Policy Document Title: Version 2 drafted by: Version 3 approved by: Equality and Diversity Policy James Palfreman-Kay, Non-Executive Director The Board Date Version 3 approved: 3 October 208 Next Review Date: October 209 Reviewer: Where published: Martyn Jewell, Board Business Manager Healthwatch Dorset Website and Intranet Contents Page. Introduction 2 2. Purpose and Aims of this Policy 3 3. The Board s Commitment to Equality and Diversity 4 4. Definitions 4 5. Responsibilities 5 6. Employment Practices 5 7. Healthwatch Dorset as a Service Provider 6 8. Complaints 6 Page of 6
Equality and Diversity Policy. