DIVERSITY  POLICY  

Signed V Birchenall  

Designation Vannessa Birchenall  

Date September 2017  

Policy Issue No. 6

Dated Sept 2017

The next date for

review of this policy is Sept 2018

1.     Introduction  

1.1.  

Respect4us wholeheartedly supports the principle of

equal opportunities in employment. We aim to encourage, value and manage

diversity and recognise that talent and potential are distributed across the

population.  Not only are there moral and

social reasons for promoting equality of opportunity, it is in the best

interests of our young people to recruit and develop the best people from as

wide and diverse a pool of talent as possible. 

That diversity adds value and supports our mission to secure the

affirmation, formation and achievement of all our young people in the

management of access, choice and freedom for discrimination. These principles

lie at the heart of the equal opportunities policy of Respect4us.  

1.2.  

Respect recognises that many people in society

experience discrimination. 

Discrimination is acting unfairly against a group or individual through

for example exclusion, verbal comment, denigration, harassment, victimisation

or a failure to appreciate needs or the assumption of such needs without

consultation.  

1.3.  

Discrimination can be direct or indirect (where

there is a requirement or condition on all, but which has an adverse impact on

a particular group and cannot be justified).  

1.4.  

All forms of discrimination are unacceptable,

regardless of whether there was any intention to discriminate or not.  

1.5.  

This policy focuses on equal opportunities in

relation to the employees and young people at Respect4us.

2.     Aims of Policy  

2.1.   Respect4us aims to

create a culture that respects and values each others’ differences, that promotes

dignity, equality and diversity, and that encourages individuals to develop and

maximise their true potential. 

Specifically, we will create a culture of

openness, rich in rights and values, to nurture

and develop confident and independent young people so that they achieve the

best that they can. 

2.2.   This

culture will challenge young people to:  

¨           

be open, fair-minded and

just

¨           

listen to and respect the

views of others and practice reconciliation

¨           

find their own convictions

and commitments

¨           

exercise friendship

¨           

offer service to their

community

¨           

endeavor to see the needs

of others as their own

¨           

recognise and respect the

faith of every human being

¨           

eliminate discrimination ¨           

2.3   Respect aims to

remove any barriers, bias or discrimination that prevent individuals or groups

from realising their potential and contributing fully to the performance of the

group and to develop a culture that positively values diversity.

2.4 We are committed wherever practicable, to

achieving and maintaining a workforce

      that

broadly reflects the local community in which Respect operates.

                   Each employee or volunteer is

responsible for:

¨       

Supporting

and implementing the aims of this policy

¨       

Promoting

equality of opportunity

¨       

Contributing

to an environment free of fear or intimidation and which celebrates diversity

¨       

Ensuring

that their behaviour and actions do not amount to discrimination, harassment,                  bullying or victimisation in any way

¨       

Ensuring

staff and students are encouraged, supported and enabled to reach their full

potential

3.     New Gender Equality Duty

      The

Equality Act (2006) amended the requirements of the Equal Pay Act (1970) and

the Sex

      Discrimination

Act (1975). It added to the duty to eliminate sexual discrimination and sexual      

      harassment.

4.     New Disability Duty

      The

Disability Equality Duty came into force on 4 December 2006. The new duty

requires all

      public

bodies to actively look at ways of ensuring that disabled people are treated

equally.

5.       Breach of the Policy

The Directors will take seriously any

instances of non-adherence to the Equality and Diversity Policy by students,

staff or visitors.  Any instances of non

adherence will be investigated and where appropriate will be considered under

the relevant disciplinary policy and could lead to disciplinary action against

employees, termination of contracts for services of consultants or trainers, or

withdrawal of volunteer agreements.