ࡱ> XZW@ .bjbjFF .Z,,&2222222F8d*DF,hzz"+++++++${-R/p+2```+22+<<<`N22+<`+<<r(T22)n pO?3)v++0,)=0^=0)FF2222=02)"<v++FF "FF  B.H.S. POLICY DOCUMENT 16 DIVERSITY Version 1.0 The basic concept of managing diversity accepts that the workforce consists of a diverse population of people. Thus diversity consists of visible and non-visible differences that would include factors such as sex, age, background, race, disability, personality and work style. These are founded on the premise that harnessing the difference will create a productive environment in which everyone feels valued, where their talents are being fully utilised and in which organisational goals are met. Pearn Kandola - 1994 1 Purpose of this policy The purpose of this policy is to set out how we want to celebrate diversity as a community development organisation, as a service provider, as a community leader and as an employer. This works alongside our equal opportunities policy and our recruitment policy which is the legal framework within which we recruit our staff. 2 Policy statement Barton Hill Settlement is committed to continuously creating an environment in which everyone is valued for their differences and positively promoting diversity in everything that we do. We understand that the wider the range of experiences, view points and differences we include in all our work, the more likely we are to find creative and positive solutions. 3 Who this policy applies to This policy applies to all Trustees and all staff, whether full time, part time, casual, temporary or contracted. It applies to volunteers and to the people who use our services. We will tell our partners about this policy so that they understand our commitment and expectations. We will take every opportunity to promote this policy to suppliers of services and all the different agencies that we come into contact with on an occasional basis. 4 The people responsible for putting this policy into practice The list below sets out what is expected of Trustees, Staff, and Volunteers. Anyone who acts on our behalf (paid or unpaid) must follow this policy. Barton Hill Settlement will provide training including in house awareness raising training, development and support so that Trustees, Staff and Volunteers can put this policy into practice. Every Trustee and member of staff must make sure they understand the implications of this policy, and have the knowledge and skills to put this policy into practice. 5 Delivering services We aim to do the following. 1 Provide fair and appropriate services that meet the wide range of needs of everyone in the community. 2 Make it easier for people to use our services and encourage people to use our services, including people in under-represented groups. 3 Promote good relations within the community by working with the community and our partners. 4 Make sure that we always consider equality and diversity when planning and delivering services. 6 Putting our aims into practice. 6.1 Provide fair and appropriate services that meet the wide range of needs of everyone in the community So that we can provide services fairly, we will consult the community to identify their needs. We will develop services and continuously improve them to make sure we provide them fairly and that they are value for money. We will monitor and evaluate the services we provide and compare them against other similar organisations. When reviewing services, we will consult service users about their needs and how effective our services are. If a section of the community thinks they are being treated differently, we will try to understand and deal with those differences. 6.2 Make it easier for people to use our services and encourage people to use our services, including people in under-represented groups We recognise that our community changes and that there are some people who do not use the services at Barton Hill Settlement they can benefit from. To overcome this, we will work with community groups to identify and deal with the reasons for this. We will try to make sure that: information is easy for everyone to understand; and we develop services to meet the needs of everyone. 6.3 Promote good relations within the community by working with the community and our partners We have a role as community leader and work with a number of organisations in the area, including Bristol City Council, Black Development Agency, Kuumba, Amana, UBAX, Dhek Bhal. We will continue to identify appropriate new partners. We will use our role as community development organisation to promote social cohesion and best practice relating to equality and diversity to our partners. We will do this by: sharing the lessons we have learnt with our partners; sharing information on new ways of working; sharing information on changes to the community. 6.4 Make sure that we always consider equality and diversity when planning and delivering services For this policy to be effective, we recognise that equality and diversity need to be mainstreamed in other words, part of what we do every day. We will do this by including equality and diversity in all of our planning processes. Project plans will contain diversity targets that contribute to the overall organisational targets, based on the PQASSO quality control system and using data from our Visual Human Resources Programme. 7 Employment We aim to do the following. Make sure that our workforce represents the local community. Make sure that all genders, ethnic-minority staff and disabled staff are represented at all levels in the organisation. Encourage all staff to reach their full potential. Work with staff, trade unions and staff support networks to get rid of discrimination, promote equal opportunities, and promote good employee relations. Support staff so that they can continue to work for us. Make sure that we set aside enough resources for developing staff. 8 Putting our employment aims into practice aims into practice 8.1 Make sure that our workforce represents the local community. To serve a diverse community well, we recognise that our staff need to come from a wide range of backgrounds that reflect the community. Our recruitment policy promotes equal opportunities and endeavours to ensure we have a diverse workforce. We will appoint staff based on their skills, experience and knowledge. We will take account of peoples needs to make sure our recruitment process does not discriminate against anyone. To achieve this, we will develop and monitor our recriutment policies and procedures. We will carry out positive action to help people from under-represented groups gain work experience with us, be employed by us or be redeployed. We will make transfers and appointments based on peoples skills, experience and knowledge. 8.2 Encourage all staff to reach their full potential We will make sure that staff doing the same jobs receive the same pay, across all grades. We will make sure that: our training programme deals with the personal development needs of staff; staff are supported by their managers; and appropriate procedures are in place. 8.3 Work with all stakeholders including staff, trade unions and staff support, volunteer and user networks to get rid of discrimination, promote equal opportunities, and promote good employee relations We will not accept any kind of discrimination including bullying, harassment and victimisation. We have specific policies and procedures that say how we will deal with these. We will work to get rid of discrimination in the following ways. Make sure that staff are aware of their rights and responsibilities so that they can tackle discrimination. Training staff to be able to deal with discrimination. Make it easy for staff to be able to report discrimination. Support people who have suffered discrimination. Work with the Union and staff support networks to expose discrimination. Promote equal opportunities through human resources procedures relating to recruiting, training, developing and supporting staff. Achieve good employee relations by working with the Union and staff support networks. 8.4 Support staff so that they can continue to work for us We aim to provide a workplace in which everyone can feel respected, comfortable and supported, no matter what their ethnic origin, disability, sex, religion or faith, sexuality or age. We will support disabled staff and people who become ill or disabled while employed with us by making reasonable adjustments to their hours, work or workplace. We will adopt flexible working practices where reasonable to meet individual needs. We will develop a Carers Charter which explains how we will support carers and help them stay in paid employment. 8.5 Make sure that we set aside enough resources for developing staff We will make sure we set aside enough resources for training and development to meet our equality objectives. We will achieve this by including our strategic objective in the process for setting the budget. 9 Monitoring and evaluating the policy To measure how effective this policy is, Barton Hill Settlement will monitor it and take action where necessary. The Operation Sub Group the Senior Management Team and the Diversity Working Group will monitor and evaluate the targets against PQASSO and ViZual H.R Programme and report to the Settlement Board of Trustees on an annual basis. We will review this policy in 2008/2009. 10 The law There are a number of laws relating to equality and diversity. The law is updated and amended and may change during the life of this policy so not all the legislation is listed. The main legislation that applies to this policy are the Human Rights Act 1998, the Race Relations Act 1976 and the Race Relations Amendment Act 2000, the Disability Discrimination Act 1999, the Sex Discrimination Act 1975 and the Age Discrimination Act 2006. 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