Equality and Diversity Policy Statement Introduction: Belief in equality of opportunity forms the basis of the Skillnet Group s philosophy. We recognise that in our society, groups and individuals continue to be discriminated against and we acknowledge our responsibility as an employer and provider of services to promote equality and combat unfair treatment. We agree with Kent County Council in saying that: working to ensure fair treatment for all will improve the quality of our services. We also know that it is in everyone's best interests to make sure that all our employees and potential employees can develop their skills and talents to the full. We recognise that people from different backgrounds can bring fresh ideas and perceptions. This can make the way work is done more efficient and enable services to meet the needs of the community more effectively. Policy Statement: Skillnet Group CIC believes that: It is important to be open and honest about our support and services Everyone should be treated with respect and dignity. We are all different but have the same right to make our own choices. We must all have equal opportunities to resources and support Sometimes we need to give more support to an individual so that he/she has an equal opportunity. The rights/opinions of people we support are as important as the rights of our employees. We aim to ensure that all groups and individuals within the community are given full opportunity to benefit from the support and job opportunities we provide. No person that we support (or potential person), carer, employee or job applicant will be unfairly discriminated against or receive less favourable treatment on grounds of: Skillnet Group CIC 1 Version May 2014
Gender, race, colour, ethnic or national origin, disability, marital status, family commitments, hours worked, sexuality, age, religious or political beliefs, social class or trade union activity. Our Underlying Principles and Key Aims: Skillnet Group provides support, which is based on the stated needs and wishes of people with a learning difficulty/disability within each area. People with a learning difficulty/disability and other people we support are involved in the planning of any new project from the outset and continue to be involved in further development, delivery and monitoring of that project. When we plan and develop our projects and support, we aim to consult all sectors of the community and to pay particular attention to groups whose views may be under-represented. We aim to be a fair and supportive employer. We bear the 2 Ticks symbol. We aim to ensure that all individuals are selected, promoted and treated solely on the basis of their relevant merits and abilities. This includes ensuring a positive climate in the workplace where individual differences are respected and valued, employees work productively with one another, are given every opportunity to fulfil their personal and professional potential, and balance the needs of their families, consistent with service needs. We will not tolerate the use of inappropriate or offensive language or behaviour to anyone within our services. If employees (staff) breach this policy they will be subject to disciplinary action under our policies. If people we support breach this policy they may be asked to withdraw from receiving our support temporarily or permanently. We will comply with all relevant legislation in the field of equality and diversity and aim to exceed best practice - see last page "Background Information". While employees (staff) have specific accountabilities, equality is also the responsibility of each and every employee. We aim to provide Skillnet Group CIC 2 Version May 2014
ongoing training and support to ensure that these responsibilities are fully understood. The Skillnet Group aims to ensure that equality of opportunity is part of everything that we do. For employees: Ensure that our recruitment policy reflects the diversity of the local community. Ensure that advertisements demonstrate that we recruit people on the basis of merit and encourage applicants from all backgrounds. Ensure that all employees understand and adopt our Equality and Diversity Policy. Provide information about the action an employee may take if s/he feels unfairly treated. Provide training to all employees so that they can actively put the Equality and Diversity Policy into practice. Provide all employees with a working environment that is free from harassment and victimisation. Ensure that employees diverse needs are supported fully e.g. ensure that all Skillnet Group premises are accessible for wheelchair users, relevant people are trained in Sign Language, specialist equipment is in place for people that need it, flexible working hours are available etc. For people we support: Provide support that is accessible to all people, free from prejudice and unfair discrimination and sensitive to the needs of all sections of the community. Monitor racist incidents and ensure appropriate action. We have adopted the following definition of a racist incident:- "a racist incident is any incident which is perceived to be racist by the victim or any other person" - Report by Sir William Macpherson of Cluny (March 1999) Monitor all discriminatory incidents and ensure appropriate action. Provide an accessible Equality and Diversity Policy (and Bullying Policy) developed by people with a learning difficulty/disability. Ensure that everyone we support understands and adopts the (accessible) Equality and Diversity Policy. Skillnet Group CIC 3 Version May 2014
