Equality, Diversity and Inclusion Policy
INTRODUCTION AND SCOPE
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It is Live Unlimited’s aim to promote dignity and respect for all, where individual differences and the contributions of all team members are recognised and valued, and to ensure that team members and clients are not subject to any direct or indirect discrimination, victimisation or harassment.
Live Unlimited is committed to encouraging equality, diversity and inclusion, and - in providing services and/or facilities - is against unlawful discrimination of customers or the public. We aim to ensure that our policies, procedures and practices in our activities take account of the diversity and diverse needs of our clients and potential clients.
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The organisation is also committed to equality of opportunity for all employees and is committed1to employment practices, policies and procedures which ensure that no employee, or potential employee, receives less favourable treatment on the grounds of gender, race, colour, ethnic or national origin, sexual orientation, marital status, religion or belief, age, offending background, trade union membership, disability, domestic circumstances, social and employment status, HIV status, gender reassignment, political affiliation or any other personal characteristic (including any of the Equality Act 2010 protected characteristics).
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This policy affirms our promise of a working environment and practices that follow our commitment to equality and diversity and applies to all team members.
OUR EQUALITY COMMITMENT
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We will:
• Keep Live Unlimited as a good place to work where every team member is entitled to a safe environment free from discrimination and harassment.
• Be a place where team members and clients feel respected and able to give their best. • Encourage our clients and potential clients to support each other to take control of their own lives and optimise their independence and life-chances.
• Support our client communities to get on well together and celebrate their diversity. • Promote active engagement with the diversity of Barnet’s cared for children and care leavers.
• Seek out the voices of people who are not always heard and those who need extra help to access our services.
• Use evidence to support the delivery of needs led, appropriate and accessible services which reflect the diversity of need of our clients and potential clients.
1 At this moment, Live Unlimited is staffed by those on loan or secondment and has no direct employees
• Meet our legal, organisational and personal responsibilities to treat people fairly, promote equalities, address inequality, challenge discrimination, and make reasonable adjustments as appropriate to tackle any physical or attitudinal identified.
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WHAT DOES THIS MEAN?
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Training
Live Unlimited promotes, through the provision of training and guidance to Team Members, an understanding of their rights and responsibilities, and the impartial application of all policies and procedures. Courses are designed to meet specific training needs in relation to equality and diversity including general statutory and mandatory, recruitment and selection, and unconscious bias.
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We also aim to make opportunities for all general training, development and progress available to all team members, and to help and encourage them to develop their full potential, so their talents and resources can be fully utilised by the organisation.
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Activities/ Schemes
We evaluate our activities to ensure that no direct or indirect discrimination has been built into the application or implementation stages and use the review to address any issues or potential issues that may have arisen organically.
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Responsibilities
Trustees have ultimate responsibility for the operation and implementation of this Policy and are expected to lead by example and ensure a zero tolerance approach to discrimination, harassment and victimisation is clear amongst all team members.
Managers are required to exercise leadership by modelling appropriate behaviours. They must ensure that the policy is clearly communicated to their teams. They must also take timely and appropriate action to deal with any breaches or behaviour that could lead to a breach of the policy when bought to their attention. Managers are responsible for applying practices, policies and procedures fairly and consistently, and for addressing any practices which could lead to discrimination.
All team members are responsible for familiarising themselves and complying with the EDI Policy. They also have a duty to raise concerns with their manager if they experience, or become aware or suspect that discrimination, bullying or harassment behaviour is occurring and to co-operate with Live Unlimited to investigate the matter as required. (Our complaints procedure is set out separately,)
All service users, service providers, team members and partners in the community have a responsibility to promote equalities and challenge discrimination and stereotyping.
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Inappropriate behaviour and complaints
We will take action to deal with all inappropriate behaviour and take complaints of bullying, harassment, victimisation and unlawful discrimination seriously - whether by team members, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
A team member’s failure to act in accordance with this EDI Policy may result in disciplinary measures and may lead to the team member being dismissed or asked to disassociate from Live Unlimited and its work. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Sexual harassment and harassment under the Protection from Harassment Act 1997 may amount to both an employment rights matter and a criminal matter,
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Monitoring & Review
Live Unlimited will maintain records of diversity information based on protected characteristics and also monitor the diversity data collated during recruitment and application processes. Information will be collected and stored in line with Data Protection legislation and will only be used to monitor compliance to Equality and Diversity obligations and our aim of being an inclusive organisation.