1. Purpose and Scope
1.1 The purpose of this policy is to communicate the commitment of Clothing Coventry to promoting equality, diversity and inclusion in the workplace, particularly in the areas of recruitment, training and pay.
1.2 Our aim is to ensure that all employees and job applicants, including volunteers, are treated fairly and support Clothing Coventry Coventry’s objective of providing a working environment that is free from all forms of discrimination (see Appendix 1).
1.3 Clothing Coventry aims to safeguard those who may face inequality or harassment due to one or more of the ‘‘Protected Characteristics’ which are protected from discrimination under The Equality Act 2010. This demonstrates that we value every individual; that we are willing and prepared to fulfil their needs and combat discrimination.
1.4 All individuals of Clothing Coventry are expected to put this policy into practice.
2. Policy Statement
2.1 Clothing Coventry is fully committed to providing equality, diversity and inclusion in the workplace. (See Appendix 2)
2.1 We aim, as far as reasonably practicable, to ensure that all our working practices are applied fairly and consistently. When necessary, we will take reasonable steps to avoid or overcome any particular disadvantage and to promote equality and diversity.
3. Principles and Code of Conduct
3.1 The diversity of staff and volunteers at Clothing Coventry is a source of richness that benefits us all, including the children, young people and families with whom we work.
3.2 The activities of Clothing Coventry take into account the needs, different values and backgrounds of people, while enabling them to develop an appreciation of, and respect for, the cultures of others, and a confidence and pride in their own.
3.3 Clothing Coventry recognises the importance of ensuring relevant and appropriate provision for those groups who experience disadvantage, in order that the potential and worth of every individual is recognised.
3.4 Clothing Coventry will treat all people as individuals and with respect.
All staff and volunteers are expected to read this code.
4. Objectives
Clothing Coventry will:
4.1 Promote this policy
4.2 Ensure that services are free from stereotypes, which can lead to low or restricted expectations, prejudice and discrimination.
4.3 Ensure the physical, psychological and emotional environment will not discourage access.
4.4 Provide activities which recognise and value all the cultures in the city and celebrate diversity.
4.5 Provide opportunities for personal development which reflect a diversity of cultures.
4.6 Provide opportunities for all volunteers to develop their awareness and understanding of Equal Opportunities issues.
4.7 Ensure that all paid staff and volunteers have the skills and abilities to take on their responsibilities to confront inequalities, which exist in society today.
4.8 Manage its affairs in ways which positively assert people’s rights to equal treatment, consideration and opportunity.
4.9 Ensure that its organisational structures reflect the profile of the community it serves.
4.10 Conduct job recruitment in fully open and transparent ways, in line with good equal opportunities’ practice.
5. Responsibilities
5.1 Everyone involved with Clothing Coventry has responsibility for:
* the effective operation of this policy, and for ensuring compliance with the Equality Act 2010 and associated legislation. The aim of the Equality Act 2010 is to legally protect people from discrimination in the workplace and in the wider society.
*observing relevant Codes of Practice; the Statutory Code of Practice on Equal Pay (March 2016); the Statutory Code of Practice on Employment (September 2015).
The purpose of the Codes of Practice is to provide detailed explanations of the provisions in the Act and to apply legal concepts in the Act to everyday situations.
5.2 Managers’ will:
* Champion our values, challenge prejudice, and model appropriate behaviour. This will impact upon the culture within the team, and across the organisation.
* Follow employment and volunteering policies which have been put in place to ensure lawful practice, e.g. recruitment and selection procedures.
* Be knowledgeable about, and committed to, equality and diversity by developing their knowledge and contributing to the learning of others.
* Ensure staff and volunteers attend appropriate learning and development, and use an annual appraisal process to review and set objectives aligned with demonstrating our values.
* Show strong leadership and a caring attitude, and take personal responsibility for progressing equality, diversity and inclusion, and achieving results.
* Always challenge poor practice in others, helping to promote good practice and create change.
* Encourage and enable workers to take an active role in our diversity networks.
Staff and Volunteers will:
*Be responsible for following our Code of Conduct and the principles of this Policy, while at work, or while volunteering.
*Treat people as individuals, respecting their identity, even when it is different from their own.
*Understand, and act upon the fact, that what may be acceptable to one person may not be to another.
*Not make offensive or insulting remarks about colleagues based on their age, disability, sex orientation, sex, race, religion/belief, trans status or sectarian/political opinion, or what you think their identity may be.
