Each one of us is unique...


Each person is an individual; with visible and non-visible differences and by respecting this, everyone can feel valued for their contributions which is beneficial not only for the individual but for themselves and their communities. 


Here at Lean Progression Ltd. we are committed to creating an environment where diversity is celebrated and everyone is treated fairly, regardless of gender, age, race, disability, ethnic origin, religion, sexual orientation, civil status, family status, or membership of the travelling community. 

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Aims of this Policy


Lean Progression Ltd. recognises and values people’s differences and will assist them to use their talents to reach their full potential.

 

The organisation will do all it can to ensure it recruits, trains and promotes people based on qualifications, experience and abilities for all roles within the organisation.

 

This policy is designed to ensure that Lean Progression Ltd. complies with its obligations under equality legislation and demonstrates our commitment to treating people equally and fairly.

 

Lean Progression Ltd. is unreservedly opposed to any form of discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Using fair and objective employment practices, the organisation aims to ensure that:

 

  • all employees and potential employees are treated fairly and with respect at all stages of their employment;

 

  • all employees (volunteers/service users) have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour.  Such behaviour may come from other employees or by people (third parties) who are not employees of Lean Progression Ltd. such as customers or clients;

 

  • all employees (volunteers/service users) have an equal chance to contribute and to achieve their potential, irrespective of any defining feature that may give rise to unfair discrimination; and

 

  • all employees (volunteers/service users) have the right to be free from discrimination because they associate with another person who possesses a Protected Characteristic or because others perceive that they have a particular Protected Characteristic, even if they do not.

 

 

Scope of the Policy

The policy applies to Job Applicants, Employees, Agency Temps, Students on work experience or placements, Volunteers including Trustees and Services Users. 

 The policy applies to all stages of employment including recruitment and selection, promotion and training.

 

Policy Statement

As an organisation, we value the variety of different views, outlooks and approaches that a diverse workforce brings.  This assists us to provide improved services and increase our understanding of our service users/clients.

We will do all we can to ensure no one will receive less favourable treatment or is to be disadvantaged by requirements or conditions, which cannot be shown to be justifiable.

 

Responsibilities

Employees and volunteers (including trustees) of Lean Progression Ltd. have a duty to act within this policy, ensure it is followed and to draw attention to any suspected discriminatory acts or practices.

Responsibility for promoting awareness of this policy and monitoring that it is being followed rests with Lean Progression Ltd Management.

 

Breaches of the Equality and Diversity Policy by employees

The employees of Lean Progression Ltd. should uphold all the responsibilities under the policy which will also set out the potential repercussions to individuals who breach it. For employees, breaches may result in invoking the disciplinary procedures set our in the Lean Progression Ltd. Disciplinary Procedures. 

 

Breaches of the Equality and Diversity Policy by volunteers (including trustees)

For volunteers (including trustees), there is an expectation for conduct in terms of maintaining the reputation of Lean Progression Ltd.

Your position as a volunteer may be jeopardised should you not follow this policy.

 

Equality and Diversity in Practice

In carrying out the Policy, the organisation will carry out the following actions:

  • recording and verify the problem to be resolved;
  • assigning an investigating Manager;
  • consulting with the complainant and parties to the incident;
  • producing recommendations/actions and parties to the incident;
  • producing recommendations/actions to resolve the issue to the Managing Director;
  • communicating the findings to the client;
  • analysing the findings from the investigation and report to the client; and to
  • implementing corrective measures and/or procedures to prevent recurrence;

 

Implementation of the Policy

All staff, trustees and volunteers of Lean Progression Ltd. will be involved in creating an equality environment and one that values diversity by:

  • making available a copy of the policy to prospective applicants;
  • ensuring all new starters have the opportunity to discuss the policy with line managers/ colleagues;
  • making use of team meetings to discuss the policy and defining areas where practice could be improved;
  • providing non- discrimination selection training for managers who are recruiting;
  • providing Equality and Diversity training and guidance to staff and volunteers (including trustees);
  • including reference to abiding by the policy in staff terms and conditions/ volunteer agreements.

