Equality and Diversity Policy
This policy is provided by Trek Therapy (referred to as ‘the organisation’).
1.0 SCOPE
1.1 This policy applies to all Trek Therapy directors, staff (including freelancers), volunteers and service users.
2.0 POLICY STATEMENT
2.1 The organisation is committed to encouraging diversity amongst its directors, staff (including freelancers), volunteers and service users.
2.2 The organisation has a zero tolerance approach to unlawful discrimination.
2.3 The organisation aims to create a working environment where:
3.0 DEFINITIONS
3.1 Diversity exists when many different types of people are included.
3.2 Equality is about eliminating discrimination and ensuring equal access to opportunities in employment and equal access to services. It is recognised that some people may need additional help to get the same opportunities.
3.3 Human rights has as its core principles: dignity, fairness, equality and autonomy. Human rights help individuals to flourish and fulfil their potential through: being safe and protected from harm, being treated fairly and with dignity, living the life they choose and taking an active part in their community.
4.0 EXPECTATIONS
4.1 Staff and directors will treat service users, volunteers, carers and people with support needs with respect and ensure no one receives less favourable treatment because of their race, gender, marital status / civil partnership, pregnancy / maternity, sexual orientation, gender re-assignment, age, ethnic origin, disability, religion or belief, caring responsibilities, offending background or any other personal characteristic or circumstance.
4.2 Staff and directors will promote a harmonious working environment.
4.3 Staff and director will not harass or intimidate any employee, volunteer, director or service users because of their race, gender, marital status / civil partnership, pregnancy / maternity, sexual orientation, gender re-assignment, age, ethnic origin, disability, religion or belief, caring responsibilities, offending background or any other personal characteristic or circumstance.
4.4 The organisation expects staff, directors, volunteers to cooperate with measures introduced to ensure there is equality of opportunity, and increase diversity and recognition of the individual’s human rights especially in relation to service users and promoting uptake of engagement.
5.0 IMPLEMENTATION
5.1 The organisation will achieve the aims of this policy through monitoring, action planning and regular reviews and by demonstrating a willingness to tackle problems that arise in a fair and consistent manner.
5.2 The organisation will make reasonable adjustments to its premises and working practices to ensure employees and trustees can take a full and active part in its work.
5.3 The organisation will provide training and guidance on equal opportunities and diversity for employees, directors, volunteers and supporters..
5.4 The organisation will endeavour to deliver services in a way that recognises the importance of an inclusive society and which gives access and opportunities rather than maintaining barriers.
5.5 Responsibility for implementing and reviewing the success of the policy rests with the board of directors. Overall responsibility for putting in place procedures to ensure equality of opportunity and increase diversity rests with the most senior member of the directors board.
5.6 A breach of this policy by:
- a member of staff, volunteer will be regarded as misconduct and dealt with under the disciplinary policy.
- a director will lead to the procedure for expulsion set out in the organisation’s governing document being followed. If expulsion is not covered in the governing document the following procedure will be followed:
- the individual/s will have the right of appeal to a panel of at least two directors not previously involved in the situation. a panel of at least two directors will review the evidence and meet with the individual/s, who will have the opportunity to have their case heard.
6.0 LEGISLATION
6.1 The organisation will comply with the following legislation:
- The Equality Act 2010
- Civil Partnerships Act 2004
- Rehabilitation of Offenders Act 1974
7.0 LEARNING AND DEVELOPMENT
7.1 General learning and development requirements relating to the diversity and equality policy are contained in the learning and development policy, procedure and guidance.
8.0 REVIEW AND ADOPTION OF THIS POLICY BY BOARD OF DIRECTORS
8.1 The organisation’s board of directors is required to formally adopt the diversity and equality policy and to ensure that a documented record is kept of their decision to do so.
8.2 Full details of the policy (including its title and reference number) and the date it was adopted will be documented in the minutes of the appropriate directors board meeting as evidence of the decision taken. The minutes will be signed by the chair of the trustees on behalf of the board.
Next Review: January 2024