The purpose of this policy is to support Combined Harpole Charitable Trust (CHCT) in their commitment to the promotion of equality of opportunity and the elimination of unlawful and unfair discrimination. We value and embrace diversity and our intention is to ensure an inclusive approach.

 

The CHCT adheres to The Equality Act 2010 which recognises the following specific protected characteristics: sex, gender reassignment, race (which includes colour, nationality and ethnic or national origins), disability, age, religion or belief, sexual orientation, marriage & civil partnership, and pregnancy & maternity. It does not discriminate because of any factors irrelevant to the requirements of the role and will reinforce our culture which values openness, fairness, and transparency on an ongoing basis.

 

The Trustees of the CHCT have a duty to comply with this Policy, to promote and maintain an environment free from discrimination. This policy applies to all processes when dealing with customers and clients.

 

The purpose of this policy is:

To ensure equality, diversity and inclusion are fully reflected in the employment practices and procedures of the CHCT.

To ensure employment policies and procedures are monitored and reviewed so that they do not contradict this policy.

DEFINITIONS

 

Discrimination:

(a) 'Direct Discrimination' is where a person is treated less favourably than another not on the merits of the case but on grounds of a protected characteristic.

 

(b) ‘Discrimination by association’ occurs where a person is directly discriminated against by association with another individual who has a protected characteristic.

 

(c) 'Discrimination by perception’ is when a person is directly discriminated against based on a perception that the person has a particular protected characteristic even if the person does not actually possess that protected characteristic.

 

(d) 'Indirect Discriminate disadvantaged' is a provision, practice or a criterion that applies to everyone but particularly disadvantages people who share a protected characteristic. Although equally applicable to all possible applicants, this may nevertheless be discriminatory because:

 

(i) The number of persons of the same personal status who can comply with the requirement is considerably smaller than the number who cannot; and

 

(ii) The requirement cannot be shown to be justifiable.

 

1. ‘Harassment’ is unwanted conduct related to a protected characteristic under the Equality Act 2010 that has the purpose of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. Alternatively, the conduct may amount to harassment if it is reasonably considered by the target of the conduct to have the effect of violating their dignity or of creating an intimidating, hostile, degrading,

humiliating or offensive environment for them. This applies even if this effect was not intended by the person responsible for the conduct.

 

2. ‘Victimisation’ occurs when an individual has suffered a detriment because they have done one of the "protected acts" set out below, or it is believed that they have or may have done one of these acts.

 

The protected acts, which must not be done in bad faith, are:

bringing proceedings under the Equality Act 2010.

giving evidence or information in connection with proceedings under the Act.

doing any other thing for the purposes of or in connection with the Act; or

making allegations that another person has contravened the Act.

All Trustees of the CHCT are responsible for promoting equality, diversity and inclusion and conducting themselves in accordance with this policy.

 

The Trustees

Ensure that its commitment is communicated via the website to users of its services, and all those working for, or on behalf of.

Lead by example, encouraging equality, diversity and inclusion internally and externally.

Be responsible for creating a climate where the differences that individuals bring are valued.

Embed equality, diversity and inclusion in decision making processes.

Ensure that equality, diversity, and inclusion is considered in undertaking their work to serve the CHCT.

Be aware of their responsibilities and report inappropriate behaviour/s and raise any incident/s that

potentially breach this Policy the Chairperson of the Trust.

Familiarise themselves with this Policy, ensuring that their practices are consistent with its contents.

Allegations regarding potential breaches of this Policy will be treated in the strictest confidence and will be investigated.

 

This policy will be reviewed on an annual basis to reflect changes in the law and internal organisational requirements.

 

Reviewed April 2023