Equal Opportunities

Equal Opportunities Policy Statment

Who this statement applies to

This statement applies to all employees, workers, apprentices, agency workers, contractors, volunteers, Members and anyone acting on behalf of the Authority.  It also applies to how we work with job applicants, service users, visitors, partners, suppliers and members of the public.

Legal framework

We will meet our duties under the Equality Act 2010, including the Public Sector Equality Duty.  This means that, when carrying out our functions, we will give proper consideration to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations between people.

We will also take reasonable steps to prevent sexual harassment at work, in line with the Worker Protection (Amendment of Equality Act 2010) Act 2023. We will have regard to relevant statutory Codes of Practice and guidance and will keep our policies and practices under review to reflect relevant changes in legislation, case law and statutory guidance.

Protected characteristics under the Equality Act 2010

We will not discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.  We recognise that people may experience barriers or unfair treatment because of more than one characteristic or because of wider personal circumstances.

What we will do

• We will promote fair access to employment, development, promotion, and progression, using objective criteria that relate to the role and the needs of the Authority.
• We will make reasonable adjustments for disabled people and seek to remove barriers in recruitment, employment, and access to our services.
• We will provide clear standards of behaviour, respond promptly to concerns, and take appropriate action where behaviour falls below those standards.
• We will consider equality impacts when developing policies, making decisions, designing services, procuring goods and services, and working with partners.
• We will support an inclusive working culture through communication, learning, manager accountability and engagement with employees and recognised trade unions.
• We will publish and review relevant equality information and objectives, where required, and use evidence and feedback to improve our practice.

Responsibilities

The Chief Executive has overall responsibility for this statement. The Head of Organisational Development supports its implementation and review.

Managers are responsible for implementing the statement, promoting equality and inclusion within their teams, dealing with concerns promptly and fairly, and ensuring decisions are based on evidence and fair process.

Everyone covered by this statement is expected to treat others with dignity and respect, not participate in inappropriate behaviour, and raise or challenge concerns where appropriate and safe to do so.

Raising a concern

Anyone who believes they have experienced or witnessed discrimination, harassment, sexual harassment, victimisation, bullying or other unacceptable behaviour should raise this as soon as possible. Employees may speak to their line manager, the Senior HR Officer, the Monitoring Officer, or a trade union representative.  Concerns will be handled sensitively, fairly and without victimisation.

Where a concern relates to a service provided by the Authority, it may be raised through the relevant service route or complaints process.  We will seek to learn from concerns and make improvements where needed.

Review

This statement will be reviewed annually and updated where necessary. It will also be reviewed sooner where there is a significant change in legislation, case law, statutory guidance or the Authority's arrangements.