Rights & Equality Sandwell
Equality and Diversity Policy
Reviewed and Updated: 24th August 2024
Equal Opportunities Policy Statement
1. Our Aim
Rights and Equality Sandwell (RES) is committed to the principle of equal opportunity for both employment and service provision, regardless of:
Race
Sex
Gender
Culture
Health
Age
Marital status
Sexual orientation
Religious belief
Ethnic origin
Nationality
National origin
Disability
RES aims to ensure equality in employment and service provision, adhering to the above principles while also addressing gender reassignment, HIV status, and trade union activity.
RES promotes the welfare of all people and provides equal treatment to all employees, extending beyond the organisation’s normal retirement age for those with extended contracts.
RES ensures fairness and equity in compliance with its primary objectives and expects employees to challenge discriminatory practices.
RES fosters a working environment that actively seeks to be non-discriminatory.
Statement of Principles
RES will not knowingly exercise unfair discrimination.
Selection criteria and procedures are reviewed regularly to ensure individuals are treated based on their relevant merits and abilities.
Our Commitment
Create an environment where individual differences are recognised and valued.
Provide a workplace that promotes dignity and respect for all.
Prohibit intimidation, bullying, or harassment.
Offer training, development, and progression opportunities to all staff.
Ensure equality within the organisation as a management priority.
Regularly review employment practices for fairness.
Treat breaches of equality policy as misconduct, subject to disciplinary action.
Monitor and review this policy annually, fully supported by management.
Dignity at Work
RES expects all employees and volunteers to treat one another with respect, courtesy, and consideration at all times. Professional behaviour is a standard expectation.
Policy Aim
To maintain a positive working environment free from unacceptable behaviour, bullying, harassment, and discrimination.
Employees have options to report concerns under this policy.
The policy does not form part of the employment contract and may be amended when necessary.
Types of Unlawful Discrimination
1. Direct Discrimination
Occurs when a person is treated less favourably due to a protected characteristic (e.g., age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, etc.).
2. Associative Discrimination
Direct discrimination against an individual due to their association with someone possessing a protected characteristic.
3. Perceptive Discrimination
Direct discrimination based on the perception that someone possesses a protected characteristic, even if they do not.
4. Indirect Discrimination
When a condition, rule, or practice applies to everyone but disadvantages people with protected characteristics.
5. Harassment
Unwanted conduct related to a protected characteristic that violates dignity or creates an offensive environment.
6. Victimisation
Treating someone unfairly because they have made or supported a complaint under the Equality Act 2010.
7. Failure to Make Reasonable Adjustments
Failure to accommodate an individual’s disability by implementing reasonable adjustments.
Procedures
HR Responsibilities
Regularly review policies and procedures to identify and eliminate discriminatory practices.
Maintain personnel records to monitor recruitment, promotion, training, and employment practices.
Train managers and supervisors to understand and implement this policy.
Responsibilities
Board of Trustees
Ensure equality policies and objectives are included in business and HR plans.
Provide equal opportunities training.
Monitor implementation and review of this policy.
Managers
Cooperate with equality measures, set an example, and ensure compliance with policies.
Provide a working environment that discourages harassment and takes action against breaches.
Ensure recruitment and promotion processes are free from bias.
All Employees
Cooperate with equality measures.
Avoid engaging in or supporting discriminatory behaviour.
Report incidents of discrimination or harassment to their manager or HR.
Enforcement and Redress
Discrimination, harassment, or victimisation by employees will result in disciplinary action, up to and including dismissal.
Employees can raise concerns via the harassment or grievance procedure.
The HR Department will review complaints to identify lessons learned and update procedures as needed.
Harassment Policy
General Principles
RES aims to provide a workplace free from harassment, intimidation, and bullying.
Harassment, whether persistent or isolated, will not be tolerated.
Examples of Bullying/Harassment
Unfair treatment.
Offensive jokes or comments.
Exclusion from activities.
Unwelcome physical contact.
Threatened or actual violence.
Special Types of Harassment
Racial or Religious Harassment
Includes offensive jokes, exclusion, or intimidating behaviour based on race or religion.
Sexual Harassment
Unwanted verbal, non-verbal, or physical conduct of a sexual nature.
Disability Discrimination
Unlawful treatment of disabled individuals, including a failure to make reasonable adjustments.
Informal Complaints Procedure
Employees can address harassment by:
Speaking to the perpetrator directly.
Keeping a record of incidents.
Reporting to a manager or HR.
Formal Complaints Procedure
Employees may file formal complaints with HR or management.
Investigations will be conducted confidentially.
Disciplinary action may follow if the complaint is upheld.
Disability Discrimination
It is unlawful to discriminate against disabled people in recruitment, employment, or services.
Managers must ensure fairness in promotions, training, and benefits.
Policy Monitoring and Review
HR will monitor implementation through personnel records, training data, and employment decisions.
The policy will be reviewed and updated as legislation changes.