Royal National Hospital for Rheumatic Diseases NHS Foundation Trust. Equal Opportunities in Employment

Transcription

1 Royal National Hospital for Rheumatic Diseases NHS Foundation Trust T F E info@rnhrd.nhs.uk W Royal National Hospital for Rheumatic Diseases NHS Foundation Trust, Upper Borough Walls, Bath, BA1 1RL Royal National Hospital for Rheumatic Diseases NHS Foundation Trust Equal Opportunities in Employment Version: V1.2 Name of ratification committee: Executive Management Group Name of originator/author: Emily Saad/Ben Burgess Sponsor Director Director of Operations Approved By: Workforce Committee (WC) Date Approved: Oct 2012 Ratified by: WC Date ratified: Oct 2012 Consulted with: Links, GM s & EMG Date Policy Becomes Live: 31/10/2012 Review Date: 31/10/2015 or with relevant legislative changes Target audience: All Trust Employees and Applicants List of Associated Trust Procedural Documents / Policies: Recruitment Guide/policy Pre-employment Checks NHS Employers Standards of conduct Capability Training & education Terms & Conditions of service Version Date Author Key Changes V1 March 2007 Marianne Spaans V Marianne Spaans V1.2 July 2012 Emily Saad/Ben Burgess New Policy Change to current format and check against current law Update in line with recruitment updates & recruitment guide/policy

2 Contents Page Introduction Page 3 Purpose Page 3 Legal & Regulatory Framework Page 3 Duties Page 4 Recruitment Advertisement Page 4 Shortlisting, Interview & Selection Page 5 Development Page 5 Training Page 6 Terms & Conditions of Service & Banding Page 6 General Page 6 Annual Report & Positive Action Page 6 Monitoring Page 6 Appendix 1 - Equality Impact Assessment form Page 7

3 1. Introduction The RNHRD NHS FT has both a social and legal responsibility that it provides equality of opportunity, freedom from discrimination and acts in a manned which upholds the human rights of all existing and potential employees treating them in accordance of their abilities regardless of their: Age Breastfeeding Carer status Disability Employment activity Gender identity Industrial activity Lawful sexual activity Marital status Parental status Physical features Political belief or activity Pregnancy Race (including colour, nationality, Ethnicity and ethnic origin) Religious belief or activity Sex Sexual orientation Personal association with someone who has, or is assumed to have, any of these personal characteristics. 2. Purpose We consider that the provision of equal opportunity and freedom from discrimination are pinnacle to the health and wellbeing of our workforce. We are therefore committed to dealing efficiently and effectively with any proven act of discrimination, abuse or harassment committed by either employee or service user/provider. We also consider that by aiming for the above we in turn provide the best provisions essential to the operation of an effective service and therefore require that colleagues treat each other, service providers, patients and members of the public with dignity, courtesy and procedures designed to promote equality and opportunity and antidiscriminatory practice in the workplace. 3. Legal & Regulatory Framework As well as complying with all European Union Treaties and directives relating to the promotion of equality or opportunity and human rights, NHS agreements and subsequent legislation. These include: Equal Opportunity Act 2010 Civil Partnerships Act 2004 CRE Code of Practice 2005 Human Rights Act 1998 Rehabilitation of Offenders Act Duties Exec Board HR Managers Employees

4 Corporate responsibility for ensuring the effective implementation of this policy The board will ensure that both an executive & nonexecutive Director is given the special responsibility for overseeing equal opportunities in the Trust Carry out responsibilities in a non-discriminatory way Train and advise on all areas concerning this policy Ensure this policy is reviewed when necessary Invoke the necessary Disciplinary, Grievance, Harassment policy if necessary Carry out responsibilities in a nondiscriminatory way Carry out responsibilities in a nondiscriminatory way Ensure colleague are aware of this policy Complaints are forwarded to the HR Department and investigated Take the necessary steps to deal with incidents & provide training Carry out responsibilities in a nondiscriminatory way Co-operates with measures designed for equality of opportunity t harass or discriminate against others Inform managers of any incidents where they consider that discrimination or harassment may have occurred 5. Recruitment Advertisement Recruitment advertising and literature will: Be advertised in accordance with the Recruitment and Selection policy. Aimed at a wide group of suitability qualified applicants as possible wording should be used which will convey restrictions other than requirements in qualifications and/or experience. Only in the case of genuine occupational circumstances may a position be restricted to either sex. Retention of enquiry letters, awaiting suitable vacancies can be an exclusive practice and will not be used. t include any unjustifiable requirements, which would disproportionately reduce the number of applicants Be available in other formats if requested (e.g. Braille, Large print, languages) 6. Shortlisting, interview & Selection Managers who take part in shortlisting, interviewing or selection will be expected to complete Recruitment & Selection training. Shortlisting aims to objectively determine candidates suitability to fulfil the requirements of the job based on the Person specification advertised with the vacancy.

5 All shortlisting must be completed on the NHS Jobs Website electronic system and will be archived by NHS Jobs. The following should be observed: Racial, ethnic or other personal characteristics will not affect the selection decision. Standard of spoken English may only be used as a criterion when it is a specific requirement of the job. Dress worn for religious or cultural reasons will not be referred to or allowed to influence the outcome of the interview. Enquiries will not be made with regard to marital status, present or potential family commitments. Only those disabilities which directly affect the performance of the job can be taken into consideration. E.g. If telephone work is a significant and essential element of the job, you can ask whether the candidate has an impairment that affects their ability to use the telephone. One to one interviews will not be used as the sole selection technique. At least one member of the recruitment panel must be trained in Safer Recruitment for children. 7. Development Career development, including training and promotion, will take account of ethnic / minority groups. Observation of the following principles will ensure their inclusion. Information on available training will be given during an employees individual development review. Recognition that ethnic/cultural ethos may engender reticence. Encouragement will be given to all employees. Co-operation with local educational establishments to overcome language difficulties. Domestic or personal circumstances will not prohibit training. Provisions will be made to accommodate particular circumstances. Special needs of disabled persons will be accommodated. Rehabilitation or re-training will be offered to newly disabled persons if at all possible. Statistical evidence will be recorded to demonstrate the degree of proportional representation of training and development 8. Training We will ensure that all employees receive the training and development necessary for the effective performance of their job role. Training development needs will be assessed for each individual during their annual appraisal in line with the Knowledge and Skills framework for their job role. All decisions relating to the training and development of employees will be made in accordance with all Trust procedures relating to equality of opportunities in employment.

