Equality, Diversity & Inclusion Policy

Introduction

At Native Communities, we are committed to ensuring the equality of opportunity for all employees every day by providing a service and following practices which are free from unfair and unlawful discrimination. 

The aim of this policy is to ensure that no person receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance.  Furthermore, this policy equally provides a framework to ensure that no person is victimised or subjected to any form of bullying or harassment.

At Native Communities, we will actively support equality, inclusion, diversity and equity and ensure that our workforce is valued and treated with dignity and respect.  We want to encourage everyone at Native Communities to reach their full potential.  We value people as individuals with diverse opinions, cultures, lifestyles and circumstances.

The terms equality, inclusion, diversity and equity are at the heart of this policy.

What do these terms mean?

‘Equality’ means ensuring everyone has the same opportunities to fulfil their potential free from discrimination.

‘Inclusion’ means ensuring everyone feels comfortable to be themselves at work and feels the worth of their contribution.

‘Diversity’ means the celebration of individual differences amongst the workforce. ‘Equity’ means recognising barriers and that some groups are more advantaged than others, and putting measures in place to eliminate these barriers, ensuring equal opportunities for all.

Scope

This policy applies to all Native Communities team members (employees), officers, consultants, contractors, volunteers, casual workers, agency workers. It applies to all areas of employment including recruitment, selection, training, deployment, career development, and promotion.  These areas are monitored and policies and practices are amended if necessary to ensure that no unfair or unlawful discrimination, intentional, unintentional, direct or indirect, overt or latent exists.

Who is responsible to ensuring that we adhere to and follow our DE&I policy and standards?

All managers must set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities in line with Native Communities vision and values.  Managers will be given appropriate training on equal opportunities awareness and equal opportunities recruitment and selection best practice.

The Native Communities ‘People Team’ has particular responsibility for implementing and monitoring the Equality, diversity and inclusion policy and, as part of this process, all personnel policies and procedures are administered with the objective of promoting equality of opportunity and eliminating unfair or unlawful discrimination.  All employees, workers or self-employed contractors whether part time, full time or temporary, will be treated fairly and with respect.

What does this policy mean for me as a Native Communities team member?

For all ‘Natives’ from selection for employment, promotion, training, or any other benefit will be on the basis of aptitude and ability.  All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of Native Communities ‘the Company’.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals in our Company as it seeks to develop the skills and abilities of its people. While specific responsibility for eliminating discrimination and providing equality of opportunity lies with managers and supervisors, individuals at all levels have a responsibility to treat others with dignity and respect.  The personal commitment of everyone to this policy and application of its principles are essential to eliminate discrimination and provide equality and equity throughout the Company.

Natives are invited to comment on this policy and suggest ways in which it might be improved by contacting HR@native-communities.com.

What could happen should a breach of policy occur?

Breaches of this policy will be dealt with in accordance with our Disciplinary Procedure. Serious cases of discrimination may amount to gross misconduct resulting in dismissal without notice.

If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure or through our Anti-harassment and Bullying Policy as appropriate.

Our commitment as Native Communities ‘the employer’

The Company is committed to

Creating an environment in which individual differences and the contributions of our employees are recognised and valued

Everyone is entitled to a working environment that promotes dignity and respect to all.  No form of intimidation, bullying or harassment will be tolerated

Providing training, development and progression opportunities to all team members

Understanding equality and inclusion in the workplace is good management practice and makes sound business sense

Reviewing all our employment practices and procedures to ensure fairness and inclusion for all

Take steps to ensure equity amongst our workforce and ensuring there are no unlawful barriers to accessing our employment opportunities, training, progression opportunities, benefits and facilities

Diversity in our workforce will be regularly monitored to ensure equal opportunities throughout the Company.  Where appropriate, measures will be taken to identify and remove unnecessary obstacles and to meet the special needs of disadvantaged or underrepresented groups

Our commitment as a service provider

The Company is committed to:

Providing services to which all clients are entitled regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation

Making sure our services are delivered equally and meet the diverse needs of our residents and clients

Taking steps to ensure equity amongst our clients and residents such as removing any unlawful obstacles to accessing our services or facilities. Where appropriate, measures will be taken to identify and remove unnecessary barriers and to meet the special needs of disadvantaged or underrepresented groups

Fully supporting this policy by senior management 

Having clear procedures that enable employees to raise a grievance or make a complaint if they feel they have been unfairly treated

Equal opportunity policy statements

Age

We will:

Ensure that people of all ages are treated with respect and dignity

Ensure that people are given equal access to our employment, training, development and promotion opportunities

Challenge discriminatory assumptions about younger and older people

Disability

We will:

Provide any reasonable adjustments to ensure disabled people have access to our services and employment opportunities. If we feel that a particular adjustment would not be reasonable, we will discuss this with you and try to find an alternative solution where possible

Challenge discriminatory assumptions about disabled people

Seek to continue to improve access to information by ensuring availability of alternative methods based on individual need

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate

We will keep the physical features of our premises under review to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access

Race

We will:

Challenge racism wherever it occurs

Respond swiftly and sensitively to racist incidents

Actively promote race equality and inclusion in the Company

Take positive action to redress the negative effects of discrimination against everyone

Offer equal access for everyone to representation, services, employment, training and pay and encourage other organisations to do the same

Gender

We will:

Challenge discriminatory assumptions about gender

Take positive action to redress the negative effects of discrimination against everyone

Offer equal access for everyone to representation, services, employment, training and pay and encourage other organisations to do the same

Provide support to prevent discrimination against transgender people who have or who are about to undergo gender reassignment

Sexual orientation

We will:

Ensure that we take account of the needs of everyone, including the LGBTQ+ communities

 Promote positive images of the LGBTQ+ communities

Challenge discriminatory assumptions about the LGBTQ+ communities

Take positive action to redress the negative effects of discrimination against everyone

Offer equal access for everyone to representation, services, employment, training and pay and encourage other organisations to do the same

Religion or belief

We will:

Ensure that employees’ religion or beliefs and related observances are respected and accommodated wherever possible

Respect people’s beliefs where the expression of those beliefs does not impinge on the legitimate rights of others

Pregnancy or maternity

We will:

Ensure that people are treated with respect and dignity during pregnancy or maternity leave

Challenge discriminatory assumptions about pregnancy or maternity

Ensure that no individual is disadvantaged during pregnancy or maternity leave and that we take account of the needs of our employees’ during pregnancy or maternity leave

Marriage or civil partnership

We will

Ensure that people are treated with respect and dignity regardless of marriage or civil partnership status 

Challenge discriminatory assumptions about the marriage or civil partnership of our employees 

 Ensure that no individual is disadvantaged as a result of their marriage or civil partnership status

Part time and fixed term work

Part time and fixed term staff should be treated the same as comparable full time or permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

Equal pay

We will ensure that all employees have the right to the same contractual pay and benefits for carrying out the same work, work rated as equivalent work or work of equal value in line with the Native Communities Remuneration Policy.