Empowering People Inspiring Communities Ltd. Equality and Diversity Policy

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1 Empowering People Inspiring Communities Ltd Equality and Diversity Policy Date submitted to Board: 22 nd March 2007 Policy to take effect from: 1 st April 2007 To be reviewed: 1 st April 2010 Version no. 1.0 Overall Objective By adopting and implementing our Equality and Diversity Policy we will secure the following objectives: Ensure equality and diversity issues are integral to all that we do as a service provider and employer. To ensure that no person or group of people applying for accommodation, services, employment, or a contract will be treated less fairly than any other person or group of people because of age, disability, race, religion, marital status, gender, sexual orientation or any other condition now justified in law or relevant to the association s work. Equality and Diversity Statement EPIC is committed to ensuring and promoting equality of opportunity for all. We are therefore opposed to discrimination on any grounds, including race, religion, gender, marital status, sexual orientation, disability, age, or any unjustifiable criteria. We are committed to developing a culture that values people from all sections of society and the contribution which each individual can make. We will also seek to apply these values to work undertaken with our partners or on our behalf by our contractors. Policy Statement We are committed to ensuring equality of opportunity and access to all our services. We recognise that differences between people must be respected and that everyone has the right to their distinctive and diverse identities. We value diversity within the community and organisation and recognise that it can enrich people s experiences and lives. We realise that equality of opportunity and management of diversity are vital to the promotion of an inclusive society and the reduction of disadvantage. We want to continue to develop good relationships based on integrity and equality. We will work towards the elimination of discrimination, and want to ensure that no one receives less favourable treatment, prejudice, discrimination, or suffers any other disadvantage on the grounds of: N:\Corporate Issues\Policies and Procedures\Corporate\Equality and Diversity Policy.doc Page 1 of 6

2 - Race, colour, ethnic origin or nationality. - Gender. - Disability, whether mental or physical. - Religion and other beliefs. - Marital or family status. - Sexuality or sexual preference. - Age, physical appearance or other characteristics. - Illness such as HIV and AIDS. We will make our services accessible and responsive to the needs of the communities with whom we work and individuals using our services as customers, employees, contractors or consultants. We will ensure that equality and diversity issues are mainstreamed into all areas of work and built into the overall drive for continuous improvement. This will improve our ability to deliver good quality services. Objectives Statutory Requirements EPIC will ensure that as a housing and services provider and as an employer, we abide by statutory requirements, including: - Race Relations Act Race Relations Amendment Act Relevant Codes of Practice, including that of the Race and Housing Inquiry. - Sex Discrimination Act 1975 and Disabled Persons (Employment Act) 1944, 1958, and Disability Discrimination Act Disability Discrimination Act (Public Authorities) (Statutory Duties) Regulations The Asylum and Immigration Act Harassment Act Crime and Disorder Act Employment Equality (Age) Regulations 2006 Housing and Housing Services The selection of clients for housing services will be based on their need for the service in question, within the limits of the Company s other policies and criteria. EPIC will seek to identify the needs of disadvantaged groups in terms of housing and services. To record and monitor minority representation within our homes to ensure that policy and procedures are effective. To keep records with regards to present housing need and allocations in a format which can be monitored, to ensure fairness in the allocation of our homes. To provide services which are responsive to the diverse needs of different individuals and communities. To ensure services are accessible in terms of: - Ensuring that premises are accessible to wheelchair users and those with impaired mobility. - Offering communication via letter (including Braille and large print), telephone, , fax and home visits. - Use of an interpretation services, and providing translated information on request. Recruitment, Employment and Training EPIC values the contributions that people from all sections of society can make, and values diversity within the workplace. We will seek to have a workforce that reflects the local population. N:\Corporate Issues\Policies and Procedures\Corporate\Equality and Diversity Policy.doc Page 2 of 6

3 All selection, appointment, and advancement of staff will be on merit based on justifiable job requirements and equality of opportunity for all applicants and staff. EPIC will provide equality and diversity training to all staff. EPIC aim to provide a supportive, open environment where all employees have the opportunity to reach their full potential. Contractors and Consultants EPIC will promote equality amongst those suppliers of goods and services to the Company and to our customers, and in hiring contractors and other agencies, we will be mindful of their commitment to equality and diversity. EPIC will try to ensure that contractors, consultants, and suppliers of goods and services comply with our policy and do not discriminate in the execution of our contracts, and are committed to equal opportunities in the provision of their services to both customers and those working for their company. Board of Management EPIC will seek to include representation from a full cross-section of the community on our Board of Management and Committees. In the operations of the Board of Management and Committees, the association will be mindful of its commitment to equality of opportunity. Tenant Participation EPIC will: Take equality and diversity issues into account in the way they seek to involve tenants and service users in the planning, development and management of services, and ensure that vulnerable and marginalised groups have the chance to participate. Endeavour to ensure that meetings are held in accessible places at suitable times, translation services should be available if required and material should be produced in a wide variety of formats. Consult with tenants about performance in implementing equality and diversity commitments. Other EPIC will support local initiatives that aim to promote the employment of companies that are owned by people belonging to communities and groups that experience discrimination. The association will communicate its commitment to equality and diversity as widely as possible to staff, residents, contractors and consultants and Board members. This will be done through the provision of an information sheet to all new tenants, and available in Reception, the provision of a full copy of the policy to all staff and within all tender information and contracts for work, and making reference to it in all job descriptions. EPIC will take positive action against discriminatory behaviour from tenants, other customers, visitors, staff or business partners. EPIC will ensure that equality and diversity issues are addressed in its policies and reviews. Targets EPIC will use a range of data and research to gather information about communities served, and use this to set performance targets and plan services. In their Regulatory Code and Guidance the Housing Corporation specifies that, in relation to Black and Minority Ethnic (BME) groups, the Equality and Diversity Policy should incorporate targets that associations should set in a number of N:\Corporate Issues\Policies and Procedures\Corporate\Equality and Diversity Policy.doc Page 3 of 6

