EQUAL OPPORTUNITIES POLICY POLICY STATEMENT The Scottish Federation of Housing Associations (SFHA) wishes to be seen as an exemplar in pursuing equality, to encourage high standards of practice among its members. SFHA will conduct its business in an inclusive manner, and seeks to remove any barriers to participation in its activities, by an individual or group. SFHA considers any form of discrimination on grounds of, for example, gender, disability, race, ethnicity, nationality, regionality, religion, marital status, sexual orientation, part time status or trade union activities, to be unacceptable. SFHA recognises that discrimination does exist within our society, both directly and indirectly, and can take place at a personal or an institutional level: (i) (ii) (iii) direct discrimination: treating someone less favourably on grounds of for example, race, gender, disability or sexual orientation. indirect discrimination: applying a condition or requirement which, though applied to everybody, is such that a considerably smaller proportion of people from a particular group can comply with it compared to others. institutional discrimination: we endorse the McPherson Inquiry definition as the collective failure of an organisation to provide appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping, which disadvantages minority ethnic people. We recognise that disabled people, women and other minority groups can also experience institutional discrimination. POLICY OBJECTIVES This policy applies to all areas of SFHA activities and demonstrates a commitment to achieving equality of opportunity and outcomes in all areas of operation: Governance Employment Service Provider Procurer of Services To this end, SFHA will: seek to ensure that no one receives less favourable treatment or is disadvantaged by conditions or requirements which cannot be shown to be justifiable. seek to ensure that all individuals will be treated fairly and equally. respect community diversity and ensure that all services and opportunities offered by SFHA are promoted and accessible to all sectors of the community as appropriate. provide full, clear and accurate information regarding the organisation and its services in accessible formats. provide equal opportunities training for all members of staff and Board members. ensure that this policy is a condition of service, and that all staff and Board members abide by it. comply with all existing anti discrimination legislation and codes of practice. ensure all other policies and procedures comply with this policy. consider positive action initiatives wherever necessary.
LEGAL REQUIREMENTS The SFHA will comply with statutory provisions within the: Equal Pay Act 1970 Rehabilitation of Offenders Act 1974 Sex Discrimination 1975 Race Relations Act 1976 Disability Discrimination Act 1995 Employment Rights Act 1996 Human Rights Act 1998 Employment Relations Act 1999 Part time workers (Prevention of less favourable treatment) Regulations 2000 Race Relations (Amendment) Act 2000 and all other relevant legislation and Codes of Practice concerning discrimination. GOVERNANCE SFHA will seek to promote opportunities for active participation in its activities from all sections of the community. Where under representation is identified, Board will consider proactive measures to encourage participation. SFHA Board is responsible for monitoring and reviewing the effectiveness of this Equal Opportunities Policy, setting targets, and where appropriate agreeing positive action measures. They are also responsible for ensuring that all other policies and procedures do not unfairly discriminate, and that the work of SFHA adequately addresses equality issues. To this end, all Board members are required to undertake Equal Opportunities training. Board and Committee Meetings SFHA will: ensure that all Board and Committee meetings are in an accessible venue. pay childcare or other carer costs of Board members, where they have had to pay for children or other dependents to be cared for in order to attend SFHA Board or Committee meetings. provide Board and Committee papers in different formats eg in large print, audio tape, or disc as required. give consideration to the timings and location of meetings to maximise accessibility. The Chairperson of Board and the Committee Convenors, are responsible for ensuring that Committee meetings are conducted in a manner which allows all Board Members the opportunity to participate and contribute equally. Racist, sexist, other offensive language, or intimidating behaviour will not be tolerated.
EMPLOYMENT SFHA recognises that some employment practices can make it difficult, or impossible, for some individuals or groups to apply for, take up or remain in employment. We will seek to ensure that no person (or group of persons), who applies for, or who is already in employment, is treated less favourably than any other person on grounds of race, sex, disability, marital status, sexual orientation, religion, nationality or ethnic origin. Recruitment and Selection We are committed to the principle of encouraging open access to employment opportunities within SFHA. This commitment needs to be balanced with the need to comply with other employment legislation and the need to value and respect existing members of staff. In certain circumstances, therefore, the principle of ensuring access to employment opportunities requires to be moderated as set out below. All posts will be externally advertised except in the following circumstances: where an existing member of staff is under a notice of redundancy. Such staff will be considered for redeployment to any vacancies before they are advertised externally, in accordance with SFHA redundancy policy. for short term, temporary or unexpected vacancies of up to 12 months duration. In these circumstances, it may be appropriate either to advertise externally or to recruit internally where expertise exists within the organisation. For posts of more than six months duration, a vacancy will, as a minimum, be advertised internally. We will adopt positive and flexible practices to promote opportunities to all sectors of the community. This will include: positive statements in advertisements eg the SFHA welcomes applications from disabled people or people from Black/minority ethnic backgrounds. dissemination of job opportunities to voluntary sector and community groups working with disabled people, people from ethnic minorities and women. providing recruitment information in suitable formats eg large print, audio tape etc. ensuring our office premises are fully accessible to all people. offering terms and conditions of employment which maximise accessibility to employment opportunities. Reporting on Equal Opportunities Monitoring will be submitted to the General Purposes Committee on an annual basis by the Human Resources Manager. All staff and Board members will be required to undertake training in SFHA s equal opportunities policy and practices prior to any involvement in the recruitment and selection of staff. Where possible we will try to ensure that all Interview panels do not consist of all male or all female panel members. Selection will be made on an assessment of the information provided in the job application form and at interview, against the essential criteria in the person specification. Recruitment of employees will be monitored and where under representation of particular groups is identified, in either applicants or those appointed, further measures will be considered such as targeting information and supporting positive action training schemes.
