Equal Opportunities Policy

BLESSTCIC EQUAL OPPORTUNITIES POLICY

BLESSTCIC recognises that discrimination and victimisation are unacceptable and that it is in the interests of BLESSTCIC and its employees to utilise the skills of the total workforce. BLESSTCIC aims to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on the grounds of age, disability, gender/gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).

Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give their best.
We oppose all forms of unlawful and unfair discrimination or victimisation. To that end, this policy aims to provide equality and fairness for all in our employment.
All part-time, full-time or temporary employees will be treated fairly and respectfully. Selection for employment, promotion, training or any other benefit will be based on aptitude and ability. All employees will be helped and encouraged.
To develop their full potential, and the talents and resources of the workforce will be fully utilised to maximise the organisation's efficiency.
Our staff will not discriminate directly or indirectly or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, or sexual orientation in the provision of the BLESSTCIC goods and services.
This policy and the associated arrangements shall operate following statutory requirements. In addition, the complete account of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, Government Departments, and other statutory bodies will be taken.

We, therefore, take every care to treat each individual as a person in their own right. We recognise that everyone is responsible for the positive application of equal opportunities and that equality of opportunity is fundamentally about fairness and respect. It is achieved by ensuring that discriminatory behaviour, in any form, is not tolerated.

We are totally committed to the principle of equal opportunities and to creating a working environment in which everyone is treated with dignity and respect, and which is free from unlawful discrimination, victimisation or harassment on the grounds of:

colour, race, nationality or ethnic origin
sex, marital status or gender reassignment
disability of any kind
sexual orientation
age

Our commitment to all aspects of our organisation includes:

recruitment and advertisement of jobs/volunteering opportunities
terms and conditions of employment
training, personal development and progression
grievance and disciplinary procedures
Relationships between members of staff and volunteers.

Such values require a commitment from staff, trustees, members and volunteers to accept a code of conduct which:

encourages respect for every individual
Encourages collective action to challenge prejudice and the structures that perpetuate it.
challenges stereotyped images internally and externally and, in their place, promotes positive images
declares as unacceptable any language, action or belief which is prejudiced or which encourages prejudice in others
does not tolerate any form of behaviour which is derogatory, demeaning or insulting to other persons or groups on the grounds of race, gender, reassignment, disability, religion, culture, political beliefs, sex, sexual orientation or age
Creates an environment in which individual differences and the contributions of all our trustees, members and volunteers are recognised and valued.

OUR COMMITMENT

To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
Every employee is entitled to a working environment that promotes dignity and respect. We will not tolerate intimidation, bullying, or harassment.
Training, development and progression opportunities are available to all staff.
Promoting workplace equality is a good management practice and makes sound business sense.
We will review all our employment practices and procedures to ensure fairness.
Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
This policy is fully supported by senior management.
The policy will be monitored and reviewed regularly.

RESPONSIBILITIES OF MANAGEMENT

Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chief Executive / Business Owner. Directors / Managers will ensure that they and their staff operate within this policy and arrangements and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:

all their staff are aware of the policy and, the arrangements, and the reasons for the policy;
grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
proper records are maintained.

The Head Office will be responsible for monitoring the policy's operation regarding employees and job applicants, including periodic departmental audits.

RESPONSIBILITIES OF STAFF

Responsibility for ensuring that there is no unlawful discrimination rests with all staff, and staff attitudes are crucial to the successful operation of fair employment practices. In particular, all members of staff should:

comply with the policy and arrangements;
not discriminate in their day-to-day activities or induce others to do so;
Not victimise, harass or intimidate other staff or groups who have, or are perceived to have, one of the protected characteristics.
Ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
Inform their manager if they become aware of any discriminatory practice.

THIRD PARTIES

Third-party harassment occurs when a BLESSTCIC employee is harassed, and the harassment is related to a protected characteristic by third parties such as clients or customers. BLESSCIC will not tolerate such actions against its staff, and the employee concerned should inform their manager/supervisor immediately that this has occurred. BLESSTCIC will thoroughly investigate and take all reasonable steps to ensure such harassment does not happen again.

RELATED POLICIES AND ARRANGEMENTS

All employment policies and arrangements affect equality of opportunity. BLESSTCIC policies will be reviewed regularly, and any identified discriminatory elements will be removed.

RIGHTS OF DISABLED PEOPLE

The BLESSTCIC attaches particular importance to the needs of disabled people.

Under the terms of this policy, managers are required to:

Make reasonable adjustments to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, and reduced working hours. (NB: managers are expected to seek advice and guidance from external agencies where appropriate to maintain disabled people in employment);
include disabled people in training/development programmes;
Give full and proper consideration to disabled people who apply for jobs, making reasonable adjustments for their particular aptitudes and abilities to allow them to do the job.

