EQUAL OPPORTUNITIES AND DIVERSITY POLICY  

    Bath Child Contact Centre (BCCC) strives for high standards, both as an employer and as a provider of services. In so doing, we recognise the need for encouraging diversity and wholeheartedly support a policy of equal opportunities in all areas of our work and responsibilities.
This policy provides guidance to enable all who work with or for BCCC to comply with anti-discrimination legislation. The policy will also address anti-discrimination issues involving areas that currently fall outside any legislation. 
Failure to follow the procedures in the policy may lead to disciplinary or other appropriate action.
    BCCC’s aims and objectives will be achieved through action planning, effective monitoring and a willingness to tackle problems where they arise. We are committed to reviewing this policy on an annual basis.  Through our training, communication, interaction with families and other activities, BCCC will ensure those we work with know our statements of policy.
BCCC will regularly review the implementation of its Equal Opportunities and Diversity Policy and strategy.  Where evidence is found of ineffectiveness, immediate remedial action will be taken to ensure implementation. 

Definitions

Equal Opportunities ensures that policies, procedures, and practice within BCCC do not discriminate against the people within it.  It is about treating people fairly and equally regardless of who they are, their background or their lifestyle.
Diversity ensures that all people are valued as individuals and can maximise their potential and contribution to BCCC and to the community.  It recognises that people from different backgrounds can bring fresh ideas and a different approach, which can make the way we work and learn more fun, more creative, more efficient and more innovative.
Direct discrimination occurs when an individual is dealt with less favourably on the grounds of race, colour, nationality, ethnic or national origin or sex. Also because of, for example, marital status or caring responsibility; sexual orientation; age; physical, sensory, or learning disability; mental health; political or religious beliefs; class; HIV status; employment status; unrelated criminal convictions; union activities.
Indirect discrimination occurs when a requirement or condition, which although it applies equally to persons of all groups, is such that only a considerably smaller proportion of a particular group can comply with it. Examples: a rule about clothing that disproportionately disadvantages a racial group cannot be justified; requiring applicants to have British qualifications.
Victimisation occurs when an individual is treated less favourably because that person has asserted rights under the Sex Discrimination Act, the Race Relations Act or the Disability Discrimination Act, or acted as a whistle-blower on such activity. People must be able to act against unlawful discrimination without fear of reprisals.
Harassment means repeated, unreciprocated and unwelcome comments, looks, actions, suggestions, or physical contact which is found objectionable and offensive, and which might threaten an employee or participant or create an intimidating or uncomfortable environment.  Harassment can be sexual, racial, directed against people with disabilities, or indeed related to any characteristic exhibited by the individual.  
Positive action refers to measures taken to assist employees or learners who have been underrepresented in specific areas to reach a level of workplace knowledge and competencies that is comparable with 'representative' employees. These measures would normally take the form of additional training. 'Positive discrimination' at the point of selection for work is not permissible.
Commitment to Equal Opportunities
    BCCC is committed to the principle of equal opportunity in employment and is opposed to any form of less favourable treatment or financial reward through direct or indirect discrimination, harassment, victimisation to employees or job applicants on the grounds of sex, race, age, religion or belief, marital status or civil partnership, sexual orientation, pregnancy/maternity, disability, gender reassignment or any other characteristic unrelated to the performance of the job.
The main legislation that covers equal opportunity and discrimination is the Equality Act 2010, but BCCC also recognises its obligations under the Rehabilitation of Offenders Act 1974, the Protection from Harassment Act 1997, the Human Rights Act 1998, the Sex Discrimination (Gender Reassignment) Regulations 1999, the Racial and Religious Hatred Act 2006 and any Codes of Practice issued by the Equality and Human Rights Commission.
Policy Statements 

Diversity

    BCCC will actively encourage diversity to maximise achievement, creativity and good practice and to bring benefit to individuals and communities.
     BCCC encourages all people it works 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 will be valued. 
    The way we work, train and learn within BCCC reflects both the mission and objectives of BCCC and the spirit and intentions of legislation that outlaw discrimination and promotes equality and diversity.
    BCCC will make reasonable adjustments to working practices, equipment and premises and offer, where appropriate, additional support to management and staff to ensure they are able to take a full and active part in BCCC work.
    BCCC will endeavour to deliver services in a way that genuinely recognises the importance of an inclusive society that brings opportunities and access, not barriers to individuals.

