2012

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G Appendices

(i) Legislation: Relevant Acts of Parliament

The Equality Act 2010.

(ii) Guidelines for Promoting Equal Opportunities

AdvertisingAll publicity material should reflect the DCSC’s positive equal opportunity policy.

It is the general policy of DCSC that vacancies for paid posts shall be advertised both internally and externally.

Recruitment drives should not artificially restrict the number of applicants from any particular groups. Vacancies should be advertised as widely as possible, internally and externally (press), through Job Centres and Careers Offices. Personnel at these institutions should be informed of the Organisation’s positive equal opportunities policy to ensure that a wide field of applicants is referred for consideration.

Personal recommendations from existing employees as a primary or sole method of attracting applicants will not be permitted.

All advertisements must be clear and unambiguous to ensure that all applicants will be able to determine their own suitability.

Where advertisements state ‘For further information please contact The Project Leader’, this should be strictly limited to providing candidates with factual information concerning qualifications/experience in accordance with the person specifications, etc. This process should not be used as an unofficial screening or to deter “would be” applicants.

There should be no unnecessary restriction on posts being considered for job sharing and, where appropriate, advertised as such.Closing details in advertisements will state “DCSC has positive equal opportunities policy and welcomes applicants from all sections of the community”.

Job Descriptions & Person Specifications (Employed positions only)Every post must have a job description and person specification.The job description and person specification must be accurate and strictly relevant to the requirements of the job. The criteria should not be unnecessarily restrictive so as to exclude particular groups, as this may be viewed as indirect indiscrimination and therefore unlawful.

The criteria/qualifications set out for any trainee post should not exceed the minimum standards laid down by the relevant external awarding bodies.

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Job descriptions should state that a post holder will be required to observe DCSC’s policies as determined from time to time, (i.e. equal opportunities and safety, general employment policies etc.)

Initial SelectionShort listing must only be based on the information contained in the application form, using the person specification as the criteria.

The criteria for the initial selection must be applied consistently to all applicants.Where academic qualifications are one of the criteria for initial selection, these must be geared to the requirements of the particular job and not be artificially high. Overseas qualifications must also be accepted where they are deemed to be, or can be shown to be, equivalent.

There should be no artificial restrictions on the number from any minority group when short-listing. The adoption of quotas is unlawful under the Race Relations Act 1976 and the Sex Discrimination Act 1975.

Any disabled applicant meeting the criteria for initial select must be interviewed, irrespective of any requirements to adapt facilities or buildings should they be successful.

Reasons for rejecting or not short listing an applicant must be recorded for incorporation into the recruitment monitoring process.

Initial short listing should be undertaken by the Project Leader in consultation with the Trustees, and, if employed, a recruitment specialist, all of whom should take an active role in the recruitment process.

SelectionPersonnel responsible for interviews and selection should have received training in the field of interviewing, or have relevant practical experience and be fully aware of issues relating to equal opportunities.

Interviewers must not ask questions: about personal circumstances unrelated to the requirements of the job,

such as family commitment. about a candidate’s reactions to supervisor of a different race or gender. designed to test more vigorously certain candidates on the basis of

gender, race or gender, race or disability.

In determining a candidate’s suitability for a post, interviewers must only consider those factors relevant to the job. The criteria applied to the interview must be those listed in the Job Specification. All application forms should be kept for 12 months after the end of the recruitment action.

Where there is a doubt about a disabled candidate’s suitability for employment because of their disability, further advice should be sought as to the nature of the disability and the availability of aids to employment or adaptation to building before a decision is taken. Grants are available from Manpower Services Commission for the adaptation of buildings. They can also provide

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employment aids on a free loan to employers who are taking on a registered disabled person.

The positive qualities of candidates from the ethnic minority groups, for example, the ability to speak more than one language or cultural affinity with members of ethnic minority groups, should be given due weight, particularly in recruitment for posts which can involve contact with the public.

Informal interviews must not take place unless they are clearly part of the formal selection process.If any member of the interviewing panel feels that discrimination has occurred in that selection process, the matter should be reported directly to the recruitment and equal opportunities manager.

Responding to Special Needs (Disability Discrimination Act 1995) All posts are suitable for job sharing, except where specifically excluded. DCSC’s policies in respect of maternity leave and paternity leave should

be understood by the managers and made known to employees. DCSC will try to ensure, where reasonably practical, that working

requirements are varied or adapted to cater for the particular cultural and religious needs of minority groups.

Policy AwarenessA copy of the Equal Opportunities Policy is displayed in the Operations Manual.

Issue of PolicyA copy of the Equal Opportunities Policy is issued to all employees and volunteers on commencement of their post. The policy must be read and understood. Should our periodic review of the policy necessitate any amendments, the amended copy will be issued to all current employees.

TrainingDCSC recognises that training is essential to maximise the economy, efficiency and effectiveness of its workforce and will ensure that training needs within DCSC are properly determined and adequately met. All employees and volunteers will have equal access to training facilities provided by the DCSC and will be encouraged to take advantage of training facilities that are available.

DCSC will provide training opportunities, which will allow employees and volunteers to develop skills appropriate to their job and to further their career development.

In order to positively promote DCSC’s Equal Opportunities Policies, appropriate courses will regularly be available for all employees.

Other Personnel ProceduresIt is unlawful to discriminate in the operation of grievance, discipline or dispute procedures.

It should not be assumed that individual women, members of ethnic minority groups, disabled persons, lesbians or homosexuals who have complaints are

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over-sensitive about discrimination, nor should grievances be treated lightly or ignored.

In all grievance cases involving equal opportunities the Director must be consulted at the earliest opportunity.

Violence, Harassment and Bullying Violence, harassment and bullying will not be tolerated and appropriate action will be taken to exclude any perpetrator from DCSC’s premises and those of associated organisations. In all cases which breach the law prosecution will be pursued.

All reasonable security precautions have been and shall continue to be taken to prevent risk of violence, harassment or bullying against employees, volunteers clients and visitors. Should employees, residents or visitors be subjected to violence, bullying or harassment on or off the premises, they are encouraged to report the matter to the director at the earliest opportunity, or to any other member of staff whom they feel comfortable to address.

ImplementationThe implementation of this policy is the responsibility of all employees and volunteers; however, the main responsibility lies with the board of trustees.

DBS ChecksBecause working for DCSC may require working face to face with children and young people all members of staff and volunteers will be subject to an enhanced DBS check. Disclosure relating to criminal convictions will be requested on all application forms. Appointment of staff and volunteers will be dependent on positive DBS checks being completed.

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