EQUALITY TRAINING

Staff will receive regular briefing sessions on equality issues, which will be repeated as necessary. Equality information is also included in induction programmes.

Managers will be provided with training on this policy and the associated arrangements. All managers involved in the recruitment and selection process will receive training.

Refrain from discriminating in opportunities for recruitment, training, promotion or transfer of employees or volunteers.

Ensure that every individual is assessed according to his or her personal capability to carry out a given job or role.

MONITORING

The BLESSTCIC deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.

The system will routinely collect and analyse employee information by gender, marital status, ethnic origin, sexual orientation, religion/beliefs, grade, and length of service in the current grade. It will also maintain information regarding the number of staff who declare themselves disabled.

There will also be regular assessments to measure the extent to which recruitment to first appointment, internal promotion and access to training/development opportunities affect equal opportunities for all groups.

We will maintain staff information who have been involved in specific vital policies: Disciplinary, Grievance and Bullying & amp; Harassment.

Where appropriate, equality impact assessments will be carried out on the results of monitoring to ascertain the effect of BLESSTCIC policies and our services / products may have on those who experience them.

The information collected for monitoring purposes will be treated as confidential and will not be used for any other purpose.

Suppose monitoring shows that the BLESSTCIC or areas within it need to be more representative or that sections of our workforce need to progress appropriately within the Company. In that case, an action plan will be developed to address these issues. This plan will include a review of recruitment and selection procedures, BLESSTCIC policies and practices, and consideration of taking legal Positive Action.

GRIEVANCES/DISCIPLINE

Employees have a right to pursue a complaint concerning discrimination or victimisation via the BLESSTCIC Grievance or Harassment Procedures.

Discrimination and victimisation will be treated as disciplinary offences and dealt with under the BLESSTCIC Disciplinary Procedure.

REVIEW

The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Chief Executive / Business Owner.

WHAT IS DISCRIMINATION?

BLESSTCIC believes that discrimination can take one or more of the forms set out below.

Direct discrimination is treating one person less favourably than another in the same or similar circumstances or segregating them from others solely because they are, for example, a lesbian or a gay man or because they have a disability or illness. Refusing to employ someone who has the required skills because they are deaf or because they are pregnant would constitute such discrimination.
Indirect discrimination occurs when there is a requirement or condition that applies equally to everyone but that, in practice, harms a particular group and cannot be justified.

For example, an unnecessary physical or age requirement can discriminate against women or disabled people. Another example is the setting of language tests, where language skills or fluency are not really needed for a job.

Abuse and/or harassment – Discrimination also covers actions which amount to abuse and/or harassment of people or groups of people because, for example, they are a member of a national, racial or ethnic minority group, a woman, a lesbian, a gay man or have a disability or illness.
Victimisation occurs when a person is treated less favourably or is discriminated against because she/he has pursued or intends to pursue their rights in respect of alleged discrimination.
Institutional racism (Macpherson Report, 1999) - The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen in the processes or attitudes and behaviour, which amount to discrimination, unwitting prejudice, ignorance, thoughtlessness, and racist stereotyping, which disadvantages minority ethnic people.
Racist incident (Macpherson Report, 1999) - Any incident which is perceived to be racist by the victim or any other person. If the victim doesn’t want to complain, another person may do so.
Disability - This is where a disabled person is treated unfavourably because of something connected to their disability that cannot be objectively justified. This only applies where the organisation knew or could reasonably be expected to know that the person was disabled.
Associative Discrimination - This is where someone is treated worse than someone else because they are associated with someone with a Protected Characteristic.
Perceptive discrimination is when someone is treated worse than someone else because there is an incorrect assumption that they have a protected characteristic. This applies even if the person does not possess the characteristic.
Third Party Harassment - This is where an employee is harassed by a third party who is not an employee, e.g. volunteers or service users.

Discrimination in any of the forms stated above is unacceptable, regardless of whether there was any intention to discriminate or not.

STAFF DEVELOPMENT

Decisions about learning and development opportunities will be made per the BLESSTCIC Learning policy. All staff will have access to opportunities to enable them to develop in line with BLESSTCIC’s aims and objectives.

SERVICE PROVISION

This policy covers all BLESSTCIC services. BLESSTCIC will promote equality and diversity in its work with other agencies or individuals.

BLESSTCIC services will be reviewed regularly and changed where needed. All trainers, facilitators and consultants contracted to work for BLESSTCIC will be required to support our Equality and diversity policy.

RECRUITMENT AND SELECTION

BLESSTCIC believes that no person or group should be treated less favourably in employment because of the reasons in the Statement of intent.

