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Equality and Diversity Policy

Scope

As an equal opportunity employer, the HRB will treat all its employees and potential employees equally irrespective of the nine grounds below:

  • Gender
  • Marital status
  • Family status
  • Age
  • Race
  • Disability
  • Religion
  • Sexual orientation
  • Membership of the traveller community

This policy will apply to recruitment and selection, work responsibilities and opportunities for career progression, salary, conditions and training.

Responsibility

Senior Management is committed to the active implementation of this equality/diversity policy. This includes securing and providing the financial and other resources needed as far as is reasonable.  

All managers will be trained to enable them to take responsibility for the equality/diversity policy aspect of their management role. They will have responsibility for ensuring the implementation of the policy in the workplace and promoting a culture that supports the policy.Human Resources will oversee the integration of the equality/diversity policy into all aspects of the HR policies and organisational practice. Training will be developed and provided to all staff to ensure they are aware of the policy. Developments and initiatives to support the implementation of the policy will be communicated to all staff.

Objectives

The purpose of the equality/diversity policy is to enhance a workplace that provides for equal opportunities for all current, future and potential staff and where their dignity is protected and respected at all times. This will require the development of practices and procedures that cover the following aspects of employment:

  • Recruitment and selection
  • Training and work experience
  • Career development
  • Conditions of employment
  • Role of managers
  • Dignity at work
  • Positive action
Recruitment and selection

The objective is to target the widest possible pool of potential applicants and to ensure that all candidates have equal access to HRB positions. Recruitment methods, documentation and all associated publicity material will contain nothing of a discriminatory nature and will encourage applications from all potential candidates.
Selection will be based on merit and those who are successful shall demonstrate their suitability for appointment according to predetermined job-related selection criteria which will be consistently applied throughout the recruitment process. The application of the equality/diversity policy will also include accommodating as much as possible the special needs of individuals to facilitate their participation in the recruitment and selection process.

All aspects of the recruitment and selection process (job description/specification; advertising; short listing; interviewing; psychometric testing; reference checks; pre employment medical) will be based on the principle of assessing competencies and attributes (abilities) of applicants against those which have been determined to be required for the effective performance of the job.

Training and Work Experience

All employees will be afforded the same opportunities to develop full and rewarding careers. They will therefore be provided with opportunities whenever possible to acquire the range of training, competence and experience necessary for their career development.

Where practicable, training and work experience will be provided in a manner which will facilitate equality of access for all staff.

Career Development

All staff will be encouraged to prepare, plan and consider themselves for career development. All staff will be notified about job opportunities by email and encouraged to compete. Conditions governing access to career development will not discriminate, directly or indirectly, on any of the nine grounds. Unnecessary barriers to career development will be removed and employees facilitated to compete. Competitions will be conducted in a manner which does not discriminate on any of the nine grounds. Promotion and regrading will be decided on objective criteria relevant to the objectives of the job.

Conditions of Employment

All employees will be offered the same terms and conditions of employment as equivalent staff in the same grade and job family. All employees will receive the same treatment in relation to disciplinary measures, grievances, etc.

The induction process will be used as an opportunity to discuss with new employees any special needs that they may have arising from one of the nine grounds and to explore how these needs may be accommodated. Where practicable, measures will be taken to accommodate special needs arising from a disability, race, family status, or any other characteristics covered by the nine grounds. For example, requests for flexible working hours/atypical attendance patterns will be accommodated where practicable.

Role of Managers

All managers will be trained and equipped to carry out the equality/diversity aspects of their people management role.

All staff has an important role to play in ensuring equality/diversity throughout the organisation. Managers have a particular responsibility to engender respect for difference and to accommodate diversity where appropriate. Heads of Division, managers and staff will be provided with appropriate initial training followed by regular additional training. The training will include awareness of equality/diversity principles, legislation, the manager's role in implementing the equality/diversity policy and attitudinal and behavioural issues.

Dignity at Work

All employees will be treated with dignity and respect and provided with a safe working environment which is free from all forms of bullying and harassment. The importance of dignity and respect of all staff members at work will be promoted throughout the workplace.
The Respect and Dignity policy will continue to be actively promoted and implemented by managers. Managers and staff will be trained in the operation of the policy. All employees are obliged to prevent and eliminate harassment and bullying.

Positive Action

The organisation while committed to appointing candidates based solely on merit, where appropriate, will take practical measures to facilitate the integration of particular groups under the nine grounds into employment.

Implementation

The HSEA guide 'Guide to Equal Opportunities /Accommodating Diversity' provides advice on measures to support this policy. This guide can assist the organisation to meet its obligations under the equality legislation and to give some practical examples of how to put the policy into action.
Training will be provided to all managers and staff to support the implementation of this policy. Further appropriate actions will be identified on an ongoing basis. The development and implementation of these actions will be carried out on an ongoing basis.

Monitoring and Review

Progress in the areas of equal opportunities/diversity will be measured through the continuous monitoring of the implementation of equality and diversity action plan.