EQUALITY & DIVERSITY POLICY POLICY STATEMENT CHP is committed to promoting equality of opportunity, tackling discrimination and welcoming and valuing the diversity of the communities it serves. This equality and diversity policy aims to ensure the organisation s compliance with anti-discriminatory legislation and regulatory requirements and the organisation s on-going commitment to equality and diversity (E&D). CHP places considerable emphasis on its commitments to equality at all levels within the organisation. CHP requires all staff, governing body members and partners to participate fully in achieving its aim to provide training, guidance and advice as appropriate. Further information about CHP s approach to equality and diversity can be found in the Equality Scheme. 1. POLICY AIMS 1.1 To provide CHP s staff, residents and stakeholders with a clear understanding of the organisation s on-going commitment to promoting equality and valuing diversity in its role as a registered provider of social housing and employer. 2. STATUTORY, REGULATORY & CORPORATE RESPONSIBILITIES 2.1 The Regulatory Code has equality and diversity as a cross cutting theme: 2.2 CHP s Corporate Plan 2012-2017 highlights diversity and equality as a key corporate value. 2.3 CHP will comply with all aspects of the Equality Act (2010) 3. POLICY DETAILS 3.1 CHP aims to treat all people that it has dealings with (i.e. employees, job applicants, residents, prospective residents, stakeholders, partners, members of the community, etc.) fairly and with respect. 3.2 We aim to provide services that are fair, accountable and accessible and which meet current and future customer preferences and requirements and, in so doing, welcome, value and respect the diversity of the communities that CHP serves. Previous : Director of Support and Transformation Page 1 of 5
3.3 In provision of services and employment opportunities some groups (such as those listed in Fig 1) commonly experience social disadvantage and discrimination. CHP believes that as one of the largest social landlords in the county and as a major employer in the Chelmsford area, it has a major role to play in tackling this. 3.4 CHP has a statutory duty to make sure that nobody is unfairly disadvantaged by our services or in terms of offers of employment by virtue of having one (or more) of the following protected characteristics, being perceived to have one (or more) of the following characteristics or being associated with someone (e.g. a partner or a carer) with one (or more) of the following characteristics. Fig. 1. The 9 Protected characteristics of the Equality Act 2010 Age Disability Gender Re-assignment Marriage/ Civil Partnership Pregnancy and Maternity Race Religion/ Belief (or lack thereof) Sex Sexual orientation 3.5 In delivering services and employment activities (either directly or through partnership or contractor relationships) CHP will promote practices and processes, which prevent discrimination on grounds including (but not exclusively) those listed in Figure2 as well as discrimination arising from disability: Fig 2. Grounds on which CHP aims to prevent discrimination Race or ethnic origin Gender Gender Identity Health status or Disability Age Physical appearance Marital or family status Sexuality Pregnancy or maternity Faith or Religion (or lack thereof) Social background Political belief (except where this belief runs counter to the principles of this policy or CHP s corporate values) Trade union activity Spent convictions Carer responsibilities Previous : Director of Support and Transformation Page 2 of 5
(NB this list is not exhaustive and will be updated as appropriate) 3.6 Employment CHP aspires to a diverse workforce broadly reflecting the local community in which it operates and aiming to develop appropriate and effective policies and procedures which eliminate (both direct and indirect) discrimination; and create a working environment where harassment is known to be unacceptable. 3.7 Further details of CHP s employment equality objectives are set out in a number of policies listed in section 6. 3.8 Provision of Services CHP seeks to recognise, understand and respect the diversity of the communities in which it currently operates and believes that people from all sections of the community should have fair and equal access to its services and decision-making processes and that all members of the community should be equally satisfied with the quality of service they receive. 3.9 CHP believes it has a key role in preventing and effectively tackling discrimination and harassment experienced by its staff, residents and stakeholders. It will seek to actively tackle this in all its activities, including: Allocations and lettings; Provision of housing services; Provision of new homes; Dealing with anti-social behaviour and harassment; Resident involvement and community development; and Procurement and use of contractors and consultants 3.10 CHP will also aim to ensure that all partners understand and uphold the organisation s equality and diversity objectives. 3.11 Governance Arrangements The promotion of equality and diversity is seen as a central component of CHP s governance arrangements and current and future members of the organisation s governing body will receive appropriate advice, guidance and training to enable them to help deliver the organisation s equality objectives. 3.12 CHP aspires to having a governing body which broadly reflects the profile of the communities in which it operates. It will ensure that recruitment and selection of governing body members is fair and non-discriminatory and that strategies will be put in place to address imbalances. 3.18 Positive Action CHP will, in line with current European Directives and UK law (Equality Act 2010), consider the adoption of positive action measures where appropriate to prevent or compensate for disadvantages. Previous : Director of Support and Transformation Page 3 of 5
4. Policy consultation, Implementation and Responsibilities 4.1 Policy Implementation Fig. 11 Actions to implement the policy Equality and Diversity Panel: Is a sub committee of the CHP Board, consisting of an equal representation of staff, board directors and residents... The panel s purpose is to oversee equality and diversity within CHP, to take a lead on driving ED objectives across the organisation and represent ED issues at the highest level of the organisation. Equality & Diversity Working Party - CHP will maintain an Equality & Diversity Working Party (EDWP) made up of a cross-section of staff, to drive forward the organisation s equality objectives, evaluate performance, analyse best practice and recommend improvement actions Equality Analysis (EAs) CHP will undertake Equality Analyses, where appropriate, to ensure our activities are not discriminatory. More details on this can be found in the Equality Scheme. Training Appropriate training will be given to all staff and board directors in respect of equality and diversity issues. Provision of this training is offered to partners and other stakeholders such as resident representatives and contractors Partnership Working CHP will work with a range of agencies and advisors to ensure it complies with best practice and achieves its equality objectives. Consultation & Involvement - CHP will work with resident and community groups, representatives and advocates to ensure appropriate involvement from all sections of the community in the organisation s decision making activities and to help identify changing service needs and preferences Publicity & Communications CHP will publicise its equality and diversity policy objectives through a variety of means including: job application packs and job advertisements, corporate publications and reports and resident and staff newsletters. 4.2 Responsibility for the implementation of this policy is vested with all employees and members of the organisation. Individual members of staff have a contractual obligation to uphold the organisation s equality objectives and additional expectations are placed upon managers and those responsible for recruitment and training to ensure delivery of the organisation s equality objectives. 4.3 Overall responsibility for the implementation of the policy rests with the Executive Management Team who are charged with the responsibility of developing an organisational culture in which the policy can be implemented and effectively operated. Previous : Director of Support and Transformation Page 4 of 5
4.4 The Board of Management is responsible for ensuring the organisation s equality objectives underpin all business activities. 5. PERFORMANCE MONITORING & EVALUATION 5.1 An update of progress in Equality & Diversity is provided twice a year to the Board. An update of progress against the equalities monitoring statistics is annually made to the E&D Panel. 6. LINKS 6.1 This policy is related to the following other CHP Policies: Anti-Harassment Policy Anti-Social Behaviour Policy Allocations and Lettings Policy Equality Scheme Diversity Handbook (for Staff) Working Flexibly Policy Previous : Director of Support and Transformation Page 5 of 5