ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

PO06 – EQUALITYAND DIVERSITY

1.SCOPE

1.1. ELMSvaluesdiversity andiscommittedtoensuringtheequalityof opportunity bothinemploymentandservicedelivery.Webelievethat everyoneshouldbetreatedfairlyregardlessoftheirrace,colour,ethnicor nationalorigin,religionorbelief,gender,sexualorientation,maritalstatus, age,disabilityorappearance. ELMSisopposedtoanytypeofprejudice and/oruseof stereotypes.

2.PURPOSE

2.1. Inadditiontofulfillingourstatutoryresponsibilitiestopromoteequalityof opportunity inallouractivities,wearecommittedtodevelopingan organisational culturethatvaluespeoplefromallsectionsofthe communityandthecontributioneachindividualcanmaketoourwork.It isouraimtohaveadiverseworkforcewithrepresentationofdifferent groupsateachleveloftheorganisation.Furthermore,wewillstriveto ensurethatourstaffandTrusteeswill,asaminimum,reflect thediversity ofourserviceusers.

3.POLICYSTATEMENT

3.1. ELMSrecognisesthatwehavetheopportunityandinfluencetoreduce thedisadvantages thatpeopleexperience,bymakingourservicesmore responsive to all communities and individual needs. We want our services,facilitiesandresourcestobeaccessible.Toensurethisweaim to makeinformationavailableto speakersof otherlanguages,peoplewith differentliteracylevelsanddegreesofsensorydeprivation.

3.2. ELMSwillreview,aspartofourannualmonitoring,theeffectivenessof ourequalityanddiversityarrangements. Thisreviewwillinclude monitoringof equalopportunitiesdatainrecruitmentandreferrals.

4.PROCEDURE

4.1. ELMSwilltakeactionagainstanyoneresponsiblefordiscriminationor harassment whilstworkingonourbehalforlivingin,orvisitingour properties.ToensurethiswewillactivelypromotetheuseofourAnti- Harassment/BullyingPolicy(HS09),EqualityDiversityPolicy(PO06), Complaints &SuggestionsPolicy(QA07)andAdultProtectionPolicy (SM09).

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

4.2. InadditiontothisELMSexpectsandplacesanobligationonthosewho representtheorganisation, includingemployeesandtheTrustees,to upholdourcommitments andtopromoteequalityintheprovisionof servicesandasanemployer.Inadditionweplaceanexpectation on serviceusers,volunteersandcontractors toupholdtheprinciples of equalityanddiversity.

4.1.ENSURINGEQUALITYDIVERSITY

4.1.1Ouroverallstrategyforequalityanddiversityisto ensurethatthepolicyis appliedfully,fairlyandconsistentlyacrossELMSasanintegralpartof ouremploymentandservicedeliveryarrangements.

4.1.2ELMSrecognisesthatallpeoplearedifferent andaimstoensurethatwe treateachindividualwithdignityandrespect.Werecognisethatsome kindsofdifference, discriminationordisadvantagearewidelysharedand experienced.Itisthereforeouraimnottorepeatnegativeexperiences thatourstafforserviceusershavehadinthepast. Inordertoachieve theaimsofouroverallstrategy wewilltakeaction toaddress discrimination experienced byparticulargroups,aswellasactionto promoteandachievediversityinemploymentandservicedelivery.

4.1.3ThefollowingstrategiesreflecttheexistingandforthcomingECandUK legalframework anddefinitions forequality. Theythereforereferto equality(for particulargroups) whilealsosupportingdiversity(recognising theneedsof eachindividual).

4.2.PROTECTEDCHARACTERISTICS

4.2.1Theparticulargroupsprotectedbycurrentequalitylegislationare:age, disability,genderreassignment, race,religionorbelief,sex,sexual orientation,marriageandcivilpartnership andpregnancyandmaternity. Thesearecalled‘protectedcharacteristics’ andaredescribedinthis policy.

4.2.2 Thetablebelowshowswhattypesofdiscriminationeachgroupis protectedagainst.

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

Protected characteristics(PC)

Typesof discrimination

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

5.TYPESOFDISCRIMINATION:DEFINITIONS

5.1.Directdiscrimination

5.1.1Directdiscrimination occurswhensomeoneistreatedlessfavourably thananotherpersonbecauseofaprotectedcharacteristic theyhaveor arethoughttohave(seeperceptiondiscrimination below),orbecause theyassociatewithsomeonewhohasaprotectedcharacteristic(see discriminationbyassociationbelow).

