EQUAL OPPORTUNITIES POLICY 1 INTRODUCTION The purpose of this

					                        EQUAL OPPORTUNITIES POLICY

1. INTRODUCTION

     The purpose of this Policy is to affirm the Trust's commitment to the continued
     development of equal opportunity in employment. .

     This Policy will be implemented in accordance with prevailing legislation and
     the Trust also endorses Codes of Practice which provide equality of
     opportunity in employment.

2. STATEMENT OF INTENT

     The aim of this policy is to ensure that no present or future employee or job
     applicant is discriminated against, either directly or indirectly, on the grounds of
     sex, marital status, disability, religion, race, colour, nationality, ethnic or
     national origin, age (below 65 years), sexual orientation or is disadvantaged by
     any conditions or requirements which cannot be shown to be justified.

     The Trust recognises that as an employer it has a legal responsibility to
     promote and practice equality of opportunity and it will ensure that this Policy is
     made widely known throughout the Trust and that employees understand and
     follow its equal opportunities policy. The Trust also recognises the benefits of
     equality of opportunity in helping to create and maintain an efficient and
     effective workforce.

     In this regard, the policy has two main objectives:

     In conjunction with other Trust Policy and procedure to provide guidance on
     matters of law and practice relating to equal opportunities in employment in
     order to ensure that the Trust, its Managers and staff do not act unlawfully.

     To promote equality of opportunity and good practices and thereby maximise
     the talents of all staff and their contribution to the Trust.

3. GENERAL PRINCIPLES

     Unlawful discrimination is totally unacceptable to the Trust and will not be
     tolerated.

     Direct and intentional discrimination will normally be regarded as gross
     misconduct.

     Indirect and inadvertent discrimination may also result in disciplinary action.

     Harassment or victimisation is regarded by the Trust as totally unacceptable
     behaviour. Offenders will be subject to serious disciplinary action including
     dismissal.

     Wherever possible the Trust will respond positively to applications for job
     sharing, part time work and career breaks.

     This Policy will be supported by training for Managers.
       All decisions about the employment and training of people should be objective,
       based on merit and support business goals.

4. RESPONSIBILITIES

Responsibility for this policy will rest with the following:

4.1 The Trust Board:

        To ensure that the Trust's Policy is implemented

       To ensure that complaints are dealt with in a consistent manner and in
       accordance with the Trust's appropriate procedures.

       To take appropriate positive action to develop and encourage equality of
       opportunity in practice.

       To ensure that appropriate positive action steps are taken to monitor the
       information that is required on all aspects of equal opportunities.

        The Head of Human Resources                                               -

       Responsibility for the development and monitoring of this policy rests with the
       Head of Human Resources although implementation lies with the appropriate
       Heads of Service/Department.


4.2 Individual Managers

        It is the responsibility of all Managers to ensure that they are consistent and
        nondiscriminatory in their application of personnel policies and practices and
        they have a duty to:

        Co-operate with all measures introduced by the Trust to ensure equality of
        opportunity.

        Ensure the policy is known to all staff in their particular work areas.

        Not victimise or attempt to victimise individuals on the grounds that they have
        made complaints or provided infonrnation on discrimination.

        Act as a link between the Trust and members of staff on maternity leave,
        career breaks or other special leave. This may, for example, -including making
        arrangements for participation in departmental training/briefing sessions,
        forwarding of newsletters, team briefs or other forms of internal communication
        of interest and relevance.

4.3 Individual Employees

        All employees of the Trust have an obligation to co-operate with the policies,
        procedures and practices designed to promote equality of opportunity in
        employment and nondiscrimination. In particular, individuals have a duty to:

        Co-operate with all measures introduced by the Trust to ensure equality of
        opportunity.
      Not abuse, intimidate, victimise or harass other employees or the public but
      instead demonstrate standards of behaviour which respect the dignity and
      rights of all individuals at work.

      Draw the attention of management to suspected incidents of disciplinary acts
      and practices.

4.4 Contractors:

       Are required to observe this policy in their behaviour to the public and
       employees.

