Equality, Diversity and Inclusion Policy

 Jarrodean are committed to being an inclusive and fair employer and in creating an environment where people feel valued.

We have an equality duty to:

• eliminate discrimination
• advance equality of opportunity
• foster good relations between different people when carrying out our activities

As such we are an equal opportunities employer and all recruitment, training opportunities and promotion is undertaken following a fair and equitable process. Core criteria is established based on experience, qualification and capability regardless of visible or invisible factors such as belief, religion, race, age, gender, sexual orientation, disability, ethnic origin.

Purpose

To comply with legislation and best practice with respect to Equality of Opportunities for all individuals in their day to day operations in relation to all colleagues and candidates.

The aims and objectives of the Equality and Diversity Policy are: 

• To encourage, promote and celebrate diversity in all our activities and services;
• To ensure equal access to jobs and volunteer opportunities;
• To ensure compliance with legislation on discrimination and equality (Equality Act 2010, Disabled Persons Employment Acts of 1944 and 1958, the Sex Discrimination Act 1975 and the Race Relations Act 1976, The Employment Equality (Age) Regulations 2006;
• To promote equal opportunities in all areas including age, rural-urban divides, political affiliation etc;
• To create environments free from harassment and discrimination;
• To confront and challenge discrimination where and whenever it arises, whether it is between colleagues and candidates, or in any other area relating to work;
• To make a willingness to accept and implement this policy a necessary qualification for all colleagues and candidates ;
• To ensure, through positive action and so far, as is practicable, that all premises and services are accessible to all people including those with disabilities;
• To ensure that employment and advancement within the organisation is determined by objective criteria and personal merit.

Scope

All colleagues and candidates .

Policy Introduction

• In striving for high standards we recognise the need for encouraging diversity and inclusion and support a policy of equal opportunities in all areas of our work and responsibilities.
• This policy provides guidance to enable all who work with or for us to comply with anti-discrimination legislation. The policy will also address anti-discrimination issues involving areas that currently fall outside legislation.
• Failure to follow the procedures in the policy may lead to disciplinary or other appropriate action.
• Our aims and objectives will be achieved through action planning, effective monitoring and a willingness to tackle problems where they arise. We are committed to reviewing this policy on an annual basis.
• We regularly review the implementation of our Equality and Diversity Policy and strategy. Where evidence is found of ineffectiveness, immediate remedial action will be taken to ensure timely and efficient resolution.

Definitions

• Equal Opportunities ensure that policies, procedures and practice do not discriminate against the people within our business, or anyone who comes into contact with it. It is about treating people fairly and equally regardless of who they are, their background, culture, ethnicity or lifestyle.
• Diversity ensures that all people are valued as individuals and are able to maximise their potential and contribution. It recognises that people from different backgrounds can bring fresh ideas and changes in approach, which can make the way we work and learn more creative, efficient, innovative and beneficial.
• Direct discrimination occurs when an individual is dealt with less favorably on the grounds of race, nationality, ethnicity, sexuality, gender reassignment and disability of any kind. It also includes grounds of, for example, marital status or caring responsibility e.g. children, the elderly etc; sexual orientation; age; physical, sensory or learning disability; mental health; political or religious beliefs; class; HIV status; employment status; unrelated criminal convictions; union activities.
• Indirect discrimination occurs when a requirement or condition, which although it applies equally to persons of all groups, is such that only a considerably smaller proportion of a particular group can comply with it. Examples include: a rule about clothing that disproportionately disadvantages a racial group cannot be justified; requiring applicants to have British qualifications.
• Victimisation occurs when an individual is treated less favorably because that person has asserted rights under the Sex Discrimination Act, the Race Relations Act or the Disability Discrimination Act or acted as a whistleblower on such activity. People must be able to act against unlawful discrimination without fear of reprisals.
• Harassment and bullying means repeated, unreciprocated and unwelcome comments, looks, actions, suggestions or physical contact which is found objectionable and offensive and which might threaten an employee or participant or create an intimidating or uncomfortable environment. Harassment can be sexual, racial, directed against people with disabilities or indeed related to any characteristic exhibited by the individual. 
• Positive Action refers to measures taken to assist colleagues and candidates  who have been under-represented in specific areas, to reach a level of workplace knowledge and competencies that is comparable with ‘representative’ colleagues and candidates . These measures would normally take the form of additional training and making reasonable adjustments to the physical environment, job roles, assessments or documents and equipment. ‘Positive discrimination’ at the point of selection for work is not permissible.
• We actively encourage all colleagues and candidates whether permanent, casual, or temporary to be aware of the less obvious and insidious types of discrimination which result from general assumptions and pre-conceptions about the capabilities, attitudes, interests and characteristics of individuals.

