MindWise. Equality and Diversity

Transcription

1 MindWise Equality and Diversity 1. Purpose The purpose of this policy is to communicate MindWise s commitment to equality and diversity and to describe the actions to be taken to promote and value these as an employer and as a campaigning and service providing organisation. Promoting and valuing diversity is central to the long-term impact and success of MindWise, helping the organisation develop and deliver modern and inclusive services, campaigns and User and Carer participation and involvement. This document incorporates the organisation s equal opportunities policy but is broader to signal our commitment to promoting diversity. This policy is also necessary to comply with legislation and regulatory frameworks relating to equality (see related legislation at the end of the policy). 2. Scope This policy applies to MindWise s governance arrangements as well as to all employees, volunteers, members and people who use MindWise services. It also sets out MindWise s approach in dealing with contractors and suppliers. 3. MindWise Policy Statement a. MindWise will work to create communities free from stigma and discrimination where diversity is recognised, respected and valued. We believe that people affected by mental illness or mental health problems should be accepted as equal citizens. b. MindWise is committed to recognising and valuing diversity amongst its workforce, members and those who use its services. We will aim to ensure our workforce is truly representative of all sections of society and that our services are accessible on the basis of mental health needs. c. MindWise is committed to becoming a leader within the voluntary sector on diversity, ensuring all communities and individuals have the greatest possible opportunity to benefit from working for MindWise, being a member or using MindWise services. d. MindWise will not discriminate unfairly on the grounds of race, ethnic origin, nationality, colour, religion or belief, political opinion or affiliation, gender, sexuality, age, marital status, caring responsibilities, gender re-assignment or disability. Lead person: Director of Workforce Development Page 1 of 5

2 No form of intimidation, bullying or harassment will be tolerated. MindWise will support staff, members and volunteers who challenge unfair discrimination. MindWise will not tolerate the abuse of those who challenge unfair discrimination. Action against abuse may include the withdrawal of services or membership or disciplinary proceedings (in the case of employees) and if appropriate disciplinary action. e. MindWise is committed to creating an environment in which the contributions of all staff, members and people using services are recognised and valued. f. Training, development, career progression and promotional opportunities will be available to all staff and volunteers based on the priorities and needs of the organisation. g. MindWise will routinely review its human resources, public affairs, finance, health & safety and operational policies and procedures to ensure they are consistent with this policy. h. MindWise will work at eliminating institutional racism and unfair discrimination against all communities as an employer and in the provision of services by challenging discrimination, raising awareness and involving staff, members, volunteers and those using MindWise services in training and other activities to support this goal. i. MindWise will ensure that all tenders for products or services will include the requirement for successful suppliers to have an equal opportunities policy, equality and diversity policy or an equivalent policy. j. MindWise will ensure that this policy is circulated to any agencies responsible for recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment. k. The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all guidance and in particular the relevant employment Codes of Practice. l. We will maintain a neutral working environment in which no service user, member, volunteer, employee or worker feels under threat or intimidated. This means that the display of flags, emblems, posters, graffiti or the circulation of materials or the articulation of slogans and songs which are likely to give offence or cause apprehension amongst particular groups of service users, members or employees is prohibited. The exception to this is tenants own rooms within the housing services. 4. Recovery and Social Inclusion MindWise s mission is transforming lives and developing new visions for mental health by challenging stigma and discrimination and providing quality services and support. Therefore, the organisation has a responsibility to campaign and promote equality for people affected by mental illness or mental health problems specifically as well as promoting equality and diversity generally. For people experiencing mental health problems to make a meaningful recovery they require good access to opportunities to participate in society and good access to supportive services. An important part of promoting equality for MindWise focuses on challenging the stigma of mental illness. Lead person: Director of Workforce Development Page 2 of 5

3 5. Recruitment and selection a. The recruitment and selection process is important to any equal opportunities policy. MindWise will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions. b. Job descriptions will be written to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications. c. We will adopt a consistent, non-discriminatory approach to the advertising of vacancies. d. We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group. e. All applicants who apply for jobs with MindWise will receive fair treatment and will be considered solely on their ability to do the job. f. HR and all managers involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate. g. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature. h. Selection decisions will not be influenced by any perceived prejudices of staff. 6. Implementation a. All employees are responsible for complying with this policy. Individual employees have a responsibility in their day-to-day conduct at work to fully comply with this policy. Trustees, Committee Members, Directors and Managers are expected to take up leadership roles to ensure that this policy is delivered across MindWise. b. Appropriate training will be delivered relating to Equality and Diversity and this policy. Equality and diversity will be a core element of the staff competency framework. c. This policy will be communicated to all employees, through induction, training, supervision and team meetings and briefings. d. The policy is to be communicated to people who use services through incorporating it into documents such as referral packs, handbooks and other information about MindWise services and making reference to this policy in publicity leaflets and marketing materials. Lead person: Director of Workforce Development Page 3 of 5

4 7. Monitoring and Review a. Diversity and equality will be monitored through the collection and analysis of statistical data on the gender, religion, race, ethnicity, sexuality, age, disability status, caring responsibilities and experience of those using mental health services. MindWise will monitor the use of its services by different communities. b. We will maintain and review the employment records of all employees, in line with the Equality Commission for Northern Ireland guidance, in order to monitor the progress of this policy. Monitoring may involve:- The collection and classification of information regarding race in terms of ethnic/national origin, religion and sex of all applicants and current employees; The examination by ethnic/national origin, religion and sex of the distribution of employees and the success rate of the applicants; and Recording recruitment, training and promotional records of all employees, the decisions reached and the reasons for those decisions. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting the policy to afford greater equality of opportunities to all applicants and staff. 8. Complaints People who use services who believe they have experienced any form of discrimination, harassment or victimisation by MindWise are entitled to raise the matter through MindWise s Complaints policy and procedure. 9. Compliance MindWise will work to challenge discrimination and to change attitudes. Failure on the part of any MindWise member of staff or volunteer to comply with the MindWise Equality & Diversity Policy will result in an internal investigation and possible dismissal (in the case of staff) following the disciplinary process. Legislation The main pieces of equality legislation in Northern Ireland are: Equal Pay Act (Northern Ireland) 1970 (as amended) Sex Discrimination (Northern Ireland) Order 1976 (as amended) Disability Discrimination Act 1995 (as amended) Race Relations (Northern Ireland) Order 1997 (as amended) Fair Employment and Treatment (Northern Ireland) Order 1998 (as amended) Northern Ireland Act 1998 Equality (Disability, etc.) (Northern Ireland) Order 2000 Employment Equality (Sexual Orientation) Regulation (Northern Ireland) 2003 Special Educational Needs and Disability (Northern Ireland) Order 2005 Disability Discrimination (Northern Ireland) Order 2006 Employment Equality (Age) Regulations (Northern Ireland) 2006 The Equality Act (Sexual Orientation) Regulations (Northern Ireland) 2006 Lead person: Director of Workforce Development Page 4 of 5

5 Related Documents: Equal Opportunities Policy Recruitment and Selection Policy Recruitment Toolkit Disciplinary Policy Dignity at Work Policy Whistleblowing Policy Code of Conduct Grievance Policy Mental health and disability policy Lead person: Director of Workforce Development Page 5 of 5