6 All employees must complete Equality and Diversity training and update it when necessary. This training is aimed at promoting awareness of the relevant issues, together with the Trust policies and procedures. 9. Terms & Conditions of Service & Banding We will ensure that no discrimination occurs in relation to Terms & conditions of employment. The Job Evaluation Policy will be followed to correctly band job descriptions. 10. General The above specific areas can be enhanced with some general points aimed at influencing the general practices. Special advice will be sought from the Disability Employment Advisors on work methods or aids for people with a disability. Considerations will be made to enable the premises suitable for disabled persons. Accumulation of annual leave may assist an employee wishing to visit relatives where the length and cost of the journey prohibits frequent visits. Religious festivals will be respected and leave granted where possible. Job share schemes and part time working requests will be considered to assist employees who wish to return to work after maternity or additional paternity leave 11. Annual Report & Positive Action An annual workforce report will be produced and reported to the executive group for consideration. If the Trusts finds that a particular group/minority has been under represented an investigation will occur to help implement any procedures which will enable the Trust to overcome these barriers. 12. Monitoring & Auditing Monitoring and Auditing will be lead by the Equality and Diversity manager. The HR department and Executive management group will be responsible for: Maintaining up to date records of applicants and employee. Monitoring shortlisting on NHS Jobs periodically on a random basis Monitoring of this policy, its implementation and its use

7 Appendix 1 - Equality Impact Assessment Form INITIAL SCREENING 1. Does the service/ policy/procedure affect one group less or more favourably than another on the basis of: Race Disability Gender Age Ethnic origins (including gypsies and travellers) Nationality Culture Religion or belief Sexual orientation (including lesbian, gay and bisexual people) Dissemination Plan Title of document: Date finalised: Oct 2012 Training Plan including Timeframe: Training Plan Responsibility: Previous document already being used? If yes, in what format and where? Proposed action to retrieve outof-date paper copies of the document: To be disseminated to: / Equal Opportunities in Employment Dissemination lead: Print name and contact details Policy Database How will it be disseminated, who will do it and when? Paper or Electronic (use the back of this form if you require more space) Bernice Statton EMG Marianne Spaans Electronic Already completed Dissemination Record - to be used once document is approved. Date put on register / library Date due to be reviewed of procedural documents Disseminated to: (either directly or via meetings, etc) Format (i.e. paper or electronic) Date Disseminated. of Copies Sent Contact Details / Dissemination Record - to be used once document is approved. Date put on register / library Date due to be reviewed of procedural documents Disseminated to: (either directly or via meetings, etc) Format (i.e. paper or electronic) Date Disseminated. of Copies Sent Contact Details / Ratification & Review Form To be completed and attached to any document which guides practice when submitted to the appropriate committee for consideration, approval, ratification or review. // Title of document being reviewed: Unsure 1. Title

8 Title of document being reviewed: Is the title clear and unambiguous and facilitates easy identification in an index? 2. Rationale Are reasons for development of the document stated? 3. Development Process Are roles and names of people involved in the development identified? * Is there evidence of consultation with stakeholders and users? 4. Content Style and Format; Is the document written in Arial font type, 12 point for text using the trust s NHS logo?. Terms used; Are relevant terms used in the document clear // Unsure and where necessary explained? Are the statements clear and unambiguous? 5. Evidence Base Is the type of evidence to support the document identified explicitly? * Are key references cited? * Are supporting documents referenced? 6. Approval * Does the document identify which committee/group will approve it? If appropriate have the joint Human Resources/Employees side committee (or equivalent) approved the document? * Ratification: What is the name of the ratification committee used for this document and is it appropriate? 7. Dissemination and Implementation Is there an outline/plan to identify how this will be done? 8. Document Control (For te by the Author) The document will be uploaded onto the Policy Library on Data 1 by trained administrators. It is the authors responsibility to ensure that a completed ratified copy of the document goes to the appropriate administrator as listed in this policy. The Administrator will archive old documentation in the central archive 9*. Process to Monitor Compliance and Effectiveness Are there measurable standards or KPIs to support the monitoring of compliance with the effectiveness of the document? 10. * Is there a plan to audit compliance with the document? Review Date Is the review date identified? Is the frequency of review identified? If so is it acceptable? 11. Overall Responsibility for the Document Is it clear who will be responsible for co-ordinating the dissemination, implementation and review of the document? 12. Mandatory Appendices

9 Title of document being reviewed: Is the Version Control sheet included at the front of the document.? Has the Equality Impact Assessment Form been completed and attached.? Has the Plan for Dissemination of Procedural Documents been completed and attached.? // Unsure Individual Approval As author please sign to indicate that this form has been completed and is correct. Name/role of Author Emily Saad Date Oct 2012 Signature Committee Approval If the approval committee is approving this document, please sign and date Name & Title of chair WC Date Oct 2012 Signature Rayna McDonald Committee Ratification If you are ratifying this document, please sign and date and forward to the author. Name & Title of chair WC Date Oct 2012 Signature Rayna McDonald