5. DEFINITIONS

      Direct discrimination in law, occurs when an employer treats a person less
      favourably on grounds of sex, marital status, disability, religion, race, colour,
      nationality, ethnic or national origin. The Trust's Policy also specifically covers
      other grounds on which unjustifiable discrimination is unacceptable and these
      are religion, sexual orientation and age (although it must be noted that it is the
      Policy of the Trust that age 65 is the compulsory retirement age).

       Eg: specifying different recruitment criteria for men and women which are
       not justified; Excluding persons of either sex or from ethnic minorities.

      Indirect discrimination arises when the same conditions or
      requirement is applied but:

       The ability of one group to comply is proportionately smaller than the other(s).

       It is not justified.

       It is to the detriment of the complainant because s(he) cannot comply.

       Eg: A requirement for a higher level of qualification than is necessary for the
       safe and effective performance of the job.

       Eg: A requirement for a higher language or written communication ability than
       is necessary for the safe and effective performance of the job.

       In this policy 'victimisation' means when a person is treated less favourably
       than others because that person has made a complaint or allegation of
       discrimination or has acted as a witness or informant in connection with
       proceedings under the Acts, or has been involved in any other way in its
       enforcement, or intends to do any of these things.
                               KEY ASPECTS OF THE
                                     POLICY

6. ADVERTISING

     The Trust shall not discriminate directly or indirectly when advertising
     vacancies 6y including any requirements or conditions which are not justified.
     In order to achieve this, each vacancy will have a person specification and job
     description, before a post is advertised.

     Advertisements shall be aimed at as wide a group of suitably qualified and
     experienced people as possible and practicable whilst being mindful of factors
     such as cost effectiveness of media selection etc.

     Care will be taken to avoid indirect discrimination in recruitment through the
     recommendations of existing employees i.e. "word of mouth recruitment".

     All appropriate posts will be advertised as open to job sharers. All jobs will be
     considered capable of being job shared unless this can be demonstrated
     otherwise to the Head of Human Resources.

7. RECRUITMENT & SELECTION PROCESS                                          -

     The aim is to ensure recruitment of the highest quality of staff. Selection
     decisions should be based solely on the relevant merits, abilities and, where
     appropriate, qualifications of candidates.
     The Trust will require, therefore, that those making selection decisions do not
     discriminate either directly or indirectly.

     Applicants shall be given clear, accurate information about jobs in
     advertisements, job descriptions, person specifications and interviews
     necessary to enable them to gauge their potential suitability for a vacancy.

     Recruitment literature shall not imply that there is a preference for one group of
     applicants lie. unless this can be shown to be justified in terms of the person
     specification).

     Person specifications shall include only requirements that are essential and
     justifiable for the safe and effective performance of the job.

     Application forms shall be as clear as possible for ease of completion and shall
     not be used as a test of literacy unless this can be justified in terms of the
     person specification.

     In accordance with Section 48 of the Sex Discrimination Act (1975) and Section
     38 of the Race Relations Act (1976) the Trust may encourage persons of a
     particular racial group or sex to apply for vacancies where, during the previous
     12 months, the proportion of persons of that group leg by
     occupation/department/ workplace etc) is small in comparison with that group
     either employed by the Trust as a whole or among the population of the area
     from which the Trust normally recruits to that occupation/ department/workplace
     etc. After encouraging applications by positive action each candidate must be
     considered or their merits and suitability for the post and their membership of
     an under-represented group shall not influence the appointment decision.
     In accordance with the Trust's Policy on the Employment of Disabled People all
     disabled applicants who satisfy the minimum requirements of the person
     specification shall be guaranteed an interview for the particular vacancy.


     All interviews shall be conducted in a manner which accords with the Trust's
     Code of Practice on the Conduct of Interviews.

     All members of the shortlisting interview panel have a responsibility to comply
     with the documentation requirements set out in the Trust's Code of Practice on
     the Conduct of Interviews to ensure appropriate documentation/recording of
     recruitment decisions and enable monitoring to be carried out.

     Shortlisting shall be based solely on information contained in the candidates
     application using the criteria laid down in the person specification. Shortlisting
     should not normally be done by just one person.

