Equal Opportunities Employer

Equality and Diversity Policy

1.0 Why do we have this policy?

1.1 Reason

Total Excellence Centre (hereafter referred to throughout this document as ‘The Company’) has a legal duty to promote fairness, eliminate unlawful discrimination and promote good relations between people. The Company is committed to these principles and will promote equality of opportunity and will treat all staff fairly and responsibly. Equality is at the core of all the responsibilities carried out by the Company and its statutory duty to have due regard to equality in its business and functions are detailed in the following relevant legislative Acts:-

  • Age Discrimination Act 2006
  • Disability Discrimination Act 1995
  • Employment Relations Act 1999
  • Employment Equality (Religion or Beliefs) and (Sexual Orientation) Regulations 2003
  • Gender Recognition Act 2004
  • Human Rights Act 1998
  • Equal Pay Act 1970
  • Race Relations Act 1976
  • Race Relations (Amendment) Act 2000
  • Sex Discrimination Act 1975 & 1986
  • Sex Discrimination (gender re-assignment) Regulations 1999

The Equality & Diversity Officer can provide further information on these Acts.

1.2 Purpose

The purpose of the Equality & Diversity Policy is remove barriers to equal opportunities and to prevent any form of discrimination regardless of an individual's ability, age, responsibility for children or other dependents, gender, disability, gender reassignment, marital status, political or religious belief or non belief, race, colour, national or ethnic origin, sexual orientation, trade union membership or activity, or work pattern.

The Company recognises that the provision of equal opportunities in the workplace is good management practice. The policy will help all employees to develop their full potential and the talents and resources of the workplace will be fully utilised to maximise the efficiency of the Company.

2.0 Who must comply with the policy?

All Company Staff, contractors and visitors.

3.0 What is this policy about?

The Equality and Diversity Policy is about:-

  • Treating everyone equally regardless of their background, circumstances or lifestyles.
  • Giving equal access to services.
  • Being socially inclusive.
  • Being transparent in all that it does.
  • Valuing customers and employees.

This policy supports the Comprehensive and Disability Equality Schemes and is underpinned by our policies and procedures relating to:-

  • Bullying & Harassment
  • Attendance at Work
  • Complaints
  • Customer Care
  • Grievance
  • Discipline
  • Procurement
  • Recruitment and Selection
  • Employee Development

4.0 How is this policy implemented?

4.1 Communication

The policy is communicated to all employees, through induction training, management training, team briefings, displayed on notice boards and will be made known to all job applicants.

4.2 Monitoring

All employees and job applicants are asked to complete a confidential equal opportunities monitoring form which will only be used for the purpose of monitoring the effectiveness of this policy.

4.3 Positive Action

It is unlawful to discriminate positively. However, the company may take positive action to encourage people from a particular group to apply for jobs or to give them assistance so they can be considered for certain vacancies. Such positive action may be taken when monitoring reveals an imbalance in particular categories or in applicants for jobs.

4.4 Dealing with Complaints of Discrimination

It is essential for those who feel they have been discriminated against to have an opportunity to challenge the actions about which they feel aggrieved.

If an employee suffers discrimination from another employee, they should report the matter to their line manager. If the line manager is party to the discrimination, the employee should report to Director.

The employee may also wish to have a confidential discussion with:-

  • The Equality & Diversities Officer

The Bullying & Harassment at Work procedures will be followed when dealing with discrimination complaints.

5.0 Roles and responsibilities

5.1 Corporate Responsibility

It will be the ultimate responsibility of the Directors who holds the corporate responsibility for equality and diversity within The Company to actively demonstrate commitment. This will be done by ensuring that the spirit of the policy is promoted and respected at all times by all within the organisation. An annual report will be produced and remedial actions taken where the need for positive action is identified decisions will be informed by the information drawn from the monitoring process.

The corporate equality and diversity officer will ensure that the policy is reviewed at least once a year, ensuring that equalities is constantly given priority and mainstreamed into all aspects of employment and the Company's business ethos.

The Company acknowledges that, as an employer, it has responsibility to protect employees in the work place, to remove all barriers to individual development and to maintain and promote an environment that appreciates diversity and is free from discrimination, harassment and bullying. All employees will be treated with dignity and respect at all times and valued for the skills and talents they bring to the Company.

The Company will mainstream equality into all aspects of the business and aims to be recognised by customers, stakeholders and the business community and communities as a company that appreciates the benefits gained from celebrating diversity.

5.2 Management Responsibility

All elected members and managers at the company will demonstrate commitment to the Equality and Diversity Policy and are responsible for ensuring the mainstreaming of equality throughout the company.

Managers and Group Leaders are responsible for monitoring individual behaviour and will take immediate action if there is evidence of discrimination, harassment or bullying. They will be responsible for continual raising awareness of individual rights and responsibilities.

Managers and Group Leaders are also responsible for supporting and encouraging staff to reach their full potential and will do so by ensuring that no barriers to development exist.

5.3 Individual Responsibility

Every employee is individually responsible for her or his own behaviour. Any employee, who causes offence or makes another individual feel unsafe or undignified or unjustly, unfairly or unlawfully prevents them from developing within the Company whether intentionally or not, may be subject to disciplinary action by the Company and may face legal action from the complainant.

Any employee, who feels that he or she is suffering from unfair, unjust or unlawful treatment, should take action as detailed in the Complaints or Grievance procedures. Similarly any employee who witnesses another individual being treated in such a way should report the incident without fear as defined in the Complaints Policy.

Training has a key role to play in promoting equality of opportunity. The Company will provide training to increase awareness of equality and diversity so that employees at all levels can perform effectively and develop their full potential within their jobs - this includes ensuring that management courses cover the implementation of equality and diversity policies.

6.0 Supporting information

Further Equality & Diversity information can be found on the following websites:-

6.1 Equality & Diversity Strategy

http://50.0.100.8/Strategies/corp/Equality_Diversity_Strategy/default.asp

6.2 Equality and Humans Rights Commission Home Page

http://www.equalityhumanrights.com/en/Pages/default.aspx

6.3 DOTS Disability CIC Home Page

http://www.dotsdisability.co.uk/

6.4 Gender Advisory Bureau Home Page

http://home.btconnect.com/gab/

6.5 Gender Identity Research and Education Society Home Page

http://www.gires.org.uk/Web_Page_Assets/frontframeset.htm