THE DURHAM TEES VALLEY
COMMUNITY REHABILITATION COMPANY LIMITED
HR01
EQUALITY AND DIVERSITY POLICY
1
POLICY STATEMENT
1.1
The Durham Tees Valley Community Rehabilitation Company Limited (hereafter referred
to as DTV CRC) is committed to equality and diversity, both within the workplace as an
employer or prospective employer, and in terms of its service delivery and partnership
activities. It will not only seek to avoid unfair discriminatory practice, but will actively
promote the benefits of a positive approach to equality and diversity.
1.2
The CRC will strive to ensure that:

we take into account the needs and views of people who fall within the scope of
equalities legislation when we develop policies, deliver services and employ staff;

we monitor, and seek feedback, in order to continuously improve the services we
deliver and our role as an employer in terms of equality and diversity;

we train and support our staff to facilitate their understanding of equality and diversity
legislation and good practice, and to work towards building equality and diversity
considerations into all areas of our work and professional relationships.
1.3
The CRC will comply with the letter and spirit of equality and diversity legislation current at
any given time and with any relevant Codes of Practice (a summary of current key
statutory requirements is attached at Appendix A for ease of reference).
1.4
The CRC will seek to ensure that no person receives less favourable treatment or
experiences direct or indirect discrimination on grounds of colour; race; nationality; ethnic
or national origins; religion and belief; sex; gender reassignment; marriage and civil
partnership; pregnancy and maternity; sexual orientation; disability; health; age; physical
appearance; dependants; social class; education; or employment status.
1.5
The CRC will ensure that offenders, service users and other individuals with whom it deals
in carrying out its operational functions are treated equally and fairly, and with sensitivity to
their individual needs and circumstances.
1.6
The CRC will ensure that job applicants, employees and volunteers are treated fairly: it will
ensure that Human Resources policies, procedures and practices comply with this Equality
and Diversity Policy, in respect of both external and internal recruitment, terms and
benefits of employment, and the provision of opportunities for promotion, transfer, training
or other benefits.
1.8
The CRC will incorporate considerations of equality and diversity into all relevant CRC
policies and procedures. There will also be a small number of separate policies/
procedures which focus on specific Equality and Diversity issues: these include policies on
managing reasonable adjustments for staff with disabilities, and managing issues of
alleged bullying, harassment, discrimination or victimisation.
1.7
To ensure these principles are translated into practice, the CRC will identify a number of
annual Equality Objectives in respect of staffing and service delivery issues. These will be
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published on the CRC’s website and will be available on request from the CRC’s
Headquarters.
2
RESPONSIBILITY
2.1
Overall responsibility for the Equality and Diversity Policy lies with the CRC Board and its
implementation rests with the Chief Executive Officer (CEO). Day to day responsibility for
the preparation and delivery of annual Equality Objectives, publishing of information and
monitoring of progress against the Equality Objectives has been delegated to:
 The Head of Human Resources (in relation to employer issues)
 The Head of Operations (in relation to service delivery issues).
2.2
It is the responsibility of everyone employed within the CRC, or working as a volunteer or
on placement with the CRC, and all members of the CRC Board, to comply with this policy
in their dealings with colleagues and any other person they come into contact with in the
course of their duties. We also have an Employee Code of Conduct which sets out
expectations in respect of staff behaviour.
2.3
The policy will also be made known to other organisations working with or on behalf of the
CRC and their representatives will also be responsible for complying with the policy.
2.4
Equality and Diversity Group
The CRC has an Equality and Diversity (E&D) Group, which is chaired by one of the two
lead senior managers and includes the Co-ordinators of the Staff Support Groups; trade
union representatives; and a cross-section of staff working in a range of roles within the
CRC. The E&D Group has clear Terms of Reference which are regularly reviewed and
updated. The CRC will support and facilitate the operation of the agreed Staff Support
groups as part of its proactive approach to equality and diversity.
3
DEALING WITH CONCERNS ABOUT EQUALITY & DIVERSITY ISSUES
3.1
The CRC recognises that, despite the strength of our commitment to Equality and
Diversity, sometimes things can happen which need to be dealt with via a formal
procedure.
3.2
Those who are recipients of our services can use the Complaints Procedure which
ensures that any issues raised are dealt with promptly at a managerial level. Information
on the number of complaints received each year, a brief summary of the issues raised,
and action taken to resolve them, is reported to the CRC Board. We will keep our
Complaints Procedure under review to ensure that any potential for bias or discrimination
is eliminated, along with our complaints monitoring arrangements.
3.3
Staff can raise issues under the Grievance Procedure (where this relates to specific
actions or decisions), or under the Harassment Procedure (where the allegations are
about unfair treatment of them by an individual). The Harassment Procedure sets out
