Equality and Diversity
Intention of policy
It is the policy of the HCS to treat all employees and job applicants, volunteers and volunteer applicants and Information Hub users fairly and equally regardless of their sex, sexual orientation, marital status, race, colour, nationality, ethnic or national origin, religion, age or disability.
HCS will ensure that no requirement or condition will be imposed without justification which could disadvantage individuals purely on any of the above grounds.
The policy applies to recruitment and selection, terms and conditions of employment including pay, promotion, training and every other aspect of employment. It also applies to potential and actual volunteers.
Responsibility for Implementation of this policy
The overall responsibility for the policy lies with the HCS Steering Committee. However, all staff and volunteers are required to comply with the policy and to act in accordance with its objectives.
HCS aims to treat all its employees, volunteers and job applicants equally. We will ensure that no discrimination occurs at any stage of employment, from recruitment and selection, through training and development, appraisal and leaving employment, on any grounds including: sex, religion, age, race, ethnic or national origin, disability, sexual orientation or marital status.
HCS aims to promote equality by
Rights and responsibilities
If you believe you have been unfairly discriminated against, you should use the grievance procedure to raise the matter with the HCS Chairperson.
You must ensure that your behaviour at work does not discriminate against other employees, volunteers, suppliers or members of the public. If you breach this policy, you could be dismissed for gross misconduct.
Legal Framework
The HCS Steering Committee will ensure that the legal provisions of the Race Relations Act (1976), Race Relations (Amendment) Act (2000), Sex Discrimination Acts (1975 and 1986), Disability Discrimination Act (1995), Human Rights Act (1998) and Equality Act (2010) are adhered to.
Monitoring
Implementation of this policy will be reviewed by the HCS Steering Committee every three years. Any issues arising will be addressed promptly and actions taken to rectify any identified problems.
It is the policy of the HCS to treat all employees and job applicants, volunteers and volunteer applicants and Information Hub users fairly and equally regardless of their sex, sexual orientation, marital status, race, colour, nationality, ethnic or national origin, religion, age or disability.
HCS will ensure that no requirement or condition will be imposed without justification which could disadvantage individuals purely on any of the above grounds.
The policy applies to recruitment and selection, terms and conditions of employment including pay, promotion, training and every other aspect of employment. It also applies to potential and actual volunteers.
Responsibility for Implementation of this policy
The overall responsibility for the policy lies with the HCS Steering Committee. However, all staff and volunteers are required to comply with the policy and to act in accordance with its objectives.
HCS aims to treat all its employees, volunteers and job applicants equally. We will ensure that no discrimination occurs at any stage of employment, from recruitment and selection, through training and development, appraisal and leaving employment, on any grounds including: sex, religion, age, race, ethnic or national origin, disability, sexual orientation or marital status.
HCS aims to promote equality by
- communicating the policy to all employees and job applicants
- dealing promptly with any complaints or grievances
- reviewing the impact on equality of other employment policies and practices
Rights and responsibilities
If you believe you have been unfairly discriminated against, you should use the grievance procedure to raise the matter with the HCS Chairperson.
You must ensure that your behaviour at work does not discriminate against other employees, volunteers, suppliers or members of the public. If you breach this policy, you could be dismissed for gross misconduct.
Legal Framework
The HCS Steering Committee will ensure that the legal provisions of the Race Relations Act (1976), Race Relations (Amendment) Act (2000), Sex Discrimination Acts (1975 and 1986), Disability Discrimination Act (1995), Human Rights Act (1998) and Equality Act (2010) are adhered to.
Monitoring
Implementation of this policy will be reviewed by the HCS Steering Committee every three years. Any issues arising will be addressed promptly and actions taken to rectify any identified problems.