EqualityDiversityPolicy
Created by: StellaVickers
Reviewed & updated by: Jo Lake, HR Adviser
Date approved by the Board of Trustees: July2012 Reviewed: June 2017
Next review due: June 2018
1.Overview
Application of this policy will be on the basis of equal opportunities regardlessof race,colour,nationality,orethnicorigins,age,maritalstatus,gender,sexualorientation, disability, religion or other personal circumstances ordisadvantages.
ThispolicyprovidesguidancetoenableallwhoworkwithorfortheBrightonOasis Project to comply with anti-discriminationlegislation.
Contents
Overview…………………………………………………………………………………………1
Contents:…………………………………………………………………………………………2
Legislative Framework………………………………………………………………………….3
OtherRelevantBOP Policies /Procedures/ Guidelines……………………………………3
Scope ofPolicy…………………………………………………………………………………..4
Policy Statement…………………………………………………………………………………4
RelevantProcedures and ImplementationGuidelines………………………………………5
1. TrainingandDisseminationofInformation………………………………………..5
2.Advice and Consultancy……………………………………………………………5
3.DiscriminationLawand Definitionof Terms………………………………………5
4.Equality,Diversityand Employment……………………………………………….6
5.Equality,Diversityand Service Provision…………………………………………7
6.Monitoring…………………………………………………………………………….9
Responsibilities…………………………………………………………………………………10
References………………………………………………………………………………………11
AppendixA –EqualityandDiversityLegislation……………………………………………12
LegislativeFramework
Acts of Parliament
The EqualityAct2010: ThisActlegallyprotects peoplefrom discriminationin theworkplaceandinwider society.Itreplaced previous anti-discriminationlawswithasingleAct, makingthelaweasier to understandand strengtheningprotectioninsomesituations.
The previous Actsincluded: Equal PayAct1970
SexDiscrimination Act1975
RaceRelations Act1976
DisabilityDiscrimination Act1995
HumanRightsAct1998
RaceRelations (Amendment) Act2000
CivilPartnership Act2004
DisabilityDiscrimination Act2005
Regulations
SexDiscrimination(Gender Reassignment) Regulations1999
RaceRelations Act1976(Amendment) Regulations2003
Equal PayAct(EPA) 1970(Amendment) Regulations2003
EmploymentEquality(Sexual Orientation) Regulations 2003
EmploymentEquality(Religion or Belief) Regulations2003
EmploymentEquality(SexDiscrimination) Regulations 2005
EmploymentEquality(Age) Regulations 2006
SexDiscrimination(Amendmentof Legislation) Regulations 2008
OtherRelevantBOPPolicies/Procedures/Guidelines:
Recruitmentofpermanentstaffpolicy StaffCode ofConductCommitments StaffWelfare Policy
DisciplinaryPolicy Procedure
HarrassmentPolicy
ScopeofPolicy
ThispolicyappliestoallBOPmanagement,employees,volunteers,service users, andvisitors.
This policy is applicable on and off BOP premises during work-related activities.
PolicyStatement
TheBrightonOasisProjectstrivesforhighstandardsbothasanemployerand asaproviderofservices.Insodoing,werecognisethe needfor encouraging diversityandwholeheartedlysupporttheprincipleof equalopportunities.
BrightonOasisProject recognisesthatdrug andalcohol misuseaffectsdiverse individualsandfamiliesandthatall people misusingsubstances may require specificsupportandservices.Thisincludes peoplewhoidentify aslesbian,gay, transgenderandbisexual,young andold,people fromblackandminority ethnic groups,andthosewithdisabilities.As anorganisationweare fully committedto challenginginequality,discriminationanddisadvantagehoweverthismayarise ormanifest. Weexistasaproviderofwomenonly adultservicestoaddress women’slackofaccessandrepresentationwithinthedrugtreatmentsystem. This approachisentirely inkeepingwiththeGender EqualityDuty(2007).Our servicesforchildrenandyoung peoplearenongenderspecific andwill be monitoredtoensureequalityofprovision.
Wewilldemonstrate ourcommitment tochallenging discrimination,celebrating diversityandensuringequalityof opportunityin allaspectsofour work.
Failuretofollowtheproceduresinthepolicymayleadtodisciplinary orother appropriate action(seeDisciplinaryPolicy Procedure).
BOPwillregularlyreviewtheimplementationofitsEqualityDiversityPolicyand strategy. Whereevidenceisfoundofineffectiveness,immediateremedialaction willbe taken toensureimplementation.
RelevantProcedures& ImplementationGuidelines
1. TrainingDisseminationof Information
Allemployees,asapartofinductionand foundationtraining,willbemadeaware ofthis policy andtheimportanceofequal opportunitiesand diversitywillbe explained.
Modifications and updatestoequalopportunitiesanddiversitypoliciesand procedureswill be broughtto theattentionofallstaff.
Contractors, visitors, volunteers & peer mentors atBOPwill also be made aware ofour equalopportunitiesanddiversity policyandvalueswhereverreasonably practical.
Serviceusersareinformedaspart oftheirinductionontoadayprogrammethat discriminationof anyformis unacceptableconduct whichwillbechallenged.
2. AdviceConsultancy
Wherereasonably practicalallrelevantstaffwillbeconsultedon modifications and updates toprocedures andpoliciesrelatingtoequalopportunities and diversity.
3. DiscriminationLawandDefinitionofTerms
ThenewEqualityDuty replacesthethree previous public sector equalityduties for race,disabilityand gender andcovers thefollowingprotectedcharacteristics; sex*,includingpregnancyandmaternity
marital status,includingcivilpartnershipstatus
gender reassignment
a person's disability
race
age
sexual orientation
religion/belief
tradeunionmembership or non-membership
statusas afixed-termor part-timeworker
*TheBrightonOasisProjectprovidesgender-specific adultservicesandthereforepositively discriminates betweenthesexes.Thisisinaccordancewithgenderdiscriminationlawwhich recognisestheneedforgender-specific servicesandgender-sensitive employees.Thereare certain rolesandpositionswithinBrighton OasisProjecttowhichexemption doesnotapply includinginfrastructureandgovernancefunctionsandtherecruitmentofthesepostsisopentoall regardlessofgender
There areseveral types oflegallydefined discrimination:
direct discrimination- treatingsomebodylessfavourablyon thegroundsof their religion,race,etc
indirect discrimination - applying an apparently general rule which in practice disadvantagesonereligion,race,etc
harassment-behaviourswhicharefoundtobethreateningordisturbing
(see StaffWelfare Policyforfurther details onthis)
victimisation-treatingsomeoneunfairlybecause,forexample,theyplan toraisea discrimination-related grievance
not making reasonable adjustments - failure to make adjustments to working practicesandenvironments wherenecessaryandreasonably possibleso thatpeople with disabilities are not disadvantaged
instructions andpressuretodiscriminate-tellpeopletodiscriminateor put pressureonthemtodoso
segregation -physicallyseparatingsomeonefromothersbecauseoftheir race, age,sexual orientation,etc
4. Equality,DiversityandEmployment
TheBrightonOasis Projectensuresthat allemployees arerecruited,trained and promotedonthebasisofability todothejob,thedemandsofthejobandthe needto maintainefficient,effectiveandappropriateservices.There shouldbe no discriminationonthegroundsofrace,colour, religiousbeliefs, ethnicornational origins,nationality,disabilities,age,sexual orientation,caring ormaritalstatusin anymatter relating toemployment.
Allgender-specificservicesaregovernedbytheneed forgender-sensitive employeesandvolunteers and arecoveredby theSex DiscriminationAct1975 andarefurther supported bythe GenderEqualityDuty2007.
Employeeswillberecruited onmerit andability only.Toensure that only relevant qualificationsandexperienceareconsidered whenrecruitmenttakes place,each postwillcarrydetailsofthejobandtheskillsandexperiencerequirements againstwhichcandidateswillbeassessedequallyandfairly.Selectioncriteria andprocedureswillensurethatindividuals areselected,transferred or promoted onthebasis oftheirrelevantskills, meritandabilities.
Advertisementsinprintedmediashalladheretoclearprintguidelines.Andall recruitmentadvertisementswill drawattentionto EqualEmploymentOpportunity Policy, Therecruitmentprocess will bereviewedregularlyand actions will be devised toaddress anyimbalancesshowninthemonitoringandreview processes.
Employeeappraisalandsupervisionprocesseswill ensurethatan evaluationon equality performanceisconsidered, andthat individualcareerdevelopment plans areestablished and monitored for allstaff,regardlessoftheir originsand status. Careerdevelopmentandtrainingwillbereviewedtoensurethatallemployees are given equal accesstoopportunitiestoprogresswithintheorganisation.
Employeeswill beprovidedwithappropriate trainingregardlessofrace, marital status,disability, age, part-timeor fixed term contractstatus,sexual orientation or religion.
What doesEqualityof Opportunitymean to theOrganisation?
Fairness and equality
Commonprocedures across BOP
Actions takenwhichcan bemeasuredandjustifiedandare recorded
Recruitingthebest personnelfor thejob
Better retention ofstaff andvolunteers
Astronger chance ofcompetingfor staff andvolunteers
Areputation asagoodemployer
Breakingdown barriers andworkingpractices
Flexibilityin employment e.g.job-sharearrangements
Goodmanagement practice
Trainingprogrammesandopportunities
Motivatingstaff andvolunteers
Team building
Establishingsupport systems
Improvedcareer development
Lookingatpotential withinandoutside theorganisation
BOPalsourgesstaff andvolunteerstobe awareofthelessobvioustypesof discriminationwhichresult fromgeneral assumptions and pre-conceptions about thecapabilities,interests andcharacteristics ofindividuals.
5. Equality,DiversityandServiceProvision
BOPrecognisesthat structural andindividualdiscriminationcan besubtleand therefore aims tomonitor, identify, andreview the potential needs ofallcurrent or prospectiveservice usersandtheirservices.
Treating everyoneinthesame manner,irrespectiveofdiffering needs,often resultsininequality. Treatmentneedstobe equalbyensuringthat itreflectsand respondstothedifferentracial,cultural, disability,age,caring responsibility,and sexual orientationneeds oftheservice users.
Diversityis a broader conceptthatbuildsupon the progressmadethrough equal opportunities.Everyoneis differentand diversityis aboutrecognising,respecting andvaluingthe differences we eachbringtowork.
Equal opportunitiesand diversitywork together byaddressing theinequalities andbarriersfacedbypeopleinunder-represented groups andby valuing, learning and benefitingfrom thediversecultures insocietyandour staff.
BOPaimstoensurethatallservices are equallyaccessible tothediverserange ofwomen,childrenandyoungpeopleinourcommunity.This involves reviewing andmanagingthefollowing:
Physicalneeds–ensuringthatpremises/facilitiesareeasilyaccessibleand thatadaptationsaremade,whereverreasonablypractical,toensureaccess for peoplewith disabilities.
Information needs – ensuring that all potential users have access to appropriate andplainEnglishinformationabouttheservices we offer.
Communication/languageneeds –ensuringthatinterpretersortranslation services are arrangedfor nonEnglish-speakingclients.
StaffPractice– ensuring thatstaffandvolunteersworkinanon-discriminatory way,sothatcurrent andpotential serviceusersfeel atease and havethe confidencetoutilisethe service. Allstaff shouldreceive traininginequal opportunitiesand diversity.
Content – any services and interventions based on Eurocentric or heterocentricmodels may alsoneedto beadaptedtointegrateandreflectthe diversityof culturaland societalnormsoftheindividualsaccessingthose services.BOPiscommitted toreviewingandchallengingthecontentand methodsofinterventions wherever this becomesapparent.
5.1 Equality ImpactAssessments(EIAs)
As partof our commitmentto goodpracticeandcompliancewithThe Equality Act 2010BOPwill carryout anEIA onall newservices, policies andstrategies. This will encourages gooddecisionmakinginthedevelopmentanddeliveryof services. Itwill enableBOPtounderstandhowdifferentgroups will beaffected byour activities andto identifyandaddressinequalities inservice deliveryand design.
Our EIAsrecognisethethree aims containedinTheEqualityAct 2010giving
‘dueregard’ to all thosewith protectedcharacteristics underTheAct.Thismeans
thatconsiderationofequalityissues within our EIAwill inso far asispossible;
Eliminateunlawfuldiscrimination,harassment,victimization andanyother conduct prohibited byThe Act,
Advance equalityof opportunitybetweenpeoplewhosharea protected
characteristic andthosewho don’t,
Foster goodrelations between people whoshare a protectedcharacteristic and
thosewho don’t.
EIAreports will be presentedto theBoard ofTrusteesandwhere necessaryan actionplan developedwhichwill bemonitoredviathesubgroupatleastquarterly.
6. Monitoring
BOPiscommittedtomonitoring,tothebestofourability,howweupholdequal opportunitiesandvaluediversitybothasanemployerandasaserviceprovider.
It will therefore monitor all current and future staff by race, age, sexual orientation,caring anddisability status.Thisistoidentify ifweare under- representedby certaingroupsinspecific posts,grades,occupationsand departments.
Effectivemonitoringhas toinclude:
Monitoringapplicants
Monitoringsuccessfulcandidate
Monitoringprogressofstaff
BOPwillalsomonitor, tothebestofitsability,thestatus/originsofallthosewho joinany ofthestructured day programmesor access any other the other services we provide.