MISCELLANEOUS

Office accommodation - BLESSTCIC will make every effort to ensure that premises used in relation to its work are accessible and inviting for all community members.
Purchasing - BLESSTCIC reserves the right not to purchase goods and services from agencies whose activities are contrary to the principles outlined in this policy.
Promotion of policy - Copies of this policy will be freely available to staff, volunteers, members and any other interested parties. A laminated copy of the Statement of intent and a named contact for more information will be placed in a prominent position in BLESSTCIC.
Travel - BLESSTCIC recognises that not everyone has access to personal transport or can use it and will plan its services and activities with this in mind.

SERVICE DELIVERY POLICY

The following are statements is the service that BLESSTCIC provides:

We will take steps to ensure that the advice service we provide is available to everyone and recognises the needs of individuals.
We ask that people who use our service do not discriminate against other groups of people.
We will create links with other groups in the area to ensure that if the centre cannot help, we can refer them to another agency.
We will use the information we gain from the service to promote awareness of our service users' problems.
We will operate a complaints policy and will invite service users to make a complaint if they have been dealt with unfairly by the centre.
Our centre’s office is on the ground floor and offers easy access to clients with wheelchairs or any other kind of disability. Different languages, such as Somali and English, and large print materials are also available.
You can find information about our centre’s services, such as opening hours and accessibility to the local community newspapers.
Our staff offers interpreting and language help when you meet with the local authority, which does not provide interpreters (remember, it is only available for pre-booking).
Our centre is open five days a week, from Monday to Friday, between 09:00 AM – 1:00 PM and 2:00 PM – 9:30 pm.

IMPLEMENTATION AND MONITORING

Monitoring of the Equality and diversity policy and its implementation is the committee's responsibility.

All staff, trustees, and volunteers will be involved in creating an environment that values equality and diversity.

BLESST will monitor the effectiveness of the policy by evaluating its services and obtaining feedback from employees and volunteers. Moreover, the club will conduct annual staff monitoring by protected characteristics to identify areas of significant underrepresentation.

The committee will review the policy annually.

Induction for committee members and new staff will include a briefing on the Equality and diversity policy.

All new staff, committee members, and members of BLESSTCIC and any member who requests it will receive a copy of the equality and diversity policy and equality action plan.

Employees, board members, and volunteers will receive training on cultural awareness, disability awareness, and other subjects related to equality and diversity.

THE COMMITTEE

All committee members will affirm their commitment to the Equality and diversity policy.

The committee’s membership (including co-opted members) should aim to reflect a fair balance and representation of the local community. It should endeavour to redress any imbalance of under-represented groups.

BLESSTCIC policies and procedures

Other BLESSTCIC policies support our commitment to equality and diversity.

These include flexi-time, childcare contributions, parental and dependants leave, annual leave, recruitment, discipline, grievance, harassment, statement of terms and conditions and induction.

BLESSTCIC has relevant Legislation on its policy:

Race Relations Act. Outlaws discrimination based on ethnicity.
Sex Discrimination Act. In general, no one can be denied access to goods, services, activities, facilities or premises based on gender.
Disability Discrimination Act. It makes it unlawful to discriminate unjustifiably against people with disabilities and also requires providers of service to take reasonable steps to adapt their services and premises. BLESSTCIC has adopted a wheelchair and friendly office for its clients.
Human Rights Act. Enshrines in Somali law, rights and freedoms guaranteed under the Convention on Human Rights including freedom from discrimination (article 14).

REPORTING DISCRIMINATION OR POTENTIAL DISCRIMINATION

Employees and volunteers who feel that they have suffered any form of discrimination should either notify senior staff or follow the grievance procedure.

Service participants who feel that they have suffered any form of discrimination should speak to any member of BLESSTCIC staff. The staff member will take responsibility for ensuring that BLESSTCIC addresses the issue. The complaints policy will be made available to the individual.

Employees, volunteers and service participants should also use this approach if they feel that they have been the subject of harassment from someone who is not an employee of BLESSTCIC. BLESSTCIC will not tolerate any harassment from third parties towards its employees, volunteers or service participants and will take appropriate action to

prevent it from happening again.

If an employee, volunteer, or service participant witnesses behaviour that they find offensive regarding age, marriage or civil partnership, pregnancy and maternity, disability, gender reassignment, race, religion or belief, sex, or sexual orientation, even if it is not directed at them, they should also use this procedure.

In addition:

Everyone is entitled to an environment that provides dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
All will be recruited, selected and trained on the basis of the objective criteria.

We take this policy very seriously, and therefore a breach of this policy is considered to be gross misconduct and disciplinary action, including dismissal for serious offences, will be taken against those who do not comply with it.

If you have any queries regarding this policy, please contact the equal opportunities officer below.

Policy agreed on behalf of the management committee

Equal opportunities officer: ……………………………………………….

Signed: …………………………………………………………… Date: …………………………………………