Section 4 – Human Resources Equality and Diversity Policy

The Strettons Mayfair Trust (SMT) is committed to promoting equality and diversity in all its activities to promote inclusive processes, practices and culture.

Our aim is that our workforce:

This includes promoting equality and diversity for all irrespective of:

Under the Equality Act (2010) these are known as “protected characteristics”.

Principles

The Trusts vision is to be recognised as an exemplar of excellence in community service. Equality, diversity and inclusion are at the heart of realising this vision. Our approach to equality and diversity is based on the following principles:

Achieving our vision: taking action and getting results

We aim to achieve this by:

This statement of Equal Opportunities requires a commitment from every Trustee, staff member, volunteer and service user of the Stretton MayfairTrust.

All Trust practice will seek to ensure that:

Gender

• All volunteers, staff, trustees and service users have equal access to activities, opportunities and services offered at SMT as appropriate;
• We seek to raise awareness with all volunteers, staff, trustees and service users that gender stereotyping may influence their expectations and attitudes.

Disability

• All volunteers, staff, trustees and service users will be encouraged to have an awareness and understanding of the specific individual needs of service users with disabilities and will provide appropriate support and access.

Race

• Our aim is that all volunteers, staff, trustees and service users promote good relations between people of different racial, cultural and religious groups and communities.

Religion/or Belief

• We acknowledge that members of the community come from diverse backgrounds, and we seek to promote an ethos of tolerance based on understanding of and respect for the beliefs and practices of others.

Vulnerable groups

• Our aim is that all volunteers, staff, trustees and service users have equal access to activities, opportunities and services offered at SMT.
• We will seek to raise awareness amongst all volunteers, staff, trustees and service users about how vulnerability may influence their expectations and attitudes and should therefore adjust their behaviour accordingly.

Key actions in promoting equality

The ethos of SMT

Trustees and community partnership

The Trustees try to ensure that:

Staff behaviour

Racism and racial harassment

Staff recruitment and career development

Equal Opportunities Employer

The SMT should ensure that in recruitment procedures any advertisements, shortlisting and interview procedures are without any hint of direct or indirect discrimination. In staff appointments the best candidate will be appointed based upon strict professional criteria as laid down in the job description. During employment it would be unlawful to discriminate in the way opportunities for promotion, transfer or training were offered. It is also unlawful to discriminate in dismissals, particularly in redundancy dismissals.

SMT is committed to providing equal opportunities in recruitment, employment and the workplace and to avoiding unlawful discrimination in all related practices.

Unlawful discrimination can take a number of forms:

Direct discrimination occurs where a person is treated less favourably than another because of a protected characteristic they have, or are thought to have, or because they associate with someone who has a protected characteristic (also see below).

Indirect discrimination applies to age, disability, race, religion or belief, sex, sexual orientation, gender reassignment and marriage and civil partnership. It occurs where a rule, provision, criterion or practice is applied to everyone but has the effect of particularly disadvantaging people who share a protected characteristic. However, such indirect discrimination may be justified if it can be shown that the employer acted reasonably in managing the business, i.e. that it is ‘a proportionate means of achieving a legitimate aim’.

Perceptive Discrimination applying to age, disability, race, religion or belief, sex, sexual orientation and gender reassignment, is direct discrimination against an individual due to the fact that others think, or perceive, that they possess a particular protected characteristic.

Associative Discrimination applies to age, disability, race, religion or belief, sex, sexual orientation and gender reassignment. It is direct discrimination against someone because they associate with another person who possesses a protected characteristic.

Harassment is “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.” Harassment applies to all protected characteristics except for pregnancy and maternity and marriage and civil partnership. Employees/workers
can complain about behaviour they find offensive even if it is not directed at them, and the complainant need not possess the relevant characteristic him/herself. Employees and workers are also protected from harassment because of perception and association (see above).

Victimisation occurs when an employee/worker is badly treated because s/he has made or supported a complaint, or raised a grievance, or is suspected of doing so. However, s/he is not protected from victimisation if the complaint has been made or supported maliciously.

Pregnancy and maternity provisions afford protection against discrimination to women during the period of the pregnancy and any statutory maternity leave. During this period, pregnancy and maternity discrimination cannot be treated as sex discrimination.

Everyone is required to assist in meeting the commitment to providing equal opportunities and avoiding unlawful discrimination. Employees and workers can be held personally liable as well as, or instead of, the employer for acts of unlawful discrimination. Anyone who commits a serious act of harassment may be guilty of a criminal offence. Acts of discrimination, harassment or victimisation against employees or customers are disciplinary matters and will be dealt with accordingly. Such acts may constitute gross misconduct and could lead to dismissal without notice.

Roles and responsibilities

Every Trustee, staff member and volunteer is responsible for upholding and promoting Equality.

The Board of Trustees is responsible for ensuring SMT has a culture which demonstrates equality and diversity.

The Chief Officer will demonstrate through personal leadership the importance of this policy ensuring that all staff are aware of the policy and understand their roles and responsibilities in relation to it. The Chief Officer will monitor the observance of this policy.

Employed staff will be issued with this policy by the Chief Officer and will familiarise themselves with it so they know what their responsibility is to ensure that the policy is implemented.

Volunteers will be made aware of how the policy applies to them, through the induction process. They will learn to treat each other with respect and report incidents of discrimination.

Awareness of Policy

The community should know that SMT has an equality and diversity policy and is committed to equality of opportunity for all users. The Trustees actively promote and implement equal opportunities. The Trustees agree that transparency in dealing with staff issues will allow colleagues to feel comfortable with the outcomes.

Version2020.1
Date27.01.2020
This procedure was adopted by the Chief Officer on
Signed (Chief Officer)
This procedure shall be reviewed at intervals of1 YEAR By CJT