Download Equality and Diversity Policy

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