5.2.Discriminationbyassociation

5.2.1Discriminationbyassociationappliestorace,religionorbelief,sexual orientation,age,disability,genderreassignment andsex.Thisisdirect discrimination againstsomeonebecausetheyassociatewithanother personwhopossessesaprotectedcharacteristic.

5.3.Perceptiondiscrimination

5.3.1Perceptiondiscriminationappliestoage,race,religionorbelief,sexual orientation,disability,genderreassignment andsex.Thisisdirect discriminationagainstanindividualbecauseothers thinktheypossessa particularprotectedcharacteristic.Itappliesevenifthepersondoesnot actuallypossessthatcharacteristic.

5.4Indirectdiscrimination

5.4.1Indirect discriminationappliestoage,race,religionorbelief, sex,sexual orientation,marriageandcivilpartnership,disability andgender reassignment.

5.4.2Indirectdiscriminationcanoccuranorganisationhasacondition,rule, policy orevenapractice thatappliestoeveryonebutparticularly disadvantages peoplewhoshareaprotectedcharacteristic.Indirect discrimination canbejustifiediftheorganisationcanshowthatitacted reasonablyinmanagingthebusiness,iethatitis ‘a proportionatemeans ofachievingalegitimateaim’.

5.4.3 Alegitimateaimmightbeanylawfuldecisionmadeinrunningthe organisation,butifthereisadiscriminatory effect,thesoleaimof reducingcostsislikelytobeunlawful.Beingproportionatereallymeans beingfairandreasonable, includingshowingthat‘lessdiscriminatory’ alternativesto anydecisionELMSmakeshavebeenlookedat.

5.5.Harassment

5.5.1Harassmentappliestoallprotectedcharacteristicsexceptforpregnancy andmaternityandmarriageandcivilpartnership. Staffareableto complainofbehaviourthattheyfindoffensiveevenifitisnotdirected at

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013
ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 3 / Approvedby: / Council / Date: / 03/04/13

them,andthecomplainant neednotpossesstherelevantcharacteristic themselves.Staffarealsoprotectedfromharassment becauseof perceptionandassociation.Formoreinformationonharassment,please referto ELMS’sHS09Harassment.

5.6.Thirdpartyharassment

5.6.1 Third party harassment applies to sex, age, disability, gender reassignment,race,religionor beliefandsexualorientation.People (thirdparties)whoarenotemployees ofELMS,suchascontractorsor serviceusersmaypotentiallyharassELMS’sstaff.ELMSwillensure thatthisisimmediately addressedinordertoprotectourserviceusers andmembersofstaff.Formoreinformation pleaserefertoELMS’s ELMS’sHS09Harassment.

5.7.Victimisation

5.7.1Victimisationoccurswhenanemployeeistreatedbadlybecausethey havemadeorsupportedacomplaintorraisedagrievanceunderthe EqualityAct;or becausetheyaresuspectedof doingso.Anemployeeis notprotectedfromvictimisation iftheyhavemaliciouslymadeor supportedanuntruecomplaint.Thereisnoneedtocomparetreatment ofacomplainantwiththatofapersonwhohasnotmade orsupporteda complaintundertheAct.

6.PEOPLEWITHRESPONSIBILITIESASCARERS

6.1. ELMSrecognisesthedisadvantagethatmaybeexperiencedbythose withresponsibilitiesforcaringforothers.Weacknowledge thatthereis nooneviewofwhatconstitutescaringresponsibility thoughitmay includecaringforchildren,apersonwithadisability andolderpeople. We wishtocreateanenvironmentwhereemployees,andserviceusers, bothmenandwomen,arefreetosharetheirneedsandconcernsas carersandarenotdisadvantagedbydoingso.

6.2.Toachievethis wewill:

•Through consultation, work to identify the needs of carers on an individualised basis and develop appropriate arrangementsto meet thoseneeds.

•Within the constraints of effective service delivery, make the best possibleuseofflexibleworkingpractices tosupportcarersinour workplace.

