QUEEN ELIZABETH’S FOUNDATION FOR DISABLED PEOPLE
EQUAL OPPORTUNITIES AND DIVERSITY POLICY
INTRODUCTION
QEF is an equal opportunities employer committed to the promotion of
equality of opportunity in all aspects of employment, including
recruitment, the provision of training and career development
opportunities to:
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Make full use of the talents of our workers
Provide an equal level of opportunity for everyone
Improve our management practice
Strengthen our reputation as a good employer
Attract and retain new workers
Show our clients that we are a fair organisation
Ensure that our employment and business practices do not infringe
the law
Demonstrate our commitment to be an equal opportunities
employer
Ensure access to training
It is in everyone’s interests for the environment in which we work at QEF
to be harmonious and respectful. We should all aim to provide a creative
working environment where everyone has an equal opportunity for
success. All workers will be treated fairly and with dignity in a working
environment free from direct and indirect discrimination, harassment or
victimisation.
We all have a moral and legal duty not to discriminate against other
workers, job applicants, suppliers, clients or any other business contacts.
The aim of QEF services is to empower disabled people in every aspect of
their lives and to encourage their inclusion in society. This aim applies in
all areas of QEF’s work, including policy and decision-making, services to
users and employment practices.
IMPLEMENTATION
All workers, clients, volunteers, suppliers and applicants for employment
or services with QEF will be treated in a fair way and given equal
opportunity regardless of their age, disability, gender reassignment,
marriage and civil partnership, pregnancy and maternity, race, religion or
belief, sex and sexual orientation or any other condition which cannot be
shown to be relevant to performance.
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MANAGEMENT
The Board of Trustees has responsibility for QEF’s strategic development
and financial viability. Trustees are appointed to the Board based on their
ability to support the work of QEF. Various minority groups
are represented within the Board.
Trustees are made aware of all QEF policies, including the Equal
Opportunities and Diversity Policy.
The Senior Management Team (SMT) is responsible for policy
development, the delivery of effective and appropriate operations and
budgetary control.
The SMT consists of executives responsible for
operational services, income generation and support services.
The SMT reports to the Board of Trustees to ensure that diversity is
monitored across the organisation on an annual basis.
GENERAL PRINCIPLES
QEF will fulfill our commitment to equal opportunity by:
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Recognising our legal obligation under the Equality Act 2010 and other
associated legislation and appropriate case law.
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Ensuring no applicant will be treated less favourably than others
because of their age, disability, gender reassignment, marriage and
civil partnership, pregnancy and maternity, race, religion or belief, sex
or sexual orientation.
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All applicants will be selected based on their ability to do the job
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All employees will be trained and developed according to the needs of
their job
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Internal promotion and transfers will be based on a fair assessment of
the employee’s ability to undertake the job
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Disciplinary and capability procedures will only be undertaken when
there is a clear, justifiable reason for doing so
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Any deliberate discriminatory action, including harassment or bullying
found in the workplace will be addressed and regarded as a serious
disciplinary offence.
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Staff will receive appropriate training in Equal Opportunities and
Diversity and will be required to operate this policy as an integral part
of their jobs. Managers will be responsible for promoting, distributing
and publicising this policy.
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All current and future policies and procedures will be developed in
strict accordance with this policy.
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Anyone who believes they have been unfairly treated will be able to
raise their concerns through the QEF Grievance Procedure.
In addition, the principles of ‘Positive About People with Disabilities’
accreditation will be applied to ensure that no discrimination occurs in the
QEF employment process. The ‘Two Ticks’ symbol of this accreditation
recognises that QEF makes the following five commitments:
1.
To interview all disabled applicants who meet the minimum criteria
for a job vacancy and consider their abilities
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To ensure there is a mechanism in place to discuss, at least once a
year, what disabled employees can do to develop and use their
abilities
3.
To make every effort to keep employees who may become disabled
in employment.
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To take action to ensure that all employees develop the appropriate
level of disability awareness
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To review the five commitments each year, to see what has been
achieved, to plan ways to improve and to let employees know about
progress and future plans
CLIENTS
QEF services will be accessible to those who are in a position to benefit
from them. Advice will also be given to other organisations providing
disability services.
QEF contact details will be publicised as widely as possible, with particular
efforts being made to promote QEF services to existing and potential
clients.
Clients will be encouraged to communicate their views.
The diversity of clients is monitored annually to ensure equality of
opportunity and to feed into the strategic development of QEF services.
QEF services may be withdrawn from clients who use offensive
language/behaviour or act in any other way that shows discriminatory or
bullying behaviour.
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SUPPLIERS
QEF will encourage a diverse range of suppliers to participate in its
procurement process for goods, works and services. QEF will provide an
equal opportunity for all organisations, including small and medium
enterprises (SMEs), Black, Asian and minority ethnic (BAME) owned
businesses, social enterprises, etc. The QEF procurement process will be
transparent, objective and non-discriminatory in the selection of suppliers,
to achieve a diverse range of suppliers as well as best value.
SERVICE PROVISION
Each service will comply with all the relevant aspect of the equality
legislation as well as any associated legislation and relevant case law, and
will follow any advice provided by the relevant regulators.
COMPLAINTS PROCEDURE
There is a procedure set up in each QEF service to ensure that any
complaint received will be investigated and considered.
Where appropriate, the staff Grievance and/or Disciplinary Procedure may
also be used.
October 2011
Ref: policies/eop-jaluch draft
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