4 areas. Appendix 1 gives details of the Housing Corporation requirements in each of these areas, and how BCH incorporates these targets in its practices. Monitoring The Company will endeavour to gather information on ethnic origin, sex, and disability from all existing employees and all applicants applying for accommodation and employment. EPIC will create information systems on which to record data relating to all the targets created for equality and diversity, and ensure that monitoring occurs on a regular basis. Details relating to all of the targets relating to equality and diversity will be reported to the Quality and Standards Committee at regular intervals. Review This Policy will be reviewed every three years. N:\Corporate Issues\Policies and Procedures\Corporate\Equality and Diversity Policy.doc Page 4 of 6

5 Appendix 1: Housing Corporation Requirements re BME Groups Housing Corporation Targets Lettings Are proportionate to BME housing need, or census data where this information is deficient in the areas where the association has homes. An association specialising in particular client groups established different targets based on ethnicity data available for such groups. Tenant satisfaction Is at least as high as for non-bme tenants. Dealing effectively with racial harassment The association establishes targets for reporting, victim support, and satisfaction, and action taken against perpetrators. Corresponding BCH Target and Actions To promote an inclusive society. To fairly reflect the Bentilee community, lettings should be proportional to BME housing need or census data relating to the Bentilee estate. EPIC will use researched information on housing need, or census data to detect the BME profile of the Bentilee estate and to determine such targets. A target for BME clients is included in its Nominations Agreement with the Local Authority. Conduct ongoing satisfaction surveys for all aspects of its service. Compare the satisfaction levels of tenants from different BME groups. Expect the satisfaction levels of tenants from BME groups to be at least as high as those from non-bme groups. Not tolerate racial harassment in the workplace. Racial harassment will be investigated under the Company s disciplinary procedures. Not tolerate racial harassment by our tenants. A clause in the tenancy agreement will refer to this, and the Company will have an effective Racial Harassment Policy and Procedure in place, and will establish targets as stated opposite. Take appropriate action against perpetrators and provide support to victims, including potential transfer to alternative accommodation. N:\Corporate Issues\Policies and Procedures\Corporate\Equality and Diversity Policy.doc Page 5 of 6

6 Housing Corporation Targets Governing body membership The proportion of BME new appointments and re-appointments to the governing body is the same as under Lettings above. Staffing New appointments and promotions achieve the same levels of representation, at all levels of the organisation, as under the application of the Lettings criteria. Representation in tenants/residents associations Reflects the ethnic mix of the association s tenants in the relevant area. Employment performance of suppliers, contractors, and consultants As a criterion for award of work or contracts and a condition of doing business, associations should pass on requirements in respect of staffing, customer satisfaction, and dealing with racial harassment (set out above) to their consultants, contractors and suppliers. Corresponding BCH Target and Actions Attempt to encourage the participation of residents from BME groups. Expect that the level of participation to be proportionate to BME housing need or census data, and reflect the BME profile of the area. Deliver equality and diversity training to Board members. A key aspect of recruitment is to ensure the Company secures the skills and experience to run the business. Within this framework, the target is: BME staff levels should be proportionate to BME housing need and census date and reflect the BME profile of the Bentilee estate, i.e. that we have a workforce that generally reflects the population we serve. BCH will also: Deliver equality and diversity training to staff. In holding tenant panels and focus groups, Attempt to encourage the participation of residents from BME groups. Expect that the level of participation to reflect the ethnic mix of the Company s tenants in Bentilee. Have a criterion for award of work or contracts and as a condition of doing business with us, will expect similar commitments to those of BCH, with respect to employment, customer satisfaction and dealing with racial harassment. BCH undertakes an assessment of compatibility when forming partnership-working opportunities through a Pre-Qualification Questionnaire. N:\Corporate Issues\Policies and Procedures\Corporate\Equality and Diversity Policy.doc Page 6 of 6

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