*Report any inappropriate behaviour, or language, to your Line Manager.
*If challenged about their behaviour, or language, take responsibility and ensure that positive changes are made to ensure no further incidents take place.
6. Raising a Complaint of Discrimination
If you believe you have been discriminated against, you should raise the matter in accordance with the Clothing Coventry Grievance Procedure (see HR Policy).
Clothing Coventry will also take very seriously any malicious or, in its opinion, unwarranted allegations of discrimination and will take appropriate action, disciplinary or otherwise, where necessary.
7. Monitoring
The Board of Trustees will monitor and review this policy annually to ensure it is achieving its objectives, and there is a demonstrable commitment to the policy at every level of the organisation.
The CEO and Managers are responsible for monitoring practice and procedures, and ensuring there is an explicit willingness to challenge, and where necessary, discipline those who do not follow the policy.
The CEO will provide regular reports to the Board of Trustees and keep them informed of any breaches of this policy.
Appendix 1
Forms of Discrimination
The following are forms of discrimination this policy aims to avoid:
Direct Discrimination
This occurs when a person is treated less favourably because of a protected characteristic that they either have or are thought to have
Indirect Discrimination
This occurs when a provision, criterion or practice is applied to everyone, but has a disproportionately adverse effect on people who share a particular protected characteristic.
Victimisation
This occurs where someone is treated unfavourably because he/she has raised a complaint under this policy or taken legal action, in relation to any alleged act of unlawful discrimination against the charity.
Harassment
This is unwanted conduct that violates an individual’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Harassment can take many different forms and may involve inappropriate actions, behaviour, comments, email or physical contact that causes offence or are objectionable. This may involve a single incident or persistent behaviour that extends over a period of time.
Discrimination arising from disability – In addition to the above, it is unlawful to treat a person unfavourably because of something that is the result, effect or outcome of their disability. Employees have a duty to make reasonable adjustments to ensure that disabled applicants, employees or other workers are not substantially disadvantaged.
The Nine Protected Characteristics:
1. Age
2. Disability
3. Sex
4. Sexual Orientation
5. Race
6. Religion or Belief
7. Gender Reassignment
8. Marriage or Civil Partnership
9. Pregnancy and Maternity
Appendix 2
Creating Equality, Diversity and Inclusion in the Workplace (Links to HR Policy)
Clothing Coventry aims to ensure equality, diversity and inclusion in the workplace through:
Recruitment and Selection
Recruitment and selection procedures will be free of bias or discrimination. Recruitment procedures will be conducted objectively. Decisions regarding an individual’s suitability for a particular role will be based on aptitude and ability.
We will consider making appropriate reasonable adjustments to the recruitment process to ensure that disabled applicants are not substantially disadvantaged.
Wherever possible, vacancies will be advertised as being suitable for flexible working, to encourage applications from individuals seeking work on a part time or job share basis.
Career and Development Training
All staff and volunteers will be given an appropriate induction to enable them to fulfil the responsibilities of their role.
All employees will be encouraged to develop their full potential, and we will not unreasonably deny an employee access to training or other career development opportunities.
Selection for promotion will be based on objective criteria and decisions will be made on the basis of merit.
Terms and Conditions
Our terms and conditions of service will be applied fairly, and benefits and facilities will be made available to all staff requiring to have access to them, as appropriate.
Clothing Coventry operates a pay and benefits system that is transparent, based on objective criteria and free from bias to ensure that all employees are rewarded fairly for their contribution and loyalty. Terms and conditions of employment for part-time employees will be provided on a pro-rata basis to full time employees.
Employment Policies and Practices
We aim to ensure that employment policies and practices, including any rules or requirements, do not directly or indirectly discriminate and are applied in a non-discriminatory manner.
We will aim as far as reasonably practicable to accommodate the requirements of different religions and cultures and will consider requests from employees to vary or change their working hours to enable to care for a dependant.
Working Environment
All individuals have the right to be treated with dignity and respect and Clothing Coventry takes reasonable steps to protect staff from discrimination, bullying or harassment and, in the event of a complaint, we will take appropriate action to prevent, as far as possible, a further occurrence. All staff are encouraged to report any incidents of inappropriate or unacceptable behaviour at work or which occurs during the course of employment, on or off the premises, including at work social events.
Clothing Coventry 