Equal Opportunities
HEMPSALL CONSULTANCIES recognises all current legislation and existing codes of practice in relation to equal opportunities and race relations. With particular regard to:
• Race Relations Act 1976 and Race Relations Amendment Act (2000)
• Disability Discrimination Act (1995)
• Disability Discrimination Act (2005)
• Sex Discrimination Act 1(975)
• Sex Discrimination (Gender Reassignment) Regulation (1999)
• The United Nations Convention on the Rights of the Child
• The Children Act (2004)
• Disability Rights Commission Act (1999)
• The Protection from Harassment Act (1997)
• Human Rights Act (1998)
• Part time Workers (Prevention of Less Favourable Treatment) regulations (2000)
• The SEN and Disability Act (2001)
• Employment Equality (Sexual Orientation) Regulations (2003)
• Employment Equality (Religion and Belief) Regulations (2003)
• Equal Pay Act (1970)
• Rehabilitation of Offenders Act (1974)
• Code of Practice on Age Diversity (1999)
We are committed to anti-discriminatory practice and attach a high priority to promoting an inclusive service and working environment for all. In particular one which is fair, accessible and non-discriminatory. This policy is communicated to all staff during the induction process and is reviewed on an annual basis in consultation with all staff.
We aim to:
- eliminate victimisation and discrimination;
- promote equality of opportunity and good relations between persons of different racial groups in recruitment, selection, training, promotion, discipline and grievance procedure;
- to monitor the numbers of job applicants from ethnic groups;
- ensure that all promotion, training and development opportunities are accessible to all employees;
- work with individuals and groups in a way which recognises and values difference;
- actively challenge stereotyping, prejudice, bullying, inappropriate language or use of humour, which undermines individuals;
- provide a safe learning environment which allows people to make mistakes without fear of ridicule and exclusion; and in which everyone can develop personally and professionally;
- ensure we do not treat disabled people less favourably than other people for a reason related to their disability;
- make reasonable adjustments to the physical features of the premises to overcome physical barriers to access;
- be an age diverse employer;
- treat everyone fairly and with respect.
To achieve this we will:
- use marketing and training materials which reflect positive images of all people/children;
- use open recruitment practices to include job centres and press advertisements;
- monitor and record the advertising of jobs, recruitment process and the selection of staff;
- monitor the support and appraisal system to ensure that all employees have access to appropriate training and development opportunities that link to the business plan;
- promote staff fairly on their ability to fulfil the job requirements;
- use fair and factual information with regard to discipline and dismissal;
- use monitoring as part of an ongoing process of analysis, asking questions, investigation and change;
- apply grievance and disciplinary procedures when staff do not follow this policy;
- ensure that planning and preparation is undertaken within an anti-discriminatory framework, that acknowledges and addresses the needs of the various groups in our society, these include gender, age, disabilities, sexual orientation, economic background, race and culture, and language;
- consider everyone’s need to access information in a format that is appropriate to them; and work to ensure that all venues can be accessed by all users providing a safe and welcoming environment that enables individuals to participate fully in their own learning;
- promote participation by using a variety of communication methods so that all participants feel valued and respected. We acknowledge that language is the most powerful tool of oppression and will supportively challenge the use of inappropriate language;
- provide a variety of resources that reflect and promote positive practice and value the differences that exist in our society;
- continually monitor and evaluate both our training materials and our own practice, recognising that our work is a process of continual development;
- include anti-discriminatory practice as an agenda item at every opportunity, and always at team meetings;
- make reasonable adjustments to the physical features of their premises to overcome physical barriers to access.
- use an open management style to provide a flexible working environment, and open communication. HEMPSALL CONSULTANCIES is a work-life balance employer.
In order to deliver these aims, staff and associate consultants will continue to have access to up to date information, appropriate training, and other staff development opportunities.
This policy is subject to our complaints procedure, and will be reviewed regularly, at least on an annual basis.
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