Equal Opportunities 

    BCCC is an equal opportunities employer and provider of services. No job applicant, staff member, manager or family should receive less favourable treatment on the grounds of: race; colour; nationality; ethnic or national origin; sex; marital status or caring responsibility; sexual orientation; age; physical, sensory, or learning disability; mental health; political or religious beliefs; class; HIV status; employment status; unrelated criminal convictions; union activities. Nor will such person be disadvantaged by conditions or requirements which cannot be shown to be justifiable. This principle applies to recruitment, promotion, transfer, training, benefits, facilities, procedures and all terms and conditions of employment.

Aims and Objectives

The aims and objectives of the Equal Opportunities and Diversity Policy are: 
i.    To encourage, promote and celebrate diversity in all our activities and services.
ii.    To ensure equal access to paid and unpaid opportunities.
iii.    To ensure compliance with legislation on discrimination and equality (Disabled Persons Employment Acts of 1944 and 1958, the Sex Discrimination Act 1975, the Race Relations Act 1976 and Disability Discrimination Act 1995).
iv.    To create environments free from harassment and discrimination.
v.    To maximise the use of resources in the best interests of staff, managers and families.
vi.    To confront and challenge discrimination where and whenever it arises, whether it be between colleagues or in any other area relating to BCCC‘s work.
vii.    To make a willingness to accept and implement this policy to be a necessary qualification for any position in BCCC.
viii.    To ensure, through positive action and so far as is practicable, that all BCC premises and services are accessible to all people.
ix.    To ensure that employment and advancement within the organisation is determined by objective criteria and personal merit.
 Policy Implementation: Expectations
    BCCC recognises that passive policies do not provide equality, and we will seek to promote equality and diversity within the following framework of responsibilities.
    Responsibility for implementing and developing the policy rests with management. The overall co-ordinating responsibility for equal opportunities and management of diversity is delegated to BCCC. However, BCCC believes that all who work with or for the organisation have an individual responsibility: to accept the policy and ensure a personal involvement in its application; to co-operate actively to ensure that the environment we desire is a reality. Therefore:
    BCCC expects individuals:
to co-operate with measures introduced by BCCC to ensure equality of opportunity, diversity and non-discrimination.
not to harass, abuse or intimidate any other staff or participant on the grounds of race; colour; nationality; ethnic or national origin; sex; marital status or caring responsibility; sexual orientation; age; physical, sensory, or learning disability; mental health; political or religious beliefs; class; HIV status; employment status; unrelated criminal convictions; union activities.
to feel sufficiently confident to inform management if they suspect discrimination is taking place.
 BCCC expects our Managers/Co-ordinator:
to ensure that proper records of employment decisions are maintained and regular reviews of employment practices are carried out.
to ensure that grievances are dealt with in a fair and consistent manner and in line with BCCC’s Grievance Policy and Procedure.
to ensure that individuals within their area are aware of their legal responsibilities, and the organisation's Equal Opportunities and Diversity Policy.
to promote actively the benefits of employee and participant diversity, in employment, services and training.
The person with responsibility for equality and diversity will:
ensure that the Co-ordinator/Managers and equality and diversity advisers are supported in their roles in regard to the Equal Opportunities and Diversity Policy and Procedures.
Ensure the Co-ordinator/Managers are appraised regularly on the state of equal opportunities and diversity within BCCC.
ensure that the Equal Opportunities and Diversity Policy and associated documents are reviewed on an annual basis.
review and approve policies, procedures and practices that impact on equal opportunities and diversity practice.
co-ordinate the delivery of an equality and diversity strategy and action plan.
Policy Implementation: Recruitment and Promotion
    BCCC strives to ensure that our management and staff reflect the wider diverse community.
    Clear and accurate information on vacant posts should be available through advertisement, job descriptions, person specifications and interview.  
Vacancies should be advertised sufficiently widely to reach the widest possible range of candidates, either internal and/or external.
All recruitment material should not imply any preferred group, unless a genuine occupational qualification exists limiting a post to a particular group.
Applicants will be informed through all recruitment material of BCCC’s commitment to equal opportunities and diversity and the existence of this policy.
Person specifications may include ‘essential’ and ‘desirable’ requirements that are necessary and justifiable. Care, and advice where necessary, is needed to ensure these are not discriminatory.