     Interview questions must be related to the requirements and circumstances of
     the job and must not be of a discriminatory nature.

     It is the policy of the Trust that at least one member of the interview panel has
     attended training on equal opportunities and recruitment and selection.

     All jobs should be made open to all applicants except in the case of a job
     covered by a Genuine Occupational Qualification (G.O.Q.) as defined by the
     Sex Discrimination Act sI Race Relations Act i.e. where considerations of
     privacy, decency, welfare or authenticity are involved. Where a G.O.Q. may be
     deemed to apply, this must have the approval of the Director of Personnel prior
     to any action being taken.

8. TERMS AND CONDITIONS OF EMPLOYMENT & FACILITIES

     Terms and conditions of employment and employment policies will be applied
     equally to all groups of staff.

     The introduction of positive measures such as part time working, job sharing
     and flexible working arrangements will be actively encouraged in pursuing this
     policy.

     The Trust will not discriminate on the basis of sex, marital status, race, colour,
     nationality, national or ethnic origin, disability, age or sexual orientation in the
     provision of access to general staff facilities or benefits.


9. DISABILITY IN EMPLOYMENT

     The Trust recognises that as an employer we have specific obligations towards
     our employees and the community at large to ensure people with disabilities
     are afforded equal opportunities. To compliment this policy, a separate Trust
     policy has been developed relating to the Employment of People with
     Disabilities.
10. TRAINING AND DEVELOPMENT

     It is the Policy of the Trust that it will not directly or indirectly discriminate in the
     provision of training.

     All new employees will be given an understanding of the organisation by
     means of induction training.

     All staff shall be encouraged to discuss their training and personal development
     needs with their Manager as part of the framework of performance appraisal.
     All employees will be encouraged to develop their potential and update their
     skills in order to enhance career development.

     Opportunities for training and development will be afforded to all staff based on
     assessed need and irrespective of sex, marital status, disability, religion, race,
     colour, nationality, ethnic or national origin, sexual orientation.

     Training for Managers on Equal Opportunities and Recruitment and Selection
     shall be provided to enable them to exercise their responsibilities under
     legislation, Trust policy and good practice.

11. POSITIVE ACTION

     The Trust may wish to develop positive action programmes. The Trust will not,
     however, positively discriminate as such discrimination is illegal (except, under
     certain circumstances, on disability grounds). Positive actions and positive
     discrimination can be identified as follows:

             11.1Positive discrimination: occurs when action is taken which treats
             one group/individual differently than another. This practice is illegal
             (excepting certain elements of Disability legislation) and in such
             practices as recruitment individuals should be appointed only against
             criteria identified through the person specification.

            11.2 Positive actions: may be taken by the Trust which enable
            applicants and employees to have equality of opportunity by including
            measures which seek to ensure discrimination at work does not occur
            and to develop specific positive action programmes to ensure equality of
            access to employment opportunities within the Trust.

12. MONITORING

     It is the Trust's policy to monitor the Equal Opportunity aspects of
     implementation of this policy in respect of employment. Policies, procedures
     and practices will be subject to regular review on the basis of changing
     legislation, developing good practice and monitoring data.

     Records will be maintained on the gender, marital status, disability and ethnic
     origin of all job applicants and employees. This information will be held by the
     Human Resources Department and will be treated in the strictest confidence.
     Data will be reported in a statistical form only and will preserve the anonymity
     of individuals.

     The Director of Personnel will be the person designated with the responsibility
     for monitoring the effectiveness of this policy.
13. ADHERENCE TO THE POLICY

     The Equal Opportunities Policy and the procedures and practices
     complimenting it must be strictly adhered to by all staff.

     Any breach may lead to the Disciplinary Procedure being invoked.

     Complaints may be raised through the Grievance Procedure as appropriate. It
     is recognised, however, that employees may find it difficult under certain
     circumstances to approach their immediate managers in cases involving
     discrimination or harassment. The first point of contact in such instances may
     therefore be the Director of Personnel.

				
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Description: EQUAL OPPORTUNITIES POLICY 1 INTRODUCTION The purpose of this