Survey
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
Equality and Diversity Policy May 2015 The Sisters of the Sacred Hearts of Jesus and Mary Personnel Handbook Section Title Document 5 5.2 5.2.1 Fairness at Work Equal Opportunities Equality and Diversity Policy We, Sisters of the Sacred Hearts of Jesus and Mary urged by the compassion of Christ and responsive to the anguish of people and planet, are called to help shape communities of gentleness, justice and peace that witness to the healing, liberating and empowering love of God. Policy Statement 1. In keeping with their Mission and core values, the Sisters of the Sacred Hearts of Jesus and Mary are committed to achieving a working and living environment that provides equality of opportunity and freedom from discrimination. 2. The organisation is committed to the principle of respect for each individual’s diversity and acknowledges the richness that different cultural and religious beliefs, customs and other aspects of life bring to the living and working environment. 3. These commitments apply equally to those who use our services and those in our employment. Action will be taken both in the living and the working environment at the organisation’s services to effect improvements in issues relevant to equalities and diversity. 4. All forms of institutional discrimination are unacceptable, be they deliberate or unconscious, and will be dealt with accordingly. Introduction Forms of Discrimination 5. Direct discrimination where an individual receives less favourable treatment because of prejudice(s) held by another. 6. Indirect discrimination, where conditions are such that one group of people are affected adversely in favour of the majority. 7. The organisation requires all employees to abide by and adhere to these commitments and the requirements of the Equality Act 2010. In particular the following 9 characteristics are the grounds upon which we seek to treat people equally and protect staff and others from discrimination on these grounds: Age Where this is referred to, it refers to a person belonging to a particular age (e.g. 32 year olds) or range of ages (e.g. 18 - 30 year olds). Disability Produced by HC Associates Ltd for use by the Congregation Page 1 of 3 Equality and Diversity Policy May 2015 A person has a disability if s/he has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day-to-day activities. Gender reassignment The process of transitioning from one gender to another. Marriage and civil partnership Marriage is no longer restricted to a union between a man and a woman but now includes a marriage between a same-sex couple. Same-sex couples can also have their relationships legally recognised as 'civil partnerships'. Civil partners must not be treated less favourably than married couples. Pregnancy and maternity Pregnancy is the condition of being pregnant. Maternity refers to the period of 26 weeks after the birth, which reflects the period of a woman's ordinary maternity leave entitlement in the employment context. Race Refers to the protected characteristic of race. It refers to a group of people defined by their race, colour, and nationality (including citizenship), ethnic or national origins. Religion and belief Religion has the meaning usually given to it, but belief includes religious and philosophical beliefs including lack of belief (e.g. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition. Sex A man or a woman. Sexual orientation Whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes. 8. Discrimination will not be practised nor tolerated and the organisation is committed to challenge any form of discrimination it encounters. 9. In order to provide equal employment and advancement opportunities to all individuals, employment decisions will be based on merit, qualifications and abilities. Staff will be promoted, employed and treated fairly on the basis of their ability and merits, and accordingly to their suitability, and no one will be disadvantaged by a condition or requirement, which is not justified by the genuine needs of their job or of the proposed job. 10. The organisation will ensure all of its employees are paid fairly irrespective of their age, gender, seniority by establishing and using a job evaluation scheme to determine the salary range for all posts. 11. Each establishment is committed to building a workforce that is diverse and reflects the community in which it exists. 12. Employees or service users with questions or concerns about any type of discrimination in the organisation’s services are encouraged to bring these issues to the attention of their manager or a Trustee. 13. Any breach of this policy should be reported to the senior management team and will be dealt with through the organisation's discipline policy. Produced by HC Associates Ltd for use by the Congregation Page 2 of 3 Equality and Diversity Policy May 2015 14. This policy is supported by the accompanying procedures, which must be followed. Procedures 15. Principals/Service Managers are responsible for ensuring the Equality and Diversity policy is displayed prominently within the establishment and a copy given to each member of staff on appointment. Equalities issues should be a regular agenda item for staff meetings and the minutes should reflect discussion of the issues raised. 16. Principals/Service Managers should ensure that when equalities issues are raised they are listened to and action taken to address them. Employees have recourse to the Harassment policy and service users to complain to the Manager of the establishment or the Trustees. 17. Acts of harassment or discrimination by employees will be dealt with under the Discipline policy. 18. Acts of harassment or discrimination by service users or pupils will be dealt with using the following Code of Practice: (i) report any incidents to class teacher or care staff or manager (ii) record in incident book (iii) full report to person in charge of equal opportunities who will give a recommended course of action (iv) full report to Principal/Service manager (v) full report to parents or relatives with recommendations (vi) the outcome is discussed with the person who has complained of discrimination or harassment. Produced by HC Associates Ltd for use by the Congregation Page 3 of 3