'TELL ME AND I FORGET,TEACH ME AND I MAY REMEMBER,INVOLVE ME AND I LEARN.'

Benjamin Franklin

Equality and Diversity Policy

Introduction

Impact Mentoring recognises that it is essential to provide equal opportunities to all persons without discrimination, harassment or victimisation. This policy sets out the organisations position on Equality and Diversity as a service provider in all aspects of employment, including recruitment and promotion and provides guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the grounds of any protected characteristic. This policy lays the basis of Impact Mentoring Equality Scheme and should be read in conjunction with the Child Protection, SEN and Data-protection policies. The Equality Act 2010 brought together all previous equality related legislation, standardising the protection available for all groups previously identified. The key characteristics of groups protected are as follows:

Gender
Race
Marital status including civil partnership
Pregnancy and maternity
Disability
Age
Sexual orientation
Religion or belief
Gender reassignment


Definitions

Discrimination can be direct, indirect, by association or perceived. All forms of discrimination must be avoided.

Direct discrimination occurs when one person is treated less favourably than another person because of a protected characteristic they have.

Perception discrimination occurs when one person is treated less favourably than another person because of a protected characteristic they are thought to have.

Discrimination by association occurs when one person is treated less favourably than another person because they associate with someone who has a protected characteristic.

Harassment can be either directly by an employee or group of employees of the organisation or through a third party such as other related party e.g. Another learner.

Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so.

Indirect discrimination can occur when there is a condition, rule or policy or even a practice in the company that applies to everyone but particularly disadvantages people who share a protected characteristic. It may be justifiable if it can be shown it was fair and reasonable to the running of the organisation.


Statement of policy

Impact Mentoring aims to be an equal opportunity employer and service provider and this policy covers all aspects of employment and service delivery.

Impact Mentoring will ensure that all relevant legislation is complied within all areas of its work in particular the Equality Act 2010.

To ensure this policy is operated (and for no other purpose) the company maintains records of employees’, applicants and clients’ racial origins, gender and disability. Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equal opportunity.

Impact Mentoring commits to ongoing training and induction of staff in the implications of equality and diversity.

It is the policy of Impact Mentoring to ensure that no job applicant, employee, volunteer and client of Impact Mentoring receives less favourable treatment on the grounds of any protected characteristics, or disadvantages by conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunities in all aspects.

Impact Mentoring recognises that adhering to the Equality and Diversity Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees’ best interests. Impact Mentoring recognises the great benefits in having a workforce with different backgrounds, solely employed on ability.

The application of recruitment, training and promotion policies applies to all individuals and will be on the basis of job requirements and the individuals’ ability and merits.

Impact Mentoring aims to ensure that high quality, accessible services and support is available to all groups and individuals. Services offered by Impact Mentoring will be available to all. They will be widely advertised and will be free from unfair discrimination. We will strive to identify and remove all barriers to participation in any of our activities.


Recruitment and promotion of staff and volunteers

Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of any protected characteristic.

Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group.

All vacancies will be circulated internally.

All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.

All selection will be thorough, conducted against defined criteria and will deal only with the applicants suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked of all candidates. All applicants will be sent an Equality and Diversity monitoring form to allow monitoring to ensure discrimination is not taking place.


Employment of staff

Impact Mentoring will not discriminate on the basis of any protected characteristics in the allocation of duties between employees employed at any level with comparable job descriptions.

Impact Mentoring will put in place any reasonable measures and adjustments within the workplace for those employees who became disabled during employment or for disabled appointees.

All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.


Training of staff


Employees will be provided with appropriate training regardless of any protected characteristics or group to which they belong.

All employees will be encouraged to discuss their career prospects and training needs with their Line Manager or HR Manager.


Harassment and Bullying

Employees will be provided with appropriate training regardless of any protected characteristic or group to which they may belong.

Harassment because of any protected characteristics is unlawful and will not be tolerated by Impact Mentoring.

This policy prohibits unlawful harassment by any employee or worker of Impact Mentoring. Impact Mentoring will also not tolerate unlawful harassment from any client. Appropriate action will be taken of any harassment should occur.

Examples of prohibited harassment are;

Verbal or written conduct containing derogatory jokes or comments
Slurs or unwanted sexual advances
Visual conduct such as derogatory or sexual oriented posters
Photographs, cartoons, drawings or gestures
Physical conduct such as assault, unwanted touching, or any interference because of gender, race or any other protected basis
Threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours.
Retaliation for having reported or threatened to report harassment


Reporting complaints

Staff that believe they have been harassed or discriminated against, should make an immediate report to their Line manager or if it not appropriate to the Managing Director followed by a written complaint as soon as possible after the incident.

Details of complaint should include:

Details of incident
The names of any individuals involved
The names of any witnesses

It is the duty of the Managing Director (Wayne Cockram) to ensure that all aspects of this policy are kept under review and are operated throughout the organisation.

Start date of policy:
Last review of policy:
Review of policy:

Wayne Cockram
Managing Director
Impact Mentoring