 Policy – Diversity and being Inclusive:

• We actively encourage diversity to maximise achievement, creativity, innovation and good practice, bringing benefits to our colleagues, candidates and clients.
• We actively encourage all colleagues and candidates to contribute to an environment in which people feel comfortable in expressing how they feel and what they need, knowing they will be treated with respect and that their contribution will be valued as individuals.
• The way in which we work, train and support colleagues and candidates reflects both the spirit and intentions of legislation that outlaws discrimination and promotes equality and diversity.
• We will make reasonable adjustments to working practices, equipment and premises and offer, where appropriate, additional support ensuring that individuals are able to make a full and active contribution.
• We are committed to deliver services in a way that genuinely recognises the importance of an inclusive society that brings opportunities and access, not barriers and disempowerment to individuals.

Policy – Equal opportunities:

• As an equal opportunities employer we follow a fair and equitable process. No job applicant, colleague or candidate should receive less favorable treatment on the grounds of race, colour, nationality, ethnic or national origin; sex; marital status or caring responsibility; sexual orientation; age; physical, sensory or learning disability; mental health; political or religious beliefs; class; HIV status; employment status; unrelated criminal convictions; union activities. Nor will such a person be disadvantaged by conditions or requirements which cannot be shown to be justifiable. This principle applies to recruitment, promotion, transfer, training, benefits, facilities, procedures and all terms and conditions of employment.
• Further we will monitor the composition of our workforce introducing positive action if it appears that this policy is not fully effective in all areas of its operations.

 Procedure Policy Implementation: Expectations

• We recognise that passive policies do not provide equality and will seek to promote equality and diversity within the following framework of responsibilities.
• Responsibility for implementing and developing the policy rests with all colleagues with the overall coordinating responsibility for equal opportunities and management of diversity is the Managing Director. However, we believe that all who work with or for the business have an individual responsibility to accept the policy and ensure a personal involvement in its application and to cooperate actively to make the environment we desire a reality.

Individuals should;

• cooperate with measures introduced by us to ensure equality of opportunity, diversity, non-discrimination and positive reinforcement;
• not harass, abuse or intimidate any individual on the grounds of race, colour, nationality, ethnic or national origin; sex; marital status, civil partnership or caring responsibility; sexual orientation; age; physical, sensory or learning disability; mental health; political or religious beliefs or non-belief; class; HIV status; employment status; unrelated criminal convictions; union activities or any other grounds what so ever.
• Feel sufficiently confident to inform management if they suspect discrimination is taking place in any shape or form.

 Managers should; 

• ensure that proper records of employment decisions are maintained and consistent with this policy and regular reviews of employment practices are carried out;
• ensure that grievances are dealt with in a fair and consistent manner and in line with the grievance policy and procedure;
• ensure that individuals within their area of responsibility are aware of their legal obligations, and the business’s equality and diversity policy;
• actively promote the benefits of colleague and participant diversity, in employment, service delivery, training and other activities;
• seek the views and opinions of clients, colleagues and candidates on the operation of the policy in his/ her locality/area of responsibility;
• offer advice and guidance to colleagues and candidates regarding equality and diversity policy and procedures;
• ensure that the highest standards of Equality of Opportunities practice are observed in the delivery of services and to undertake training and development opportunities as they arise to ensure that competence is maintained at all times.

The Company will;

• Ensure that managers, colleagues and candidates are supported in their roles with regard to the Equality and Diversity Policy and Procedures;
• Ensure that the Equality and Diversity Policy and associated documents are reviewed on an annual basis and any amendments or additions are cascaded to all.
• Review and approve policies, procedures and practices that impact on equal opportunities and diversity in practice;

 Policy Implementation: Recruitment and Promotion

• Clear and accurate information on vacant posts should be available through advertisement, covering job descriptions, person specifications and interview arrangements. Vacancies should be advertised sufficiently widely to reach the widest possible range of candidates, either internal and/or external with positive action taken into account.
• All recruitment material should not imply any preferred group, unless a genuine occupational qualification exists, limiting a post to a particular group. 
• Applicants will be informed, through all recruitment material of our commitment to equal opportunities and diversity and the existence of this policy.
• Person specifications may include ‘essential’ and ‘desirable’ requirements that are necessary and justifiable ensuring that these are not discriminatory.
• Job titles that are discriminatory will not be used.

Policy Implementation: Interviews and Selection

• In line with the intentions of this policy the interview panel or person must take extreme care not to ask discriminatory questions unrelated to the requirements of the job, e.g. race, colour, nationality, ethnic or national origin; sex; marital status or caring responsibility; sexual orientation; age; physical, sensory or learning disability; mental health; political or religious beliefs; class; HIV status; employment status; unrelated criminal convictions; union activities.

 Policy Implementation: Training

• In line with the intentions of this policy we will not discriminate in the provision of training courses, promotion, mentoring, day release or other opportunities wherever possible.
• Appropriate training is provided to enable colleagues to perform their jobs effectively.
• Briefing on this policy will be included in Induction.

Policy Implementation; Managers, Colleagues and Candidates

• We strive to ensure that our managers, colleagues and candidates are aware of their responsibilities to comply with the equality and diversity policy in their relations with Clients, Service Users and the wider multi-disciplinary teams.
• All advertising or informational material should not imply any preferred group, unless a genuine qualification exists limiting a vacancy to a particular group.
• Applicants for vacancies will be informed, through all promotional and informational material of our commitment to Equal Opportunities and Diversity and the existence of this policy, and will make it clear that the policy applies to all.
• Job specifications may include ‘essential’ and ‘desirable’ requirements that are necessary and justifiable ensuring that guidelines for admission are not discriminatory and are in line with the laid down criteria.

 Policy Implementation: Enforcement

• We recognise the need for a continuing commitment to genuine equal opportunities and diversity within the business. The effectiveness of the policy’s aims and objectives can only be judged by how the policy operates in practice.

Policy Enforcement – Grievances

• Anyone who feels that they have been a victim of unlawful discrimination or unfairly treated in a way contrary to the intention of this policy should raise the issue through our established Grievance Procedure. 
• Any job applicant who believes that they have been treated unfairly and contrary to the intention of this policy should raise the issue with our Managing Director.
• All incidents of direct or indirect discrimination by employees are disciplinary offences and will be dealt with under the Disciplinary Procedure.
• All incidents of direct discrimination will be dealt with by the Managing Director.
• Incidents of victimisation, harassment or bullying will be dealt with in accordance with our Harassment Policy and Procedure. Where incidents of victimisation and harassment by colleagues are proven, the issue will be dealt with under our Disciplinary Procedure.
• We will not treat lightly or ignore grievances from members of disadvantaged groups on the assumption that they are over-sensitive about discrimination. All complaints / grievances will be dealt with consistently.

Policy Enforcement – Disciplinary Procedure

• Any manager or colleague found to be in breach of this policy will be subject to an investigation that may lead to disciplinary action or professional referral.

Policy Enforcement – Monitoring

• The collection/analysis of data is vital in informing change and improving performance. Where appropriate, statistics will be collected and analysed in relation to equality and diversity matters. We will review staff retention and attrition rates and seek information on reasons for leaving through exit interviews. Local and national data or statistics will be used to benchmark our performance.
• We will annually review equality of opportunity, recruitment and selection procedures. All aspects of personnel policies and procedures shall be kept under review in order to ensure that they do not operate against the Equal Opportunities Policy.

In order to determine the impact of this policy it is important that a monitoring system is developed, which will measure commitment, progress, effectiveness and good practice. The Diversity and Equality Policy will be monitored and reviewed as follows:

• The policy will be subject to annual review.
• All relevant parties will be encouraged to submit comments for consideration.
• Where it appears that there may have been or there is a breach of the policy, we will investigate the circumstances and action will be taken to counter any proven breach of policy.

Policy Review – Annual or earlier in line with any legislative changes or as part of any operational changes that arise with regard to this policy.