Policy Title: Equality and Diversity Policy Status (in force or draft) and version number: In force Version 1 If in force, date from: 1st April 2008 Approved by and date : (Management Forum, Directors, Trustees, Chief Executive) Management Forum 10th March 2008 Author: Steve Jerrom/Miriam Martin Contact for additional guidance: Miriam Martin Next Review Date: 1st April 2009 INTRODUCTION In addition to fulfilling our statutory responsibility to promote equality of opportunity in all our activities, Action is committed to developing an organizational culture that values people from all sections of the community and the contribution each person can make to its work. The aim of this policy is to support these commitments by providing a framework for continuous improvement. It covers the procedures and systems established to measure and monitor performance, both in eliminating discrimination and in implementing good practice. As a provider of a diverse range of services to visually impaired people, we recognize that we have a legal and moral obligation to respond to the wide social diversity in contemporary society and to reflect this in our organizational culture. This policy replaces the Equal Opportunity Policy that is currently in place which was largely defined by the scope of equal opportunities legislation. This policy is designed to take a broader view. In practice this means focusing beyond the traditional concept of ‘disadvantaged groups.’ It recognizes the need to value each individual, in their own right, regardless of whether they belong to any particular section of society. We also recognize that as a provider of services to people with sight loss who are recognized to be a disadvantaged and discriminated against because of society’s attitudes rather than their disability, we have a special responsibility to ensure that we promote and follow practices that work to remove these barriers. SUMMARY Policy Statement Action for Blind People is committed to ensuring and providing equality of opportunity for all. We work in a diverse society and believe that no-one should suffer disadvantage or discrimination by reason of their race, colour, ethnic origin, nationality, religion, gender, sexual orientation, HIV status, disability, marital status, age or caring responsibilities. We are committed to developing an organizational culture that values people from all sections of society and the contribution that each individual can make. We will act positively to ensure equality of opportunity and to promote diversity in all aspects of our work, ensuring that these objectives are fundamental to all our activities and underpin our policies, procedures and operating practices. Definitions Action for Blind People’s definition of Equal Opportunity and Diversity is as follows: Equal Opportunity is about removing bias, prejudice and stereotyping, so that difference does not impede any individual and that the only form of acceptable discrimination is on the basis of ability. Diversity is wider that equal opportunity, it is about giving value to the differences between people and ensuring that we work creatively with these differences to stimulate fresh ideas, broaden perceptions and empower each individual to contribute to our organization so that we achieve the best possible results. Diversity is about changing attitudes and eliminating barriers both as individuals and as an organization. MAIN POLICY Scope The Equality and Diversity Policy applies to all aspects of Action’s work namely in the following areas: • Governance – membership and operation of the Board of Trustees and any associated committees • Meeting service users needs • Access to Services • Provision of services • Employment and training including staff and volunteer recruitment • Service Development • Contractors and consultants • Partnership Development The relevant statutory requirements and operational procedures that provide the framework within which the policy operates are outlined in Annex A. Policy Objectives To: • Develop a culture that values people from all sections of society and the contribution that each individual can make to the work of Action. • Eliminate unfair discrimination and take positive steps to redress the effects of past discrimination in communities within which we work. • Ensure that all trustees, employees and volunteers are committed to the policy and are aware of their responsibility for its implementation. • Ensure that access to our services is fair and equitable. • Ensure that in the design of new services or in hiring contractors and consultants, Action will adopt non-discriminatory purchasing and procurement practices to ensure that they comply with the equality and diversity policy and that it does not discriminate in the execution of its contracts. • Ensure that in each relationship it has with statutory, voluntary, private sector or agency organization, Action recognizes its responsibility to promote and communicate its commitment to equal opportunity and diversity. • Ensure that its recruitment and selection procedures for staff and volunteers are developed that comply with legislation, promote best practice and are transparent, open and accountable. Responsibilities Progress in achieving the objectives of this policy will be monitored by the Directors of Action for Blind People with an annual report being made to the Board of Trustees. A Diversity Steering group will be developed to provide strategic leadership, advice and guidance to the organization. 1. All Staff and Volunteers • All members of staff and volunteers have responsibility to ensure that the policy is put into practice, to treat others with dignity and respect and to work to achieve a culture that promotes fairness and equal treatment for all. • All members of staff have a contractual responsibility to: - familiarize themselves with the policy, follow it and ensure that any staff and volunteers for whom they are responsible do so as well. - Attend training in cultural awareness, equality and diversity appropriate to their job - draw to the attention of their line manager any instance of apparent discrimination and or any perceived problem in relation to employment or the provision of services. 2. Management • The Board of Trustees, Chief Executive and Directors are individually responsible and corporately responsible for ensuring that the policy underpins all aspects of Action’s work and included in the strategic plan and annual team business plans and objectives. • The Chief Executive and Directors have responsibility for developing the organizational culture in which the policy can operate effectively and ensuring that the policy is implemented. The Chief Executive will be responsible for reporting to the Board on the: - performance against the policy - effectiveness of the procedures - feedback on how the policy is operating - progress of implementation • Directors are responsible for the development of performance targets against which progress can be monitored in their particular service area or function. • Directors and managers are responsible for ensuring that the policy is implemented in their particular service area/function. 