Theresults ofourequalopportunities monitoringwillbecollatedandreportedto theBoard ofTrusteesonaregularbasisviathemonitoringsubgroup. The Director andBoard ofTrusteeswill seek toidentifygaps inservice provision,take actiontoredressany gapsorimbalances, andwilldevelopactionplanstofill these gaps.
Responsibilities
TheBoard/ManagementCommittee
HasoverallresponsibilityforpoliciesandproceduresatBOP,sofarasis reasonablypractical.
TheDirector
To overseethereviewandrenewalofpoliciesand proceduresaimedtowards theequalityof opportunities,outcomesand diversity.
Toensurethatadequateresourcesaremadeavailabletoenablethispolicy andrelevantproceduresto beimplemented.
Toensurethat all relevant equal opportunities statistics arecollated,analysedandreportedtotheboard oftrusteesandthat regular reviewsareundertaken by staffto monitorperformanceagainsttargetsandtheeffectiveness of procedures.
LineManagers/CareCo-Ordinators
Toensurestaffandvolunteersknowwhatequalopportunitiesanddiversity mean.
Tounderstandandreflecttheneedsofdifferentmembersofourcommunity andour differentstaff.
Tokeepup todatewith andoperatewithinlegislation andpolicy.
Tomeasureoutcomesofservicesdeliveredaswellasopportunitytoaccess these.
To develop and implement equality and diversity initiatives within the organisation.
Tocreateopportunitiesfor discussionandopencommunicationbetweenstaff, volunteers andserviceusers.
Tochallengestaff,volunteersandotherswhodiscriminateeitherdirectlyor indirectly.
StaffMembers
Toensuretheydonotdiscriminateagainstanystaffmember,volunteer,or serviceuser,boardmember,contractororotherpersonsinvolvedwiththe work oftheorganisation, or colludewith discriminationagainstothers.
Tobeconsiderate,caringandthoughtfultoeveryoneandtakefeelingsof differentindividuals intoconsideration.
Tofosterracialandculturalawareness forthemselves,otherstaff, andservice users.
Tooperatewithincurrentlegislationandpolicy.
References
Improvement and Development Agency summary of Equal Opportunities
Legislation-
EqualityandHumanRightsCommission-
Gender EqualityDuty–CodeofPractice
Race EqualityDuty –Code ofPractice
DisabilityEqualityDuty- Code ofPractice
ACASguide to Equality-
AFairer Future: TheEqualityBill 2009-
%20The%20Equality%20Bill%20and%20other%20action%20to%20make%20equality%20a%20reality.pdf
AppendixA–EqualityDiversityLegislation
Thispage providesaround-up ofall theequalityand diversitylegislationthat public bodies mustbeaware of, plusexternallinks tothefulllegal texts.
EqualityAct 2010
TheAct bringstogether andstrengthensearlier legislation.TheActprovidesa modern,singlelegal frameworkwithclear,streamlinedlaw tomoreeffectively tackledisadvantageanddiscrimination.Itrequirespublicbodiestoensurethat theneedsofallindividualsareconsideredwhennew servicesorchangesare plannedor carriedout.
Earlier leglislationincludes:
Civil PartnershipsAct 2004:
Provides legal recognitionandparityoftreatmentfor same-sexcouplesand marriedcouples,includingemploymentbenefitsandpensionrights.
Access theCivilPartnerships Act2004atthewebsiteoftheOffice ofPublic
Sector Information
Further informationatthe EqualityandHumanRightsCommission(EHRC)
website.
DisabilityDiscriminationAct 1995
Outlaws thediscriminationof disabled peopleinemployment,theprovisionof goods,facilities andservicesor theadministrationor management ofpremises. Access theDisabilityDiscriminationAct1995attheOfficeofPublicSector Information(OPSI) website
Further informationatthe EqualityandHumanRightsCommission(EHRC)
website.
DisabilityDiscriminationAmendmentAct 2005
Introducesapositive dutyonpublic bodiestopromoteequalityfordisabled people.
Access theDisabilityDiscriminationAct2005attheOPSIwebsite
Further informationatthe EqualityandHumanRightsCommission(EHRC)
website.
EmploymentEquality(Age) Regulation 2006
Protectsagainst discriminationongrounds ofageinemploymentandvocational training.Prohibitsdirect andindirectdiscrimination,victimisation,harassment andinstructions todiscriminate.
