MANAGING DIVERSITY POLICY Purpose of Policy FACT (Foundation of Art & Creative Technology) is committed to valuing and promoting Diversity in all areas or recruitment, employment, training and promotion. FACT will work towards an environment that is based on merit and inclusiveness, where all employees can develop their full potential, irrespective or their race, gender, marital status, age, disability, religious belief, political opinion, sexual orientation, background, education, personal lifestyle or any other factors that are not company related. FACT aims to ensure that all members of the organisation, including customers and shareholders of FACT, feel valued and respected. Definition Managing Diversity is a more effective way of dealing with equal opportunities issues. It emphasises the business and personal benefits that are gained from valuing the differences in people, this includes differences that may not be defined by law such as background, beliefs, appearance or education. By grasping additional business opportunities generated by Managing Diversity effectively the Company increases its ability to achieve its aims and objectives. Policy FACT will comply with this policy in all aspects of its business and promote the spirit of the policy, which is to value diversity in society, and to broaden our workforce to mirror the society the company serves. The outcome of this is to help the company reach the highest levels of performance and enable all employees to reach their full potential. FACT also believes that by valuing and embracing diversity the Company will broaden and enrich their talent base. FACT will disprove the myth that only certain types of people are suitable for certain types or jobs or training. This policy will also be evident with the Company s aim to make FACT accessible to all members of society and reach as wide a customer base as possible. Diversity will be an area of Continuous improvement due to the changing nature of society, and the Company will constantly identify behaviours and barriers that discrimination can take to ensure that there are no behaviours active in the organisation that will have a negative effect on FACT, its employees, customers or any other stakeholders of FACT. FACT will be vigilant in monitoring the application of the Managing Diversity Policy at all times. By eliminating any discriminatory practises which limit the
Organisations ability to achieve its aims and objectives and also establish a reputation for FACT as a fair, responsible and ethical company to the Company s staff, customers, shareholders and the general public. All employees are obliged to uphold the content and spirit of this policy and to be aware of any behaviours or barriers that discrimination can take. Employees need to be aware that their action and behaviours can have a negative impact on not only other colleagues but also on potential applicants to the company and to FACT s customers which can damage the reputation of the Organisation. All employees of FACT have the responsibility of helping eliminate discrimination in any form by challenging behaviours and reporting actions or behaviours that have the potential to be discriminatory. Assumptions made by stereotypical views are the most common cause of indirect discrimination and care should be taken that people are not pre judged on assumptions. The following are examples of such assumptions: - Ethnic minorities lack qualifications Disabled employees are more likely to be sick than average Older workers lack ambition and enthusiasm A person s background will determine how they interact socially with others Part time workers are less committed to their work Women with young children are less committed to their work Recruitment and Selection Every effort should be made to attract applicants from all sections of society and to ensure fair treatment throughout the recruitment process. This will include: - Checking that job and person specifications are relevant and nondiscriminatory. Using advertising methods that will reach all sections of society Short-listing only those people whose skills and qualifications most closely match the job and person specifications. Asking fair and consistent questions at interview Ensuring questions are only job related, as it is unlawful to ask candidates about their personal or medical commitments unless it is relevant to the role. If the question is relevant it should be asked to all candidates Keeping records of the recruitment and selection process, including interviews.
Monitoring recruitment and selection at all times to ensure all practices promote equality of opportunity. Promotion and Career Development When making decisions on promotions and career development, managers should focus on the talents and experiences of employees and not on their personal circumstances. Where, for example a role has been undertaken by a mainly one gender or race in the past, efforts should be made to encourage others to apply. Flexible working such as job-sharing can assist the Company in retaining the skills of valued employees who may have other responsibilities outside of work. Training The role of training is to improve skills and performance; it is also used to encourage succession planning for employees wanting to further their career. As with promotion and career development, managers should focus only on the developmental needs of individuals. All training materials should be checked to ensure that the language and images used in them reflect the diversity of our employees and customers. Every effort will be made to accommodate the specific needs of disabled employees. A range of training options should be offered to ensure that all employees have equal access to training. Grievance and Discipline If any employee believes that they have been unfairly discriminated against they should raise a complaint through FACT s Grievance procedure. As with the Dignity of Work policy if any employee is found to breach the Managing Diversity policy they will be subject to the Company Disciplinary procedure and in serious cases may be dismissed. Monitoring Human Resources will maintain records of the age, race, gender and disability of job applicants and employees. Any patterns of under representation should be fully investigated and any discriminatory practises identified and eliminated. Age FACT is fully committed to promoting age diversity across the organisation. In valuing the contribution of its employees, regardless or age FACT will seek to eliminate age stereotyping and discrimination on the basis of age. The underlying premise of age is that employees should be assessed on the basis
of their skills, ability and potential only. This means that employment opportunities and personal/career development will be available, irrespective of a person s age. This will involve: - Encouraging staff of all ages to develop their career Ensuring that staff of all age groups participate in training and have the chance to improve their skills and experience Avoid assumptions about physical abilities and career intentions of older job applicants or employees. Seeking to maximise the opportunity for both the business and employees, through training or retraining Where business needs allow through flexible working patters and the offer of flexibility to work beyond the Company s retirement age Dignity at Work FACT aims to create a working environment that releases the full potential of employees and encourages their creativity and productivity. Unwanted behaviour in the form of bullying or harassment affects the dignity of everyone subjected to it. All employees have the right to be treated with consideration and respect at work. FACT has a comprehensive Dignity at Work Policy that all employees must adhere to. The aim of this policy is to create a climate that is free from bullying and harassment and in which all employees feel confident to raise concerns of this kinds and have them dealt with quickly and effectively. Related FACT Policies The Human Resources department have copies of the following FACT policies that are related to the Managing Diversity Policy. Dignity at Work Policy Equal Opportunities Policy Disability Policy HIV Policy Recruitment and Selection Policy Training Policy Racial Equality Policy Recruitment of Ex-Offenders Policy Legislation Sex Discrimination Act 1975 Employment Equality Act 1998
Race Relations Act 1976 Disability Discrimination Act 1995 Criminal Justice and Public Order Act 1995 Age Discrimination Act 2006 Useful Information For information on the rights of employees and the responsibilities of employers Website: http://www.direct.gov.uk/en/rightsandresponsibilities/dg_10014458 For advice on guidance on any minority group from the Commission of Equality & Human Rights Website: www.cehr.org.uk For information on costs and benefits of diversity to business Website: www.stopdiscrimination.info/fileadmin/pdfs/costsbenefexsumen.pdf