3. Service Users Service users have a responsibility to ensure that they follow the principles of the Equality and Diversity policy in their dealings with staff, volunteer and other service users. Implementation 1. Employment We will ensure that our employment practices comply with the principles of the Equality and Diversity policy and the standards required for Investors in People (IIP) and Positive about Disability (PAD) accreditation. We will also seek to ensure that we provide opportunity for our workforce to be representative of the communities within which they work. We will take the following action: • The Head of HR will be responsible for a review of all employment policies and procedures ensuring that all stages of the process comply with the Equality and Diversity policy and are up to date and effective. • That staff with responsibility for recruitment and selection receive training in the operation of the recruitment and selection procedure and equality and diversity. • In our recruitment advertisements and literature we will make clear that we welcome applications from all sections of society and recruit solely on the basis of ability. • That we are committed to encouraging and promoting recruitment and retention of staff an volunteers from all sections of the communities in which we work. This includes specific thought about where and how we recruit. • We will analyse staffing statistics including workforce composition, recruitment, movement, training take up, appraisal results and exit interviews and report on these on a quarterly basis. These will be compared with any relevant external data and results reviewed to identify any areas of concern. In such instances we will take appropriate remedial action. • All staff and volunteers will be required to attend training on the implications of the equality and diversity policy for their work as part of their induction programme. All staff will be required to attend refresher training to bring them up to date with changes in the policy and practice since their appointment. • We will deal speedily and effectively with any complaints of alleged discrimination and/or harassment from employees ensuring all complaints are fully investigated and that remedial action is taken where necessary. • We will continue to develop a range of policies and procedures that offer staff the means to combine work, family life, cultural and religious needs. 2. Services The principles of the Equality and Diversity policy will underpin all that we do in the development and delivery of services. Heads of Services and Regional Managers will ensure the following: • That information about our services is available in accessible formats. This includes Braille, tape, large print and in other languages which reflect the ethnic makeup of the location in which the service operates. • Ensure that we adopt fair and non-discriminatory practices in relation to our work with service users. • Monitor the composition of our service users and usage by them of our service users. • Ensure that each service user has an individual plan tailored to their specific needs. • Ensure that all staff receive appropriate training to meet service users requirements. For example awareness of cultural and religious issues. • Endeavour to develop knowledge of the communities in which Action work in order to promote services to sections of the community that may be under-represented. • Provide all service users with the opportunity to contribute and participate in the development and delivery of the services provided to them. • That we carry out a formal impact assessment of how inclusive our services are. 3. Communication • The policy statement will be communicated to all staff, volunteers and service users. • The policy statement and full policy will be provided to consultants, contractors and partner agencies with whom we work and confirm their willingness to abide by it. • We will communicate our policy to external audiences where appropriate. It will be available on our website. • The policy will be available in Braille, tape, large print and made available in translation where required. 4. Resources Action will allocate resources, whether financial or staff, to ensure full and effective implementation of this policy. 5. Review The policy is designed to encourage practical changes. It is expected that it will be updated in light of experience, changes in legislation and best practice. This will take place on an annual basis. The review will include the assessment of our performance against agreed key performance measurements and frameworks. The Head of HR will assume responsibility for reviewing the elements relating to employment and the Director of Services for the elements relating to services. The Diversity Steering Group will take responsibility for ensuring that Action considers changes in best practice and experience. Equality and Diversity Policy Annex A Employment: the statutory framework for equality and diversity We will operate this policy and all other policies and practices relating to it in line with the statutory requirements. The relevant legislation is outlined below: • The Sex Discrimination Act 1975 and 1986 (as amended) and associated Codes of Practice issued by the Equal Opportunities Commission (EOC) • The Race Relations Act 1976 and associated Employment Code of Practice issued by the Commission for Racial Equality (CRE) • The Race Relations (Amendment) Act 2000 and associated Codes of Practice issued by the CRE • The Disability Discrimination Act 1995 and associated Codes of Practice • The Protection from Harassment Act 1997 • The Human Rights Act 1998 • Equal Pay Act 1970 (as amended) including the Equal Pay (Amendment) Regulations 2003 and the EOC Code of Practice on Equal Pay • The Employment Rights Act 1996 • The Employment Relations Act 1999 • The Employment Act 2002 • EC Council Directive 2000/43/EC (equal treatment between people irrespective of their racial or ethnic origin) and UK legislation to implement this, including the Race Relations Act 1976 (Amendment) Regulations. • EC Council Directive 2000/78/EC (equal treatment in the field of employment and vocational training, including religion and belief, sexual orientation, disability and age) and UK legislation to implement this, including: - Employment Equality (Religion or Belief) Regulations 2003 - Employment Equality (Sexual Orientation) Regulations 2003 - Sex Discrimination (Gender Reassignment) Regulations 2003 - The Disability Discrimination Act 1995 (Amendment) Regulations 2003 Services: the statutory framework for equality and diversity • The Race Relations Act 1976 and associated Employment Code of Practice issued by the Commission for Racial Equality (CRE) (in particular Sections 2.1 and 71 and the Code of Practice for rented housing) • The Race Relations (Amendment) Act 2000 and associated Codes of Practice issued by the CRE • The Housing Act 1988 and 1996 • The Sex Discrimination Act 1975 and 1986 (as amended) • The Disability Discrimination Act 1995 and associated Codes of Practice (in particular Disability Rights Commission Code of Practice (part 3): Code of practice dealing with the duties placed on those providing goods, facilities or services to the public and those selling, letting or managing premises). • The Protection from Harassment Act 1997 • The Human Rights Act 1998