Download Equality and Diversity Statement

Equality & Diversity Statement
A4S is an organisation committed to social justice and resolutely opposed to discrimination in society. We are committed
to providing services on a fair and equitable basis, regardless of race, ethnicity, religion, life-style, sex, sexuality, age,
physical/mental disability, offending background or any other factor. No person requiring services from A4S will be treated
less favourably than any other person on any grounds.
Recruitment
1. In employment we actively seek to recruit with the right mix of talent, skills and potential, promoting equality for
all, and welcome applications from a wide range of candidates. We select all candidates for interview based on
their skills, qualifications, experience and commitment to the values and purposes of the organisation.
2. As an organisation using the Disclosure & Barring Service (DBS) to assess applicants’ suitability for positions of trust,
A4S undertakes to comply fully with the DBS Code of Practice and to treat all applicants for positions fairly. It
undertakes not to discriminate unfairly against any person on the basis of a conviction or other information
revealed.
3. A Disclosure is only requested if relevant for the position concerned. For those positions where a Disclosure is
required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be
requested in the event of the individual being offered a position.
4. Where a Disclosure is to form part of a recruitment process, we encourage all applicants called for interview to
provide details of any criminal record at an early stage in the application process. We request that this information
is sent separately and in confidence to the Recruiter within the organisation and we guarantee that this information
will only be seen by those who need to, as part of the recruitment process.
5. Unless the nature of the position allows questioning about the applicant’s entire criminal record, we only ask about
“unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
6. We ensure that all those in the organisation who are involved in the recruitment process have been suitably trained
to identify and assess the relevance of offences. We also ensure that they have received appropriate guidance and
training in the relevant legislation relating to the employment of ex-offenders e.g. the Rehabilitation of Offenders
Act 1974.
7. At interview, or in separate discussion, we ensure that an open and measured discussion takes place on the subject
of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly
relevant to the position sought could lead to withdrawal of an offer of employment or voluntary work.
8. Every person under-going a DBS check will be made aware of the DBS Code of Practice and a copy will be available
on request.
9. We undertake to discuss any matter revealed in a disclosure with the person seeking a position before withdrawing
a conditional offer of employment.
Having a criminal record will not necessarily bar individuals from working with us. This will depend upon the nature of the
position and the circumstances and background of their offences.
Equality and Diversity Guidance Notes
A4S aims to offer an inclusive and fair service to clients, staff and other organisations/professionals. Working to this aim,
A4S will:
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Seek to ensure that A4S staff and clients are treated fairly and do not receive detrimental treatment as a result of race,
age, sexuality, disability, cultural or ethnic origins, religion or gender.
Recognise and value the diversity of each individual attending A4S.
Not tolerate harassment or intimidation of individuals or groups and will act promptly to investigate complaints that
are brought against individuals or groups, staff or client.
Require all employees to work within and uphold the Equality and Diversity policy.
Seek to ensure that all employees are afforded equal opportunities to progress within the organisation according to
their aptitudes, skills, abilities and strengths.
Seek to ensure that anyone applying for employment with the organisation is treated fairly and without discrimination
and no candidate is placed at a disadvantage by requirements or conditions that are not necessary to the performance
of the post.
Seek to work with agencies, associates, partners and contractors who uphold similar values and attitudes towards
people.
Show diversity in promotional materials and activities.
A4S staff in being committed to the Equality and Diversity policy and guidance will:
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Treat A4S clients, co-workers and visitors respectfully.
Encourage & celebrate cultural diversity.
Provide A4S clients with choices.
Act immediately when they become aware of any kind of bullying or harassment - including intimidating behaviour,
name calling, racism and threats.
Encourage fairness when working with A4S clients.
Serve, respect and engage all people regardless of their gender, marital status, race, ethnic origin, religion, age, sexual
orientation or physical and mental capability.
Acknowledge the freedom of people to express their beliefs and convictions respectfully and freely, within the limits of
the UK law.
Brian Burke – A4S Chair of Trustees
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Reviewed: August 2015
Next review: August 2015
www.a4sbedford.com
Part of ProgressAbility.org
01234 272101 ProgressAbility.org is a Charitable
Company Limited by Guarantee. Registered Office: 129A Barker’s Lane, Bedford, Bedfordshire, MK41 9RX
Registered Charity #: 1142732
Company Registration # in England: 07678748
Equality and Diversity Statement
August 2015
Equality and Diversity Statement
August 2015
Equality and Diversity Statement
August 2015