Introduction
Equality of opportunity is something that we need to strive for constantly.
We recognise that in our society groups and individuals continue to be discriminated against and we acknowledge our responsibility to promote equality and combat unfair treatment.
We believe that working to ensure fair treatment for all will improve the quality of our services. We also know that it is in everyone's best interests to make sure that all staff permanent or temporary/employed or self employed members and potential staff/members can develop their skills and talents to the full. We recognise that people from different backgrounds can bring fresh ideas and perceptions. This can make the way work more efficient and enable services to meet the needs of the community more effectively.
Diversity is a strength and we will value and harness difference for the benefit of all.
Our aim in updating and re-issuing this Policy Statement is to show our continuing support for the principles of equality and diversity and our commitment to on-going action to combat inequalities.
Policy Statement
At Kent Top Temps Ltd we believe in openness and fairness in our service to the public and our dealings with each other. Each individual is entitled to dignity and respect. Care for our customers must go hand-in-hand with care for our employees.
We aim to ensure that all groups and individuals within the community are given full opportunity to benefit from the services and job opportunities we provide. No service user/carer or potential service user, employee/member or job applicant will be unfairly discriminated against or receive less favourable treatment on grounds of gender, race, colour, ethnic or national origin, disability, marital status, family commitments, hours worked, sexuality, age, religious or political beliefs, social class or trade union activity.
In planning our services, we aim to consult all sectors of the community and to pay special attention to groups whose views may be under-represented.
We aim to be a fair and reasonable and will do what we can to ensure that all individuals are selected, promoted and treated solely on the basis of their relevant merits and abilities. This includes ensuring a positive climate in the workplace where individual differences are respected and valued, employees/members work productively with one another, are given every opportunity to fulfil their personal and professional potential, and balance the needs of their families, consistent with service needs. We will not tolerate the use of inappropriate or offensive language or behaviour either to staff/members or service users. Breaches of this policy by staff/members will invoke the disciplinary procedure. We will comply with all relevant legislation in the field of equal opportunities and aim to match best practice - see back page "Background Information".
While managers have specific accountabilities, equality is also the responsibility of each and every employee/member. We aim to provide/offer ongoing training and support to ensure that these responsibilities are fully understood.
Our Underlying Principes and Key Aims
Kent Top Temps Ltd will integrate equality of opportunity into all aspects of its activity.
For staff/Agency Members
- recruit and value a workforce that reflects the diverse make-up of the community of Kent.
- support under-represented groups currently within the workforce
- ensure all our employees understand the values and expectations of Kent Top Temps Ltd and the standards of behaviour we expect from them.
- make clear the action an employee/member may take if s/he feels unfairly treated.
- offer training to relevant employees/members so that they can actively put this policy into practice.
- provide all employees/members with a working environment, which is free from harassment and victimisation.
For service users and potential users
- provide services that are accessible to all people, free from prejudice and unfair discrimination and sensitive to the needs of all sections of the community.
- work together with partner organisations from the public, private and voluntary sectors to ensure that equality issues and considerations are included when developing major strategies, Kent Top Temps Ltd policy and practices, and when developing contracts.
- consider ways of consulting with groups and communities who are most excluded, to seek their views.
- monitor racist incidents and ensure appropriate action. We have adopted the following definition of a racist incident:- "a racist incident is any incident which is perceived to be racist by the victim or any other person" - Report by Sir William Macpherson of Cluny (March 1999)
- require that those who provide services on behalf of Kent Top Temps Ltd have policies in place that result in services that are sensitive to the needs of all sections of the community.
Responsibilities
Providing fair and equal access to Kent Top Temps Ltd services and to employment/membership and development opportunities is the responsibility of the following:
Kent Top Temps Ltd Senior Management
To set a constructive framework for equality within Kent Top Temps Ltd and ensure performance targets are met.
Managing Director of Kent Top Temps Ltd
For ensuring policy is implemented and performance monitored.
Managers:
All managers are expected to take positive measures to address inequality and promote equality of opportunity for all.
All those with management duties have responsibility for implementing, monitoring and actively promoting this policy. Managers must ensure that those they manage are fully aware of it and their responsibilities in relation to it and that it is brought to the attention of all new staff/members who join Kent Top Temps Ltd as part of the induction process.
Managers have a responsibility to treat all staff fairly and with respect and to take action to help staff/members achieve their full potential.
Every manager of services to the public is responsible for making those services accessible to all and for taking an active role in developing the equality action plan, and for ensuring service users are made aware of this policy.
Employees/members
Every employee/member plays an integral part in making this policy effective and should seek to put it into practice in all aspects of their work. If they see unfair discrimination occurring, they have a duty to report it to the Agency Manager so that appropriate action can be taken to remedy the situation.
Background Information
Over recent years Parliament has passed a number of important anti-discrimination and equal opportunity acts. We aim to ensure that all our policies and practices are in line with relevant legislation and other good practice guides.
The key relevant Acts of Parliament are:
- Race Relations Act 1976 and Race Relations Amendment Act 2000
- Sex Discrimination Act 1975
- Equal Pay Act 1970
- The Disability Discrimination Act 1995
- Human Rights Act 1998
- Rehabilitation of Offenders Act 1974
- Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
- The Protection from Harassment Act 1997
- Age Discrimination Act 2006
- The Codes of Practice on Equal Pay, Race, Gender, Age, Disability Discrimination, The Protection of women and men at Work
Legislation defines two types of discrimination - 'direct' and 'indirect':
Direct discrimination: This results from treating a person less favourably on the grounds of gender, race, disability, colour, ethnic or national origin, marital status, sexuality, family commitments, hours worked, age, trade union activity, political or religious beliefs.
Indirect discrimination: This arises where a condition or requirement, although applied equally to men, women and all ethnic groups, has the effect of excluding, penalising or treating less favourably any of these groups, and cannot be shown to be justifiable and will be to the detriment of those who cannot comply with it.
Victimisation
This is where a person is treated less favourably than another because s/he has brought proceedings, given evidence, or complained (under the terms of the Disability Discrimination Act, Race Relations or Sex Discrimination Acts) about the behaviour of someone who has been harassing or discriminating against them, or for supporting such actions by others.
Positive Action
Allows for training and encouragement of particular groups to overcome the effects of past discrimination. This can include encouraging someone from an ethnic minority group or someone who is disabled to apply for jobs and training for work where they are under-represented and through training help them qualify on merit for appointment and promotion and so accelerate their access to better jobs. The inclusion of wording to encourage under-represented groups to apply for jobs within Kent Top Temps Ltd is a form of positive action. Positive action should not be confused with positive discrimination, which is unlawful.
Harassment and the Law
Certain types of harassment are regarded as unfair discrimination and are covered by statute. Harassment and workplace bullying takes many forms, occurs on a variety of grounds and may be directed at one person or many people. Whatever the form, Kent Top Temps Ltd will deal with complaints seriously and where appropriate harassment will be treated as a disciplinary offence.