Job titles that are discriminatory should be avoided.
    Staff should be encouraged to discuss their development and training needs through a process of regular support and annual appraisals.
Policy Implementation: Interviews and Selection
    In line with the intentions of this policy, interviewing and selection policies and processes must take care to reflect the gender, disability and ethnic makeup of BCCC when selecting the panel.
    The shortlisting panel will not select candidates on the basis of the gender, name, possible disability or age of the candidate.   
The interview panel must take extreme care not to ask discriminatory questions unrelated to the requirements of the job, e.g. race; colour; nationality; ethnic or national origin; sex; marital status or caring responsibility; sexual orientation; age; physical, sensory or learning disability; mental health; political or religious beliefs; class; HIV status; employment status; unrelated criminal convictions; union activities.
Policy Implementation: Training
    In line with the intentions of this policy, BCCC will not discriminate in the provision of training courses/ opportunities wherever possible.
Appropriate training will be provided to enable staff and managers to perform their jobs effectively.  The training offered will consider the needs of all people.
    Briefing on this policy will form part of the induction procedure for staff and managers.
Enforcement
    BCCC recognises the need for a continuing commitment to genuine equal opportunities and diversity within the organisation.  The effectiveness of the policy’s aims and objectives can only be judged by how the policy operates in practice.
Policy Enforcement – Grievances
    Any staff member who feels they have been a victim of unlawful discrimination or unfairly treated in a way contrary to the intention of this policy should raise the issue through BCCC’s established Grievance Procedure and BCCC’s management, who must report any such complaint to the Chair of the Management Committee. If the complaint is about the Co-ordinator, this should be made through the Management Committee.
    Any job applicant who believes that he/she has been treated unfairly and contrary to the intention of this policy should raise the issue with the Centre’s management.
    All incidents of direct discrimination are disciplinary offences and will be dealt with under the Disciplinary Procedure. 
Incidents of indirect discrimination will be investigated to determine whether they should be dealt with under the Disciplinary Procedure.  
    Incidents of victimisation or harassment will be dealt with in accordance with BCCC’s Harassment Procedure. Where incidents of victimisation and harassment are proven, the issue will be dealt with under BCCC’s Disciplinary Procedure.
    BCCC will not treat lightly or ignore grievances from members of disadvantaged groups on the assumption that they are oversensitive about discrimination.
Policy Enforcement – Disciplinary Procedure
    Any member of staff found to be in breach of this policy will be subject to disciplinary action in line with the Standard Terms of Employment.
Any member of staff or management found to be in breach of this policy will be counselled on his/her actions and may, where necessary, be removed from BCCC’s register.
Any member of any committee or working group of BCCC. found in breach of this policy will be counselled on his/her actions and may, where necessary, be asked to leave.
Any staff member found in breach of this policy will, where appropriate, be counselled on his/her actions and may, where necessary, be referred to their organisation or refused future services from BCCC.
Monitoring
    BCCC views the collection/analysis of data as vital in informing change and improving performance. Where appropriate, statistics on our services will be collected and analysed in relation to equality and diversity matters. We will review employee turnover and seek information on reasons for leaving. Local and national data or statistics will be used to benchmark our performance.
    The Management Committee will review annually equality of opportunity relating to BCCC services. Recruitment and selection procedures will be monitored and reviewed annually by the Chair, who will report to the Management Committee. All aspects of personnel policies and procedures shall be kept under review to ensure that they do not operate against the Equal Opportunities and Diversity Policy.
    To determine the impact of this policy, it is important that a monitoring system be developed which will measure commitment, progress and effectiveness. The  Equal Opportunities and Diversity Policy will be monitored and reviewed as follows:
Management will undertake an annual policy review. All relevant parties will be encouraged to submit comments for consideration.
Where it appears that there may have been or there is a breach of the policy, the Chair of the Management Committee will investigate the circumstances and action will be taken to counter any proven breach of policy.
If it is found that the policy is excluding or discouraging the development of staff or restricting other people, the Chair should take positive action to readjust the policy.