Access theEmployment(Age) Regulation2006atthe OPSIwebsite
Further informationatthe Acaswebsiteandthe Local GovernmentEmployerswebsite
EmploymentEquality(Religion orBelief)Regulation 2003
The directiveprotectsagainst discriminationonthegrounds ofreligionandbelief
in employment,vocational training,promotionandworkingconditions. Access theEmploymentEquality(Religion or Belief) Regulation2003atthe OPSIwebsite
Further informationatthe Acaswebsite
TheEmploymentEquality(SexDiscrimination)Regulations2005
Introducesnewdefinitions ofindirectdiscrimination andharassment, explicitly prohibitsdiscriminationonthegroundsofpregnancyor maternityleave,setsout theextenttowhichit is discriminatoryto payawomanless thanshewould otherwise have been paiddueto pregnancyor maternityissues.
Access theEmploymentEquality(SexDiscrimination)Regulations2005atthe
OPSIwebsite
Further informationatthe EqualityandHumanRightsCommission(EHRC)
website.
EmploymentEquality(SexualOrientation)Regulation 2003
The directive protectsagainst discriminationonthegrounds ofsexual orientation in employment,vocational training,promotion,andworkingconditions.
Access theEmploymentEquality(sexual orientations)Regulation 2003atthe
OPSIwebsite
Further informationatthe Acaswebsite
EqualPayAct 1970(Amended)
This gives anindividual arighttothesamecontractual payandbenefitsas a person oftheoppositesexin thesameemployment,where themanandthe woman aredoing:likework;work rated asequivalent under ananalytical job evaluationstudy; or work thatisproved tobeofequal value.
Access the Equal Pay Act(Amendment)1970attheOPSIwebsite
Further informationatthe EqualityandHumanRightsCommission(EHRC)
website.
EqualityAct 2006
Establishes asingleCommissionfor EqualityandHumanRightsby2007that replaces the threeexistingcommissions.Introducesapositive dutyon public sector bodiesto promote equalityof opportunitybetweenwomenandmen and eliminatesexdiscrimination.Protects accessdiscriminationon thegroundsof religion or beliefinterms of accesstogoodfacilities andservices.
Access the EqualityAct 2010attheOPSIwebsite
Further informationatthe Women and EqualityUnitwebsite
GenderRecognitionAct 2004
Thepurpose oftheActis to provide transsexual people withlegal recognitionin theiracquiredgender.Legal recognition follows fromtheissue ofafull gender recognitioncertificate byagender recognition panel.
Access theGender Recognition Act2004atthe OPSIwebsite
Further informationatthe EqualityandHumanRightsCommission(EHRC)
website.
RaceRelationsAct 1976
The Actprohibits discriminationonracial grounds intheareasof employment, education,andtheprovision ofgoods,facilities,services andpremises. Further informationatthe EqualityandHumanRightsCommission(EHRC)website.
RaceRelationsAmendmentAct 2000
Places astatutorydutyonallpublicbodies topromoteequal opportunity, eliminateracialdiscriminationand promotegoodrelationsbetween different racial groups.
Access theRaceRelations AmendmentAct 2000attheOPSI website Further informationatthe EqualityandHumanRightsCommission(EHRC)website.
RaceRelationsAct 1976(Amendment) Regulation 2003
Introducednewdefinitions ofindirectdiscrimination andharassment, newburden ofproofrequirements,continuingprotection after employmentceases, new exemptionforadeterminatejobrequirementandtheremoval ofcertainother exemptions.
Access theRaceRelations Act1976(Amendment) 2003attheOPSIwebsite Further informationatthe EqualityandHumanRightsCommission(EHRC)website.
Racialand ReligiousHatredAct 2006
The Actseekstostoppeoplefromintentionallyusingthreateningwords or behaviour tostiruphatred against somebodybecauseofwhattheybelieve. Access theRacialandReligious Hatred Act2006attheOPSI website Further informationatthe EqualityandHumanRightsCommission(EHRC)website.
SexDiscriminationAct 1975
The Actmakes itunlawful to discriminateonthegrounds ofsex.Sex discriminationis unlawful inemployment,education,advertisingor when providinghousing,goods,services orfacilities.Itis unlawfulto discriminate becausesomeoneismarried,inemployment or advertisementsforjobs. Access theSexDiscriminationAct1975atthe Pressfor Changewebsite Further informationatthe EqualityandHumanRightsCommission(EHRC)website.
TheSexDiscrimination (GenderReassignment) Regulations1999
The Actseekstopreventsexdiscriminationrelatingtogender reassignment.
Itclarifiedthelawfor transsexual peopleinrelationto equal payandtreatmentin employmentand training.
Access theSexDiscrimination(Gender Reassignment) Regulations 1999atthe
Pressfor Changewebsite
Further informationatthe EqualityandHumanRightsCommission(EHRC)
website.