 

Communications

Communication of the policy to job applicants and employees/ volunteers via:

  • making available a copy of the policy to prospective applicants;
  • ensuring all new starters have the opportunity to discuss the policy with line managers/ colleagues;
  • making use of team meetings to discuss the policy and defining areas where practice could be improved;
  • providing non- discrimination selection training for managers who are recruiting;
  • providing Equality and Diversity training and guidance to staff and volunteers (including trustees);
  • including reference to abiding by the policy in staff terms and conditions/ volunteer agreements.

 

Working with Partners

In selecting our partners, we will consider their commitment to Equality and Diversity by:

  • asking to see their policy;
  • asking what they do in practice, including monitoring the policy; and
  • making sure that their policies align with Lean Progression Ltd. Equality and Diversity Principles.

 

Users of our Services

We will make our services accessible by:

Website; Data Base, Making available copies to prospective applicants, ensuring that all new starters have the opportunity to discuss the policy with Manager and Colleagues.

 

Monitoring our Policy

This policy will be monitored to judge to what extent it is working and identify areas for improvement.

Monitoring will relate to both employees/ volunteers and to service users and methods used will include: Reviews at intervals…see Review section.

 

Reporting Discrimination / Potential Discrimination

Employees who feel that they have suffered any form of discrimination should raise the issue through the following means:

Lean Progression Ltd.’s Grievance Procedure; or they may choose to raise their issues through their First line Manager. Team Leader.

Volunteers who feel that they have suffered any form of discrimination should raise the issue through the following means:

  • Lean Progression Ltd.’s Grievance Procedure; and
  • service users who feel that they have suffered any form of discrimination should Lean Progression Ltd.’s Grievance Procedure

 

Employees/volunteers/service users (include/delete as appropriate) should also use this approach if they feel that they been the subject of harassment from someone who is not an employee of Lean Progression Ltd. Lean Progression Ltd. will not tolerate any harassment from third parties towards its employees/volunteers/service users and will take appropriate action to prevent it happening again.

If an employee/volunteer/service user (include/delete as appropriate) witness’s behaviour that they find offensive in relation to age, marriage or civil partnership, pregnancy and maternity, disability, gender reassignment, race, religion or belief, sex and sexual orientation, even if it is not directed at them they should also use this procedure.

 

Direct Discrimination / Indirect Discrimination

Direct discrimination is when an employee or applicant is treated less favourably than someone else because of their:

  • sex;
  • marriage or civil partnership;
  • gender reassignment;
  • pregnancy and maternity leave;
  • sexual orientation;
  • disability;
  • race;
  • religion or belief;
  • age; and that
  • there is no genuine occupation requirement for it.

 

People also must not be discriminated against because they are on a part time or fixed term contract

 

Indirect discrimination

This is where there is a working condition, practice or rule that disadvantages one group of people more than another. In other words, it is more difficult for people from one group to comply with the requirement. Even if it is done accidentally indirect discrimination is unlawful. Indirect discrimination is only allowed if it is necessary for the way the business works, and there is no other way of achieving it.

 

Direct Discrimination/Indirect Discrimination

 

Discrimination arising from disability

This is where a disabled person is treated unfavourably because of something connected to their disability where it cannot be objectively justified.  This only applies where the organisation knew or could reasonably be expected to know that the person was disabled.

 

Associative Discrimination

This is where someone is treated worse than someone else because they are associated with someone with a protected characteristic.

 

Perceptive Discrimination

This is where someone is treated worse than someone else because there has been an incorrect assumption that they have a protected characteristic.  This applies even if the person does not possess the characteristic.

 

Third Party Harassment

This is where an employee is harassed by a third party who is not an employee eg volunteers or service users.  The organisation becomes liable if it has happened on at least two occasions, that it is aware that it took place and have not taken steps to prevent it happening again.

 

Review

This policy will be reviewed at intervals by Janine Dawson. Director of Lean Progression Ltd. to ensure that it remains up to date and reflects the needs and practices of the organisation.

The policy may also be reviewed if legislation changes or if monitoring information suggests that policy or practices should be altered

 

LPCP/DEP - Lean Progression Ltd – Diversity & Equality Policy updated version January 2016

 

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