Terms and Conditions of Employment We recognise that many people have to balance work and family life, have other activities or commitments, or cultural and religious practices that require flexible working arrangements. SFHA is committed to: good conditions of employment such as flexible working hours and working arrangements. opportunities for career and personal development, including access to training and sabbatical leave. offering employment on a part time and job share basis. ensuring that part time workers receive the same terms and conditions as full time staff on a pro rata basis. The terms and conditions will be reviewed on a regular basis to ensure that they reflect current good practice. Where the terms and conditions of employment allow Line Managers discretion in respect to working arrangements, this must be exercised in a manner consistent with the spirit of this policy. Staff in the same or similar posts will be employed on the same terms and conditions, and be entitled to the same working arrangements. Where it has not been possible to informally resolve any disputes over the use of Line Manager s discretion, SFHA grievance procedure should be used. Staff Training & Development Staff development incorporates a range of activities, including education and training but also opportunities for learning or developing new or existing skills and experience. This can lead to opportunities for career and personal development. SFHA aims to provide training and development opportunities for all staff at all levels. Unless they can reasonably be justified, we will not place any conditions on individuals which may prevent them from taking up training or other opportunities. Training and development will be monitored to ensure that all staff have equal opportunity to access to it, and to remove any discrimination. We will endeavour to provide alternative provisions where certain groups or individuals can not take up such opportunities eg because of the venue, dietary requirements, religion, accessibility of the venue, childcare responsibilities, visual or any other impairment or disability. All members of staff will undertake equal opportunities training to enable them to understand and identify discrimination, and to take action to counter it. Supervision sessions with Line Managers will be used to provide positive support on personal and career development. We recognise that certain employees eg from Black and ethnic minority backgrounds or with disabilities may require specific or additional support from within or out with the organisation. Harassment SFHA recognises harassment as unwanted behaviour which a person finds intimidating, upsetting, embarrassing, humiliating or offensive which hinders the employee in their work.
For example, jokes, language, objectionable actions or comments, physical contact, verbal or physical abuse, graffiti, hostility, or exclusion. Harassment in the workplace will not be tolerated, and we will act speedily and firmly to deal with it. Once aware of any harassment a full investigation to establish facts and take all appropriate action will be carried out in accordance with SFHA s harassment policy. Breaches of the Policy A breach of this Equal Opportunities policy may be considered as a disciplinary matter, and the disciplinary procedure will be followed and the matter fully investigated. The procedures will be applied fairly, and disciplinary action will only be taken following the full investigation and after all other means of resolving the issue have failed, unless the breach is of such a nature that, in accordance with the disciplinary policy, the individual concerned should be given a warning or be suspended from duty. All members of staff have the right to take action under the grievance procedure. The SFHA will deal with all causes for grievance quickly and effectively through a structured process which is clear and fair. SERVICE PROVIDER SFHA aims to ensure that all of its services are accessible to all of its member organisations, their staff, committee members and tenants. We will ensure that equality issues are highlighted and addressed in all of our policy, good practice and representation work. To this end, we will: only use venues which are fully accessible to disabled people for meetings, conferences, training and other events, or arrange alternatives acceptable to the person(s) concerned. use plain English in all our communications and publications, and endeavour to make other formats available on request eg translations to other languages, Braille, audio tape, large print etc. ensure that all SFHA staff, Board members, external speakers, trainers or consultants address equality issues in the work that they undertake on behalf of SFHA. ensure that our information and publications do not perpetuate stereotypes and discrimination. adopt a range of methods for consulting and allowing participation in our work. We will inform and consult with members about our services. To encourage all members to participate in meaningful consultation the SFHA will give consideration, and be sensitive to, the needs of those with young children; mobility difficulties; religious and cultural requirements; language and other communication differences. For example the day, place and time of meetings, availability of transport, provision of crèches, translations, use of signers or interpreters, assistance with forms and questionnaires, Braille, large print etc. PROCUREMENT Opportunities to tender for work will be widely advertised. Contractors or consultants with 15 or more employees will be asked to provide information on the following as part of their tender: equal opportunity policies and procedures. a profile of their employees ethnicity, gender, and disabilities.
premises accessible to disabled people. any targets and actions to address under representation of women, people from ethnic minorities and disabled people in their workforce. policies and procedures for dealing with discrimination or harassment. Consideration of these elements of the tender will be an integral part of any tendering process. All SFHA contracts will contain an equal opportunities clause, which sets out the requirements in respect to the conduct and practices of the contractor and its employees. Any allegations of harassment or discrimination by contractors or their employees will be investigated, and if proven may result in termination of contract and/or refusal of further contracts. POLICY IMPLEMENTATION Responsibility/Accountability SFHA Board will have overall responsibility for the successful implementation of the policy. The Chief Executive will have day to day responsibility for the implementation of this policy. The Human Resources Manager will be responsibility for advising on compliance with this policy in respect to recruitment, selection and other employment practices. They should raise any concerns about potential breaches with the Chief Executive. The success of the policy depends on the commitment of all employees and Board members. Consequently, it is the responsibility of all employees and Board members to ensure that this policy is applied in practice, and to attend training on discrimination and equal opportunities as arranged by SFHA. All staff and Board members are expected to challenge discriminatory or offensive behaviour or practices where they exist, and draw them to the attention of management. Equality Action Plan A three year Equality Action Plan will be developed which sets out the activities for each year, who is responsible for progressing them and the deadline for completion. The Chief Executive will be responsible for overseeing the implementation of the plan. Resources The resources required to implement the equality action plan will be incorporated into the annual budgeting and planning cycle. Where existing resources will not allow for commitments in the policy or plan to be honoured, the SFHA will seek out resources from other appropriate agencies and will make future provision for the required additional resources.