Equality and Diversity Policy

Introduction

WP&UP (“the Charity”) is an equal opportunity charity taking into account the diversity within our workforce, volunteers and service users.

We believe that everyone should be treated equally, regardless of their religion, beliefs, age, gender, race, disability or sexual orientation.

Commitment to Equality and Diversity

The Equality & Diversity Policy requires commitment from everyone within the Charity. Our Founder, Dan Maby, is responsible for the implementation and effective operation of this policy and copies can be obtained from Dan Maby upon request.

This policy and the legislation it represents will be taken into account during the design and development of all our training material, literature and support services.

Our Responsibilities

As an employer, we ensure that we have a workplace where staff and volunteers feel valued, respected and included. Upon commencement of their employment or voluntary work, team members will be informed of the existence of this Policy and the company’s expectations of them under its terms. Harassment, exclusion and bullying will not be tolerated on any level. All team members should feel comfortable in their duties and always be treated with dignity and respect.

We will ensure that fair standards of employment practice and proper records of employment decisions are maintained.

We will deliver training on new and revised legislation to all our staff and volunteers.

We will treat all our business partners, community members and service users with respect, courtesy and consideration at all times.

Employees’ Responsibilities

All of our employees must adhere to and comply with this Policy and the spirit in which it is written.

Employees must treat all colleagues and service users with courtesy, respect and consideration at all times.

If employees or volunteers believe that any form of discrimination is taking place within the workplace, we expect them to report this to senior management immediately.

Your Rights & Responsibilities

You can expect to be treated with respect, courtesy and consideration at all times by our team members and we expect you to treat our team in the same way.

You will not be discriminated against or treated less favourably in any way on the grounds of your religion, beliefs, age, gender, race, disability, or sexual orientation.

Recruitment

Wherever possible all vacancy advertisements will include an appropriate short statement on equal opportunity and diversity, and steps will be taken to ensure that knowledge of vacancies reaches all areas of the community. We will also endeavour to ensure that all vacancies are advertised both internally and externally simultaneously.

The selection criteria (job description and employee specification) for all roles will be kept under constant review to ensure that they are essential for the effective performance of the job.

Remuneration will be set for the advertised position before applicants are seen and selected.

Wherever possible, more than one person must be involved in the recruitment and selection process. In addition, the reasons for the selection and rejection of applicants for vacancies must be recorded.

Employee Training and Promotion

Whilst all training and employment opportunities will be offered strictly on merit, we will encourage underrepresented groups to apply for these opportunities within our charity.

Wherever possible, efforts will be made to identify and remove unnecessary or unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

Objectives of the Policy

  • No applicant, employee, volunteer or service user will receive less favourable treatment or be subjected to any form of discrimination.
  • All employees, volunteers and service users will be given the help they need to attain their full potential wherever that is possible.
  • We secure the best employees for our needs by accessing all sections of the community.
  • We achieve an ability-based workforce that is in line with the working population mix.

Feedback and Complaints

We will deal with any complaints of discrimination quickly and in a constructive manner.

Any feedback or complaints that we receive will be dealt with compassionately. We appreciate that this can be a difficult subject to raise and individuals may feel uncomfortable or intimidated. We are committed to ensuring that you feel able to come forward without fear.

If you have any concerns, please contact:-

Dan Maby WP&UP Founder and Trustee

16 Shakespeare Road, Colchester, Essex. CO3 4HJ +44(0)20 3322 1080

support@bigorangeheart.org https://www.bigorangeheart.org

Conclusion

This policy runs through every function of our charity. We understand the importance of equality and diversity and will ensure that this policy is being implemented by all concerned.

Legislation

This policy takes into account the following existing legislation:-

  • The Equal Pay Act 1970
  • Human Rights Act 1988
  • Civil Partnership Act 2004
  • Gender Recognition Act 2004
  • The Rehabilitation of Offenders Act 1974
  • The Equality Act 2010
  • The Asylum & Immigration Act 1996

Monitoring & Review

We will monitor all of the feedback that we receive in relation to the issues affected by the Policy and will amend the policy as necessary.

The Policy will be updated with any amendments to existing legislation or new legislation.

In any event, this policy will be reviewed annually.

WP&UP

16 Shakespeare Road, Colchester, Essex. CO3 4HJ +44(0)20 3322 1080

support@bigorangeheart.org https://www.bigorangeheart.org