Responsibilities: Providing fair and equal access to the Skillnet Group s services and to employment and development opportunities is the responsibility of the following: Board of Directors: To set a constructive framework for equality within the Skillnet Group and ensure performance targets are met. Chief Executive: For ensuring the policy is implemented and performance is monitored. Employees: Are expected to take positive measures to address inequality and promote equality of opportunity for all. People we support: Are expected to take positive measures to address inequality and promote equality of opportunity for all. All those with management duties have responsibility for implementing, monitoring and actively promoting this policy. Line managers must ensure that those they manage are fully aware of it and their responsibilities in relation to it and that it is brought to the attention of all new employees that join the Skillnet Group as part of the employee induction process. Line managers have a responsibility to treat everyone fairly and with respect and to take action to help employees achieve their full potential. Every Project Lead is responsible for making the support they are responsible for co-ordinating accessible to all and for taking an active role in ensuring equality and diversity are an integral part of their project s action plan, and for ensuring everyone we support is aware of this policy. Every employee plays an integral part in making this policy effective and should seek to put it into practice in all aspects of their work. If they see unfair discrimination occurring, they have a duty to report it to a relevant manager so that appropriate action can be taken to remedy the situation. Skillnet Group CIC 4 Version May 2014
Action: All discriminatory incidents/complaints will be recorded and investigated in the appropriate way and necessary action taken. All employees will have access to a copy of this policy and will be required to familiarise themselves with its contents and their responsibilities in relation to it. Every employee should be made aware of the action to follow if s/he feels unfairly treated. New staff will be given this information as part of their induction. Each project will be required to include equality and diversity in their action planning for the year ahead. Equality and diversity will be a standing item on the agenda of team meetings and support/supervision meetings. Monitoring And Review: The implementation of the policy and performance against Skillnet Group Performance Indicators - related to equality - (or Commissioners Performance Indicators where appropriate) will be monitored and reported to the board of Directors and partner organisations / funders / commissioners. Project action plans will be monitored by the Skillnet Group Board regularly. Background Information: Over recent years Parliament has passed a number of important antidiscrimination and equal opportunity Acts. We aim to ensure that all our policies and practices are in line with relevant legislation and other good practice guides. The key relevant Acts of Parliament are: Race Relations Act 1976 and Race Relations Amendment Act 2000 Sex Discrimination Act 1975 Equal Pay Act 1970 The Disability Discrimination Act 1995 Human Rights Act 1998 Rehabilitation of Offenders Act 1974 Skillnet Group CIC 5 Version May 2014
Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 The Protection from Harassment Act 1997 The Codes of Practice on Equal Pay, Race, Gender, Age, Disability Discrimination, The Protection of women and men at Work Equality Act 2010 Legislation defines two types of discrimination - 'direct' and 'indirect': Direct discrimination: This results from treating a person less favourably on the grounds of gender, race, disability, colour, ethnic or national origin, marital status, sexuality, family commitments, hours worked, age, trade union activity, political or religious beliefs. Indirect discrimination: This arises where a condition or requirement, although applied equally to men, women and all ethnic groups, has the effect of excluding, penalising or treating less favourably any of these groups, and cannot be shown to be justifiable and will be to the detriment of those who cannot comply with it. Victimisation: This is where a person is treated less favourably than another because s/he has brought proceedings, given evidence, or complained (under the terms of the Disability Discrimination Act, Race Relations or Sex Discrimination Acts) about the behaviour of someone who has been harassing or discriminating against them, or for supporting such actions by others. Positive Action: Allows for training and encouragement of particular groups to overcome the effects of past discrimination. This can include encouraging someone from an ethnic minority group or someone who is disabled to apply for jobs and training for work where they are underrepresented and through training help them qualify on merit for appointment and promotion and so accelerate their access to better jobs. The inclusion of wording to encourage under-represented groups to apply for jobs is a form of positive action. Positive action should not be confused with positive discrimination which is unlawful. Harassment and the Law: Certain types of harassment are regarded as unfair discrimination and are covered by statute. Harassment and workplace bullying takes many forms, occurs on a variety of grounds and may be directed at one person or many people. Whatever the Skillnet Group CIC 6 Version May 2014
form, the Skillnet Group will deal with complaints seriously and, where appropriate, harassment will be treated as a disciplinary offence. Please ask us if you would like this document in another format e.g. plain English, easy-to-understand, audio tape, computer disk, Braille or a language other than English. Review Date: May 2015 Skillnet Group CIC 7 Version May 2014