The CrISIS Network CIC is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and parenthood, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
This Policy aims to ensure that unfair and discriminatory practices do not occur within The CrISIS Network CIC and to encourage full contribution from its diverse community.
The CrISIS Network CIC is committed to actively opposing all forms of discrimination.
The CrISIS Network CIC also aims to provide a service that does not discriminate against its service users and customers in the means by which they can access the services supplied by The CrISIS Network CIC.
The CrISIS Network CIC believes that all directors, staff and volunteers, associates, members and service users are entitled to be treated with respect and dignity.
The CrISIS Network CIC also notes that criminal records often disadvantage individuals with regard to access to services, and will strive to ensure that these will not influence the level of service provided by us to any such individual
- Objectives of this Policy
2.1 To prevent, reduce and stop all forms of unlawful discrimination in line with the United Kingdom Equality Act 2010.
2.2 To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
- Designated Officer
Name: Sean McCallum
Position: Managing director
- Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and parenthood, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect and includes discrimination by perception and association.
- Types of Discrimination
5.1 Direct Discrimination
This occurs when a person or a policy or organisation intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and parenthood, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
5.2 Indirect Discrimination
This is the application of a policy, criterion or practice which an organisation applies to directors, staff and volunteers which:
- It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
- The employer cannot justify the need for the application of the policy on a neutral basis; and
- The person to whom the employer is applying it suffers detriment from the application of the policy.
Example: A requirement that all directors, staff and volunteers must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against directors, staff and volunteers with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings, or they have given or intend to give evidence.
- Unlawful Reasons for Discrimination based upon protected characteristics
It is not permissible to treat a person less favourably on the grounds of gender, marital status, civil partnership, pregnancy or parenthood, gender reassignment or transgender status.
This applies to men, women and those undergoing or intending to undergo gender reassignment.
Sexual harassment of men and women can be found to constitute sex discrimination.
Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. This does not currently apply to the calculation of redundancy payments.
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
6.5 Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, heterosexual or bisexual.
6.6 Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.
- Positive Action in Recruitment
Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ means the steps that The CrISIS Network CIC can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Network.
If The CrISIS Network CIC chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.
- Reasonable Adjustments
The CrISIS Network CIC has a duty to make reasonable adjustments to facilitate the employment of a disabled person.
These may include:
8.1 Adjustments to premises;
8.2 Re-allocating some or all of a disabled employee’s duties;
8.3 Transferring a disabled employee to a role better suited to their disability;
8.4 Relocating a disabled employee to a more suitable office;
8.5 Giving a disabled employee time off work for medical treatment or rehabilitation;
8.6 Providing training or mentoring for a disabled employee;
8.7 Supplying or modifying equipment, instruction and training manuals for disabled directors, staff and volunteers; or
8.8 Any other adjustments that The CrISIS Network CIC considers reasonable and necessary provided such adjustments are within the financial means of The CrISIS Network CIC.
If an employee has a disability and feels that any such adjustments could be made by The CrISIS Network CIC, they should contact the Designated Officer.
- Responsibility for the Implementation of this Policy
All directors, board members, staff and volunteers, subcontractors and agents of The CrISIS Network CIC are required to act in a way that does not subject any other directors, staff and volunteers or service users to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or parenthood, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all directors, board members, staff and volunteers is essential for the success of this Policy.
Senior directors, staff and volunteers are expected to follow this Policy and to ensure that all subcontractors and agents do the same.
Directors, staff and volunteers may be held independently and individually liable for their discriminatory acts by The CrISIS Network CIC and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.
The CrISIS Network CIC takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.
- Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to this in the first instance to the project coordinator, who will then make report to the director (Equalities)
- The Extent of the Policy
11.1 The CrISIS Network CIC seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all directors, board members, staff and volunteers. The CrISIS Network CIC offers goods and services in a fashion that complies with the spirit of this Policy
11.2 This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with The CrISIS Network CIC.
11.3 The CrISIS Network CIC reserves the right to amend and update this Policy at any time