expectations in respect of staff behaviour and provides an established route for dealing
with any issues of inappropriate behaviour by any member of staff. It incorporates specific
sections on racial harassment and sexual harassment, as well as covering harassment on
other grounds such as age or disability.
4
EQUALITY OBJECTIVES AND INFORMATION
4.1
Public bodies are required to prepare and publish annual Equality Objectives and Equality
Information in respect of both the organisation’s workforce profile, and its service delivery.
4.2
The CRC will ensure that Equality Objectives are identified, published and delivered on an
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annual basis in respect of both staffing issues and service delivery issues. Regular
progress reports will be provided to the Senior Leadership Team and the E&D Group.
4.3
The CRC will also ensure that appropriate Equality Information is published annually, and
that the information is used effectively to identify areas which require further action in order
to develop a continuous improvement in respect of equality and diversity issues.
5
PROMOTING THE EQUALITY AND DIVERSITY POLICY
5.1
All staff, volunteers, CRC Board Members and organisations working with or on behalf of
the CRC will be given a copy of this Policy and made aware of the CRC’s expectations in
respect of equality and diversity.
5.2
A copy of the policy will be provided to all job applicants and briefing about the policy will
be included in all induction training. Appropriate levels of briefing and training will be given
to all employees, volunteers and CRC Board Members.
5.3
All staff job descriptions will include an equality and diversity element (or “competence
area”), and performance objectives will include a standard Equality and Diversity objective
for managers and other staff as appropriate. These will then be assessed for all staff in
their annual appraisal. This will ensure that all staff understand the importance placed
upon good equality and diversity practice by the CRC.
6
PROCUREMENT AND PARTNERSHIPS
6.1
The CRC purchases goods and services from a range of suppliers and works in
partnership, or on a contractual basis, with a number of other service providers. The CRC
recognises that, even if we contract with external bodies to do work on our behalf, it retains
responsibility for ensuring that our equality duties are met. When working with partner
agencies, it is also important that we continue to work to the standards set by this Equality
and Diversity Policy.
6.2
The CRC will therefore ensure that equality and diversity issues are taken into account,
and included in all of our procurement, contract and partnership documentation and
arrangements and that performance in respect of equality and diversity is monitored as
part of the standard contract compliance and review process.
7
POLICY REVIEW
7.1
This Equality and Diversity Policy, and associated policies and procedures will be reviewed
every two years and will also be checked and revised as necessary as new or amended
legislation comes into force.
8
QUERIES
8.1
Queries relating to the content of this guideline may be raised with the Head of Human
Resources or the Head of Operations.
Version no:
1
2
3.4
4.2 (current)
Approved by:
Teesside/County Durham Probation Boards
Durham Tees Valley Probation Trust Board
DTV Probation Trust Board
DTV CRC (updated for rebranding to CRC only)
Date:
21.8.01 (R 2004)
01.04.10
17.3.11
23.6.14
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Issued by
Director of Human Resources
Director of Human Resources
Director of Human Resources
Head of Human Resources
APPENDIX A
KEY REQUIREMENTS OF CURRENT EQUALITY LEGISLATION
Equality Act 2010
The Equality Act 2010 replaced previous anti-discrimination laws with a single Act. It simplified
the law, removing inconsistencies and making it easier for people to understand and comply with
it.
The Equality Act covers a defined range of protected characteristics:
 age
 disability
 gender reassignment
 marriage and civil partnership
 pregnancy and maternity
 race
 religion or belief
 sex
 sexual orientation.
The intention of the new Act was to reduce bureaucracy (for example, public sector bodies are no
longer required to publish a complex Equality Scheme or undertake Equality Impact
Assessments) and focus attention on the things that matter and can make a real difference to
improving equality.
The public sector ‘Equality Duty’ (section 149 of the Act) states that public bodies must have due
regard to:
 eliminate discrimination, harassment and victimisation
 advance equality of opportunity between people from different groups
 foster good relations between people from different groups.
Due regard means “consciously thinking about the three aims of the general duty as part of the
process of decision-making.” The Equality Duty aims to support good decision-making by
ensuring public bodies consider how different people will be affected by their activities, helping
them to deliver policies and services which are efficient and effective; accessible to all; and which
meet different people’s needs.
The Equality Act 2010 (Specific Duties) Regulations 2011
Following the introduction of the main Equality Act, the Specific Duties Regulations were also
implemented. These Regulations require public bodies to:
 to publish relevant, proportionate information demonstrating their compliance with the
Equality Duty; and
 to set themselves specific, measurable Equality Objectives.
The intention is that publishing relevant equality information will make public bodies transparent
about their decision-making processes, and accountable to their service users and to the public
for their performance on equality.
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