•Develop an organisational culture, which provides a supportive environment forcarers,wherethebalanceofworkandcarer requirementsarerecognisedandsupportedinallareasandlevels.

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

•Ensurethatdiscriminationandharassmentaredealtwithinaccordance withorganisational policyandprocedureincludingELMS’sFamily FriendlyandFlexibleWorkingpolicies.

7.GENDER(SEX)

7.1. ELMSiscommittedtoachievinggenderequality.Werecogniseour dutiesundertheEqualityActs2006and2010legislation andcodesof practiceandundertake tostriveforgenderequalityinserviceprovision andemployment.

7.2. Wherethereisagenuineoccupationalrequirement,suchastheperson beingofaparticulargendertobeconsidered forapostELMSwilldeal withthesecircumstancessensitively

7.3.Toachievethis wewill:

•Provideaccessibleandrelevantserviceswhichmeetpeople’sneeds andrespecttheirgenderandtrans-genderidentity

•Strive to create an environment free from harassment and sexist languageandbehaviour

•Withinthe constraintsof effectiveservicedelivery,createa flexible workingenvironmentwherethe balanceofworkand homerequirements arerecognisedandsupportedinallareasandlevels.

8.SEXUALORIENTATION

8.1. ELMS recognisesthediscriminationthatpeoplefaceintheirlivesdueto theirsexualityandwearecommittedtoworkingtoremovethisunfair treatment.Werecognisetheneedforourownstrategy tobeinlinewith theECDirective(2000/78/EC)andUKlegislationondiscriminationin employmentandvocationaltraining.

8.2. We wantto createanenvironmentwherelesbian,gay,heterosexualand bisexualpeoplearefreefromunfairtreatmentandharassment andfeel safeto beopenabouttheirsexuality,iftheychoosetodoso.

8.3.Toachievethis wewill:

•Undertake to ensure our services are accessible and relevant to peoples’needsinrespectof theirsexualorientation

•Aimto ensureouremploymentpoliciesarenotbasedonthe assumption thateveryoneisheterosexual

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

•Ensure discrimination and harassment are dealt with, respecting confidentiality as much as possible and in accordance with organisationalpolicyandprocedure.

9.GENDERREASSIGNMENT

9.1. Atranssexual personissomeonewhoproposesto,startsorhas completed aprocesstochangehisorhergender.Theydonotneedto be under medical supervisionto be protected – so a woman who decidestoliveasaman butdoesnotundergo anymedicalprocedures wouldbecoveredbyequalitylegislation.

9.2. ELMSrecognisesthatitis discriminationto treattranssexualpeopleless favourably for being absent from work because they propose to undergo,areundergoingorhaveundergonegenderreassignment than theywouldbetreatediftheywereabsent because theywereillor injured.

9.3. ELMS is committed to creating an environment where transsexual peoplearefreefromunfairtreatmentandharassmentandfeelsafeto beopenabouttheirsexuality,iftheychoosetodoso.

9.4.Toachievethis wewill:

•Undertake to ensure our services are accessible and relevant to peoples’needsinrespectof theirsexualorientation

•Aimto ensureouremploymentpoliciesarenotbasedonthe assumption thateveryoneisthesame

•Ensure discrimination and harassment are dealt with, respecting confidentiality as much as possible and in accordance with organisationalpolicyandprocedure.

10.RACE

10.1.ELMSiscommittedtoachievingracialequality.We recogniseour duties undertheRacialandReligiousHatredAct2006andtheEqualityActs

2006and2010andrelatedCodesofPractice.Furthertotheabovewe undertake to strive for racial equality in service provision and

employment.We are also verymuch committedto promotinggood

relationsbetweenallracialgroupsandorganisations.

10.2.InparticularELMSwill:

•Tackleunlawfulracialdiscrimination

•Promotegoodrelationsbetweenpeoplefromdifferentbackgrounds.

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

10.3.Toachievethis wewill:

•Provideservicesrelevanttopeople’sneeds,whichrespecttheircultural andsocialidentities.

•Makesureourservicesandinformationareaccessibleandavailableto membersoftheBMEcommunityandorganisations.

•Furthertotheabove,westrivetohavearepresentativeworkforceatan organisation levelwhocansensitively addresstheneedsofall communities.

•Work with other agencies and communityorganisationsto promote racialequalityandeliminateracialdisadvantageandracialharassment.

•Strivetocreateaworkenvironmentwhichis free fromracialharassment andracistbehaviour.

•Celebratediversitythrough the organisationwith cultural events for serviceuserseitherlocallyor acrosstheorganisation.

11.RELIGIONANDBELIEF

11.1.ELMSisawareofitsresponsibilitytotackleunlawfuldiscriminationand harassment ongroundsofreligionandbeliefandwilltakestepsto promotegoodrelationsbetweenpeopleofdifferentreligionsand beliefs. This recognition is in line with the EC Directive (2000/78/EC), the EqualityActs2006and2010andtheRacialandReligiousHatredAct

2006.

11.2.Toachievethis wewill:

•Striveto createanenvironment,whichrecognisesandrespectsdifferent religionsandbeliefsandisfreefromunlawfuldiscrimination and harassment.

•Ensurethatemploymentpracticesandservicesrecogniseandrespect religionandbelief.

•Throughawarenessraisingensureourstaffunderstandreligionand beliefsothattheycansensitively addresstheneedsofindividualsand differentfaithgroups.

•Work with other agencies and communityorganisationsto promote understanding andgoodrelationsbetweenpeopleofdifferentfaith groups.

•FollowgovernmentguidanceonapplyingtherelevantUKlegislation.

12.DISABILITY

12.1.ELMSHousingand Supportrecognisethe definitionof disabilityas beingaphysicalormentalhealthconditionorlearningdisabilitywhich

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

hasasubstantialandlong-termadverseeffectonapersons’abilityto carryoutnormalday-to-dayactivities.

12.2.WeacknowledgeinlinewiththeSocialModelofDisabilitythefactthat peoplewithdisabilitiesaredisadvantaged bothbyenvironmentandby socialattitudes;howeverimprovements intheoperationofservicescan reducethisdisadvantage.

12.3.We are committed to disability equality and aim to eliminate both unlawfuldiscriminationonthegroundsofdisabilityandthe disadvantage experiencedbypeoplewithadisability,whereverreasonablypossible.

12.4.Toachievethis wewill:

•RecogniseourresponsibilitiesundertheEqualityActs2006and2010 andotherlegislation.

•Strivetocreateaworkingandlivingenvironmentwherepeoplewith disabilityarefreefromdiscriminationandharassment.

•Striveto provideservicesrelevanttotheneedsof peoplewithdisability.

•Followthesocialmodelofdisabilityandwheneverreasonablypossible modifyourprocedures orequipmenttomakefulluseofanindividual’s abilityandfurthertoadaptwherereasonably practicableourfacilitiesto accommodatepeoplewithdisability.

•Trainstaffinawarenessandconfidencetosupportpeoplewithdisability whereneeded.

•Continueemployment,whereverpracticalforemployeeswhobecome disabledduringtheiremploymentandto assistintheirretraining.

•Makeourservicesandourdocumentationaccessibleandavailableto peoplewithadisability.

13.AGE

13.1.ELMSiscommittedto implementingequalityof opportunityregardlessof age.Werecogniseour dutiesinlinewith the EmploymentEquality(Age) Regulations2006onagediscrimination intheworkplaceandthe EqualityAct2010.

13.2.Werecognisethatagediscriminationcanaffectpeopleofallagesand thatageisnoindicatorofeffectivenessinworkactivities.Furthertothis webelievethatemploymentdecisionsshouldnotbebasedonage aloneandthatservicesshouldbesensitive totheneedsofallage groups.

13.3.Toachievethis wewill:

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

•Providerecruitment,promotionandtrainingonthebasisofneedand abilityregardlessof age.

•Worktoensureworkersareenabledtoretirefromtheorganisationwith dignityandflexibilityintimingandworkingarrangements.

14.MARRIAGE& CIVILPARTNERSHIP

14.1.TheEquality Act2010protectsmarriedpeopleandpeopleinacivil partnershipagainstdirectdiscrimination.Assuch,ELMSwillensurethat discriminationagainstthisgroupof peopleisaddressedanddealtwith.

14.2.ELMSiscommittedtocreatinganenvironmentwheresingle,married andpeopleincivilpartnerships arefreefromunfairtreatmentand harassmentandhavethesameopportunities.

14.3.Toachievethis wewill:

•RecogniseourresponsibilitiesundertheEqualityActs2006and2010 andotherrelevantlegislation.

•Strivetocreateaworkingand livingenvironmentwhereeveryoneisfree fromdiscriminationandharassment.

•Striveto provideservicesrelevanttotheneedsof allpeople.

15.PREGNANCYANDMATERNITY

15.1.TheEqualityAct2010protectswomenonthegroundsofpregnancyand maternityagainstdiscrimination duringthepregnancyandstatutory maternity leavetowhichwomenareentitled.Itmeansthatduringthese periods a discrimination claim cannot be treated as gender discrimination.

15.2.ELMSwillensurethatdiscrimination onthebasisofpregnancyand maternityispromptlyaddressedanddealtwith.

15.3.Toachievethis wewill:

•RecogniseourresponsibilitiesundertheEqualityActs2006and2010 andotherrelevantlegislation.

•Carryoutriskassessmentsandmakingsurethatanypregnantwoman issafetocarryouttheirjob.

•Strivetocreateaworkingand livingenvironmentwhereeveryoneisfree fromdiscriminationandharassment.

16.MONITORINGANDIMPLEMENTATION

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

16.1.ELMSHousingandSupportwillstrivetoimplement andmonitorthe effectiveness ofourequalityanddiversitystrategiesinregardsto employmentandserviceaccessanddeliveryinthefollowingways:

16.2.Employment

•Assistallouremployeestorealisetheirfullpotentialbyensuringthat theyreceivefairconsideration oftheirtrainingandcareerdevelopment needsandpromotionopportunities.

•ELMSacceptsitsresponsibilitiesundertheRehabilitationofOffenders Actof1974.Wewillnotdiscriminate against peoplewithanoffending backgroundbydenyingthemaccesstoservices,employment or volunteeringopportunities. Riskassessments willbeconductedas appropriatetothetypeofservice,volunteeringorjobrole..

•Review our recruitment, selection and training and development arrangementstoensurethattheyarefairandreflectcurrentpractice.

•Encourageserviceuserinvolvementin recruitmentof staffat alllevelsof theorganisation

•Aimtoprovidefinancialassistanceforthoseemployeeswhowishto pursueeducationandtrainingrelevantto theirfieldof work

•MakeuseoftheDisciplinaryprocedureshoulddiscriminationoccur.

16.3.Inadditiontothiswewillmaintainrecordsinandannuallyreviewthe following,inlightof thispolicy.

•Grievances

•Disciplinaryactions

•Dismissalsandotherreasonsforleaving.

16.5.Serviceaccessanddelivery

•Maintainequalopportunitiesstatisticsinreferralsandadmissionsto schemesandusethisinformationasameansof identifyinginequality.

•Reportourfindingstoandactivelyconsultwithallourstakeholders, includingserviceusers,to ensurethedeliveryofequalityand diversityin accesstoourservices

•We will strive to ensure that our service users are free from discrimination, harassmentandabusebypromotingandemployingour ComplaintsandSuggestionsandSafeguarding AdultsPoliciesand reviewingtheoutcomesannually.Theoutcomesofthesereviewsare presentedannuallytoELMS’sTrusteesviathePerformance Review Committee.

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

•Wewilllistentoourserviceusersandinvolvethemintheongoing development andreviewofservicesandpoliciesthatrecognise and valuediversity.

17.RESPONSIBILITIES AllStaff

17.1.AllstaffemployedbyELMSHousingandSupporthavearesponsibility toensurethispolicyisputintopracticeandadheredto.Additional and specificresponsibilitiesapplytothosewhomanagestaffandtothose whoaredirectlyinvolvedinrecruitment, promotion,trainingand development. Furthertothisallmembersofstaffhaveacontractual responsibilityto:

•Makesuretheyunderstandthevaluesandbenefitsofequalityand diversity.

•Familiarisethemselveswiththispolicy,followit,andensurethatany staffforwhomtheyareresponsibledosoaswell.

•Drawtotheattentiontoanyinstancesofdiscriminationoranyother perceivedprobleminrelationtoemployment ortotheprovisionofthe services.

•MakeuseoftheWhistleblowingPolicy(SM08)wherenoactionistaken toaddresslegitimateconcerns.

Contractors.

17.2. AllcontractorsemployedbyELMSHousingandSupporthavea responsibilitytoensurethispolicyisputintopracticeandadheredto. Furthertothisallcontractorshavearesponsibilityto:

•Makesuretheyunderstandthevaluesandbenefitsofequalityand diversity.

•Familiarisethemselveswiththispolicy,followit,andensurethatany staffforwhomtheyareresponsible dosoaswell.Themanagerofthe projectwherethecontractor(s)willbeprovidingtheirserviceswillgivea copyof thispolicyto thecontractor(s)priortotheirarrival.

•Drawtotheattentionofthemanageranyinstancesofdiscriminationor anyotherperceivedprobleminrelationto theprovisionoftheservices.

•MakeuseoftheWhistleblowingPolicy(SM08)wherenoactionistaken toaddresstheirconcerns.

TheTrusteesandseniormanagement

17.3.TheTrusteeshavecorporateresponsibilityforensuringthatthispolicy underpinsallaspectsofourwork.TheManagerhasresponsibilityfor

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

developingtheorganisationalcultureinwhichthispolicycanoperate effectivelyandforensuringthatitisimplemented.

17.6. Responsibilityfortheoperationof monitoringprocessesandthe managementofqualityassurancelies withtheManager

18.DEVELOPMENTANDREVIEW

18.1.ThispolicyisdesignedtoencouragepracticalchangeswithinELMS’s service delivery, the workplace and to create a healthy living environmentforour serviceusersandahealthyworkingenvironmentfor allourstaff.Thispolicywillbeupdatedandreviewed inthelightof experience fromapplyingitinpracticeandasaresultofchangesin legislationor ourowninternalorganisationalpolicies.

19.EQUALITYIMPACTASSESSMENT

20.1.The Manager is responsible for consulting with key stakeholders includingserviceuserstoconductregularEquality ImpactAssessments (EqIA)onselectednewpolicies,procedures,functionsandstrategies, withreferencetoELMS’sEqualityImpactAssessmentFramework.In ordertoassessthatEquality &Diversitymattershavebeenfullytaken intoaccount,itisacceptedthatEqualityandAssessmenttoolsother thantheEqIAmaybeutilisedforthispurpose.

20.2.ELMS’sEqualityImpactAssessmenttoolhasbeendevelopedtoassess thepotentialimpactofsomeofourpolicies,procedures, strategiesand functionsonourserviceusers,staffandexternalstakeholders.

20.3.ELMS’sEqualityImpactAssessmenttool seeFormPO06F01

21.RECORDKEEPING

21.1.All confidential information will be kept secure in line with ELMS’s

ConfidentialityandDataProtectionprocedure.

21.2.Statisticaland Monitoringdatawillbestoredandreportedin line withthe organisation’scurrentprocesses.

22.PROCEDURESTHATSTRONGLYIMPACT

•QualityAssuranceAudits,QA04

•omplaintsSuggestionsPolicy,QA07

•Codeof ContactSM07

•SafeguardingAdultsPolicy,OSH3

ELMSin WalthamForest - General
PO06–EQUALITYAND DIVERSITY
Type: / Aim / Version: / 1 / Approvedby: / Council / Date: / 29/10/2013

•WhistleblowingPolicy,SM08

•Harassment/BullyingPolicy,HS09

•Recruitment& SelectionPolicy,SM01

•DisciplinaryProcedure,SM06

•EqualityImpactAssessmentTool,PO05F01

23RELATEDPOLICIES

ThefollowingpoliciesofELMSinWalthamForestreflectandform partof our commitmenttoequality:

HO05 - Guests andVisitors

HS09W01 -Abuse

HS09W01 - RacialHarassmentHS09W03 -Sexual Harassment PO03 -Standardsof ServicePO09 -Selection Criteria

QA04 - QualityAssuranceAudits

QA07 - Complaints

QA08 - Service UserInvolvement

SM01 - Recruitment of Staff

SM06 - Disciplinaryand GrievanceProcedures

SM07 - Codeof ConductSM08 - WhistleBlowingSM09 -Adult Protection

TE01 - Enquiries,Assessments, Referralsand Moving In

TE02 - Care Planning