Introduction

Leisuresec (hereinafter known as the Company) has a duty and responsibility to ensure that their staff operates in an environment that embraces and encourages equality and diversity and strives to be an employer for whom individuals want to work and promote best employment practice.   

Equality of opportunity means that an individual’s diversity is viewed positively and, in recognising that everyone is different, valuing equally the unique contribution that individual experience, knowledge and skills can make. 

The principles of this policy will be appropriately considered during the development and review of other staffing policies. 

Principles 

There are a number of statutory duties and “protected characteristics” that must be complied with and are detailed in the Equality Act [2010], which are:

The company is committed to and strives to ensure that every individual who works for the company, or who applies to work for it (providing that they have a legal right to work in the UK), will be treated fairly and equally valued regardless of their protected characteristics or other circumstances, including, social and employment status, or trade union/nontrade union membership.   

The company will not discriminate against anyone who has a spent conviction under the Rehabilitation of Offenders Act 1974. 

Under this Act, many ex-offenders are to be given certain employment rights if their convictions become ‘spent’.

In broad terms anyone who has been convicted of a criminal offence and who is not convicted of a further offence during a specified period becomes a ‘rehabilitated person’.

The company recognises that the conviction does not have to be declared for most purposes such as a job application.

Employees are given protection against dismissal or exclusion from any office, profession, occupation, or employment (with some exceptions) and the company may not prejudice a person in any way because of a spent conviction.

This policy relates to all aspects of employment including individual standards of behaviour, the advertisement of jobs, recruitment and selection, training and development, performance development, pay, promotion and transfers, provision of benefits, occupational pensions and leaving the organisation.   

The company is committed to building a workforce which is valued and whose diversity reflects the communities in which it operates. 

The company will work to protect defined groups of staff against unlawful treatment based on protected characteristics by ensuring that all staff are aware of their responsibilities in relation to equality and diversity.  All staff will be expected to attend training on equality and diversity.  

The Directors and senior managers recognise the value of equality and diversity.  They will work for the aims of this policy, best practice and equality legislation to deliver a positive working environment for all staff. 

Equality and diversity in all employment practices will be monitored and annual equality audits will be undertaken and provided to The Board covering workforce data (race, gender, age, disability, contract status i.e., part time); information relating to equality policies that are in place, pay and grading information and details of the monitoring processes used for equality and diversity. 

Where certain groups are found to be underrepresented within the company, the company will consider positive action. 

The company will encourage the companies within which it operates to work in the spirit of this policy. 

Breaches of this policy will be dealt with appropriately and may lead to legal and / or disciplinary action, which may result in dismissal.

POLICY  

General 

The company expects all staff to comply with the content of this policy. 

The impact of any behaviour is the important element in allegations of breaches of equality and diversity policy and legislation, not the intent.  It is no defence for staff to say that they did not intend their behaviour to cause offence, or to blame the recipient for being oversensitive.   

The value of equality and diversity will be covered in all induction sessions. 

Legal Obligations 

There is legislation in place which protects individuals against direct discrimination, indirect discrimination, harassment (including bullying) and victimisation because of their protected characteristic or other circumstances, including, social and employment status, trade union/nontrade union membership.  The principles which underpin such legislation are extended to all staff regardless of any personal characteristic. 

The Equality Act (2010) provides a single framework to tackle disadvantage and discrimination of people with protected characteristics. 

The aim of objectives is to focus on the major equality challenges for company which will bring about positive effects and tangible benefits.  

Objectives will therefore be set on the basis of an understanding of the major issues facing protective groups covered by the duty on the basis of an analysis of information available for employment, service, policy and practice and other functions, (including engagement with stakeholders and functions that are contracted out).

Responsibilities 

The Managing Director will: 

• have overall responsibility for ensuring that all reasonable steps are taken to prevent unlawful discrimination and promote equality within the company
• receive and consider regular reports in order to evaluate the effectiveness of the policy. 
• review, and as necessary, amend the policy.  
• ensure it is satisfied that the company is taking all reasonable steps to strive to be representative of the population it serves.

The HR Department 

The HR Department will: 

• have delegated responsibility for ensuring the implementation of the policy that staff within the company receive proper guidance and training and that the effectiveness of the policy is monitored and reviewed on a regular basis.
• be responsible for reviewing and monitoring the effectiveness of this policy.  
• provide advice and guidance to staff and managers. 
• ensure that all complaints and alleged breaches of this policy are dealt with seriously, sensitively, confidentially and in a timely manner

Managers

All Managers should: 

• lead by example by promoting equality of opportunity and challenging discriminatory conduct. 
• ensure the policy is implemented in their area of delivery.
• expect their staff to do their best to promote equality of opportunity. 
• ensure that staff are aware of this policy, and should they become witness to, or aware of any breach, of this policy, they must report it immediately to their line manager or a member of the HR team. 
• identify and highlight any examples of actual or potential unjustifiable discrimination within the limitations of legislation to the HR Team. 
• deal with breaches to this policy promptly, sensitively, and confidentially. 

Staff

All staff have responsibility for adhering to and practicing this policy and should: 

• co-operate and comply with the policy to ensure equality of opportunity.  
• not discriminate in the course of their duties nor induce or attempt to induce others to do so. 
• not victimise, harass or intimidate anyone on account of their protected characteristic or other circumstances, including, social and employment status, or trade union/nontrade union membership. 
• Treat colleagues and stakeholders with dignity and respect.
• inform their manager or a member of the HR team if they suspect that discrimination is taking place. 
• Promote diversity in the workplace.

Positive Action Initiatives 

The aim of positive action is to ensure that people from underrepresented groups can compete on equal terms.  Where certain groups are found to be underrepresented in the company, the company will consider positive action e.g., offering development to a specific group or encouraging applications through targeting advertising to a specific group of individuals.  

The company will not promote unlawful positive discrimination. 

Monitoring 

Statistical information relating to gender, race, disability and age, as a minimum will be collected and collated for all recruitment and selection exercises, staff in post, training, discipline and grievance process and staff exits.

Where monitoring is required against a population group base line, nationally available population statistics will be used. 

An annual audit will take place, and be reported to management covering workforce statistics, policies, pay and grading and monitoring.  Recommendations which come from management will be actioned.  

Complaints 

Any individuals who believe that an act in breach of this policy has taken place should raise the issue as soon as possible with the individual concerned, their line manager or a member of the HR team. 

If the complaint is against an individual’s line manager, then the individual should raise the issue as soon as possible with their line manager’s manager or with a member of the HR team.   

Any complaint will be dealt with seriously in line with the Grievance Procedure and may lead to legal and / or disciplinary action, which may result in dismissal.  

Complaints against the company will be dealt with using the Complaints Procedure.  Further advice is available from the HR team.

Legislative Basis

The acts listed below set out the legal basis of equal opportunities. They also provide for rights of appeal and sanctions to be invoked where discrimination is proved. The relevant acts are: 

• Sex Discrimination Act 1975
• Race Relations Act 1976 and 2000 as amended
• Disability Discrimination Act 1995
• Employment Equality (Age) Regulations 2006
• Part-time Workers (Prevention of less Favourable Treatment) Regulations 2000
• Equal Pay Act 1970
• Data Protection Act 2018
• Rehabilitation of Offenders Act 1994
• The Asylum and Immigration Act 1996

Definitions             

Review of Policy 

The Policy shall be reviewed on an annual basis or when change arising to legal requirements, standards or as a result of the review of the process.