NCVS Equality and Diversity Policy & Procedures

1.Purpose of the policy

We are committed to promoting and valuing equality and diversity in all our activities. This policy ensures we operate within the Equality Act 2010 and enables us to be innovative and adaptive by drawing on a diversity of staffand volunteers. This policy ensures that our services match real needs by increasing the diversity of individuals and groups who can access our services.

Aspects of equality and diversity are contained in a number of NCVS policies and procedures. This policy summarises key policy commitments in relation to employing and managing people, service delivery, planning and reviewing our work.

2.Scope of the policy

This policy applies to all NCVS employees, Trustees and volunteers

3.Policy statement

We are committed to promoting and valuingequality and diversity in all of our activities. We welcome and celebrate the richness and diversity of the communities in Nottingham and are strongly committed to achieving equal opportunities and access for all people and groups in society.

We seek to create conditions whereby all staff and volunteers are treated solely on the basis of their merits, abilities and potential, regardless of age, disability, gender, ethnic or national origin, family circumstance, nationality, race, religious or political beliefs, sex, sexual orientation or other irrelevant distinction,

Equality and diversity is the cornerstone of all of our policies and procedures. We are proud of the actions we take to eliminate discrimination and prejudice to ensure inclusion and engagement for all the people who work and volunteer with us or wish to use our services. We will continue to strive towards a culture that is diverse and which recognises and develops the potential of all our staff, volunteers and service users and we will go above and beyond the minimum legal requirements in order to achieve this.

4.What does equality and diversity really mean?

4.1Equality

Equality is about making sure people are treated fairly and given fair chances. Equality of opportunity is about everyone being evaluated fairly and being able to progress purely on the basis of their merit. It encompasses a range of provision of services legislation that’s been put into place to prevent people being treated unfavourably on the basis of protected characteristics of:

  • Age
  • Disability
  • Ethnic or National origin
  • Gender / sex
  • Gender re-assignment
  • Marital status or pregnancy
  • Nationality
  • Race
  • Religion or Belief
  • Sexual orientation

People must not be unfairly discriminated against because of any of these protected characteristics and we must all contribute to creating a positive learning and working environment where discriminatory practices and discrimination no longer happen. We recognise that certain individuals and groups are discriminated against and are committed to working towards eliminating all forms of discrimination in our work and through our employment policies and practises. In addition to the above protected characteristics, NCVS does not discriminate on the grounds of geography (where a person lives). This is an additional requirement we as an orgnisation wish to adhere to that is not required by legislation

4.2Diversity

Diversity is about respecting and valuing all forms of difference in individuals and positively striving to meet the needs of different people. It goes beyond equal opportunities legislation, encompassing any aspect of an individual that isn’t directly related to their ability to do a specific job or undertake a particular task such as social background, personality type, family commitments, where someone lives, etc.

People with different backgrounds and attitudes bring fresh ideas and perceptions, and asa diverse organisation we can draw upon the widest range of experiences so that we can offer the best services possible and be a welcoming place to work.

We will actively encourage diversity to maximise achievement, creativity and good practice and to bring benefits to individuals and communities. We will encourage all people we work with, and for, to contribute to an environment in which people feel comfortable expressing how they feel and what they need, knowing they will be treated with respect and that their contribution is valued. We will endeavour to deliver services in a way that genuinely recognises the importance of an inclusive society and that brings opportunities and access, not barriers to individuals.

However, diversity does not mean ‘anything goes’. We would not encourage any particular attitudes or beliefs if they contradict our organisation’s values.

5.How our process and procedures will ensure equality and diversity

Recruitment and selection

  • We are an equal opportunities employer. Selection for employment will be based on aptitude and ability. Job applicants will not receive less favourable treatment on the grounds of race, colour, ethnic or racial origins, religion, gender, disability, sexuality, age, gender re-assignment, marital status or any other factor that is irrelevant to the selection process.
  • We will recognise an understanding of, and commitment to, equality and diversity as a specific competence.
  • We will continue our commitments to disabled people as holders of the ‘Two Ticks’ quality standard awarded to employers who have made commitments to employ, keep and develop the abilities of disabled staff.

Induction, training and development

  • We will inform and explain our equality and diversity policy to all staff when they join us.
  • We will help all staff and volunteers to develop and reach their full potential within the resources available to us
  • We will provide mandatory training for all staff on equality and diversity issues and offer this to all our volunteers

Terms and conditions

  • We will offer employment terms and conditions that reflect current legislation, good practice and equity.

Dignity at work

  • We believe that staff and volunteers have a right to work free from prejudice and harassment. We will investigate all complaints of discrimination and harassment thoroughly, including those directed at staff and volunteers from service users, however minor they may appear to be at first sight.
  • We will take disciplinary action against any employee found to have discriminated against another employee, volunteer or service user.

Board of trustees

  • Within the parameters of our articles of association, we will work to ensure equality of opportunity and representation amongst our Board of Trustees.

The role of employees

  • All our staff have a responsibility to ensure that the policy is put into practice and that the environment we desire is a reality.
  • Staff are expected to challenge, in an appropriate way, any discrimination they some across in their working practice.
  • Failure to comply with the principles of this policy will be regarded as misconduct and could lead to disciplinary proceedings.

The role of managers

Managers have particular responsibilities to:

  • Promote a professional and positive work environment by ensuring this policy is implemented and put into practice in the management of staff
  • Encourage a culture where everyone receives respect and can voice their diverse needs, knowing that they will be heard

Delivering our service

  • Material received for publication will be considered on its merits and monitored to ensure that it is non-discriminatory.
  • Through promotion of our ‘Access Statement’ we will provide clear, accurate, and above all an honest description of our current facilitiesand the services we offer, to enable potential visitors and service users make aninformed decision as to whether we meet their particular access needs.
  • Resources will be allocated on the basis of need and may, where resources are limited, be targeted at particular types of groups
  • We will monitor the groups we work with to ensure that we reach all sectors of the community, especially those socially excluded and / or vulnerable to discrimination. Where we monitor individual service users, ethnic monitoring and other profile data will be collected in line with national census and / or other categories (e.g. funders).
  • We will promote and encourage equality and diversity best practise in the voluntary sector with everyone we work with.
  • We will ensure that any alleged incidents of discrimination or harassment from our service users are taken seriously, handled sensitively, investigated and resolved through our Complaints procedure. Our complaints procedure will be publicised in our reception area and on our website.

Planning and review

  • Key actions relating to equality and diversity are set out in the NCVS Equality and Diversity Plan. Our Equalities and Diversity Group will review progress against targets and on achieving actions and report to our Board of Trustees.
  • We will consider equality and diversity issues in our strategic plan and all other plans
  • We will regularly review this policy

Accountability

  • Our Board of Trustees is ultimately responsible for implementing and developing this policy. The overall co-ordinating responsibility for equal opportunities and management of diversity is delegated to the Corporate Services Director.

Details of how we will meet these commitments are contained in a range of related documents, see below.

Relevant documents :

NCVS Strategic Plan

NCVS Equality Action Plan

Staff Handbook

Induction Pack

Contract of Employment

Job Descriptions

Training and Development Policy

Equality & Diversity Group Terms of Reference

Equal Opportunities Values overview

Equalities and Diversity Statement

NCVS Disciplinary Procedure

NCVS Grievance Procedure

NCVS Access Statement

Policy Name / NCVS Equality and Diversity Policy & Procedures
Version / 2 (Aug. 2013)
Date of Issue
Next Review / March 2016(or earlier in response to legislative changes)
Owner / Quality Assurance Manager
File Name / N:\NCVS Policies\Current Policies\staff policies\Equal Opportunities

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