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Equality & Diversity Principles Practice Turning Point believes that following a policy of equality and diversity will benefit not only the individual but also enrich the whole organisation. Equality is one of Turning Point’s core values and the Board and staff are committed to ensuring that equality is integral to all its policies and practices. Equality is essential to ensuring that services are accessible to all those people who need our help. Turning Point recognises that diversity among service users and staff brings positive benefits to the organisation’s work and is committed to challenging all forms of discrimination and unfair disadvantage in every aspect of its work and working practices. Turning Point aims to provide equality of opportunity for anyone who comes into contact with the organisation and to ensure that no-one is treated less favourably because of their gender, marital status, race, colour, nationality, ethnic origins, age, disability, sexual orientation, HIV status, employment status, religious or political beliefs, parental or carer status or any unrelated criminal offence. Harassment or bullying will be challenged and not tolerated. We are committed to:
Turning Point will work hard to ensure that:
This policy applies to all aspects of employment and service delivery including the workforce, existing and potential service users and anyone providing goods, services and facilities to Turning Point. We will constantly monitor and evaluate our progress in order that we continually improve our practice. Turning Point will not discriminate on the grounds of gender, marital status, race, colour, nationality, ethnic or national origin, age, disability, sexual orientation, HIV status, employment status, religious or political beliefs, parental or carer status or any unrelated criminal offence. (Specific justifiable exclusion criteria may apply to certain employment areas. These will be legal, open and service-related.) Turning Point will offer access to and provision of services on a fair and equitable basis that meet the individual needs of service users. Targets will be set, based on the location and there will be a focus on outreach into local communities to increase access. Under-represented groups will be taken into account in the development of new services. Outcomes will be regularly monitored and evaluated. Turning Point aims to be an equal opportunity employer and ensure that all those eligible to work for us have equal opportunities to do so on the basis of ability, qualifications and fitness for their role. This is achieved by implementing good employment practices. Every employee has responsibility for the implementation of the policy. Turning Point is committed to developing an organisation in which all service users, workers and visitors enjoy equal rights. Measures to promote these rights are designed to ensure that no group is systematically denied them. Sometimes the different rights and needs of different groups will appear to conflict. Reconciling these apparent differences is an important part of the equal opportunities policy and practice. A variety of laws require Turning Point not to discriminate and the organisation aims to mirror best practice in implementing the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and the Age Discrimination Act 2006. The principles in equality and diversity will be reflected in our practice relating to:
Service Delivery Services will be accessible to those who want them, within the constraints of available resources. There will be fair access for everyone, which will sometimes mean tailoring our services for particular groups. For example, specific services may be offered for women or a particular ethnic group. Access will be interpreted widely to include physical access to buildings and services and the ability to gain information in different forms e.g. braille, tapes for visually impaired people and in different community languages. Where clients face harassment or discrimination in their community or from another service provider, Turning Point will support them and represent them if appropriate, in any action they may wish to take. Turning Point will monitor and review all systems and procedures used in the provision of services to ensure equality of opportunity, responsiveness, sensitivity and accessibility. Take-up of services will be monitored and targets will be set to ensure that services reflect their communities. Employment Managers are responsible for the communication, promotion, implementation and monitoring of the equality and diversity policy in their service areas, including where appropriate, in the wider community. They will communicate the policy to staff; ensure that staff understand their responsibilities; ensure that no discrimination takes place and deal appropriately with any breaches. Managers must ensure that there is no scope for discriminatory practice. Turning Point values its staff and will provide them with the skills and training to do their job well and the opportunities to progress in the organisation. Mandatory training and guidance to all employees will be provided to ensure that the commitment to equal opportunities is known and understood. All employees have a responsibility to support colleagues in relation to the policy by raising concerns and fears through the appropriate channels. If any member of staff feels they have been treated unfairly they can contact their manager, the next tier manager, Human Resources or their Trade Union, all of whom are expected to take the grievances seriously, to treat information confidentially, investigate fully and ensure that no victimisation takes place. Turning Point acknowledges that the implementation of this policy requires the full participation of the recognised trade union. There are a number of related policies, which also embody the principles of equality and diversity. These include: Dignity At Work and Disciplinary & Grievance Procedures. Governance Turning Point will develop a governance structure that reflects the communities in which we work and ensure that the commitment to equality and diversity is reflected in the induction and training of trustees and committee members. Partnership Turning Point will work with partners to develop good practice on issues of access. Companies, individual consultants or contractors entering into contracts with Turning Point will be expected to comply with Turning Point’s equality and diversity policy. Turning Point’s property manual gives specific details of how contractors or associated consultants can become approved to work with the organisation. Monitoring and Review The Board of Trustees will monitor the overall success of the policy by assessing its impact on the organisation’s efforts to improve service delivery and employment practice. The Corporate Management Team will review progress in implementation every six months, through monitoring the performance of operational services against targets. The policy will be reviewed and updated annually by the Human Resources Department. Human Resources will communicate changes to all employees and service users as appropriate. BACK TO TOP |
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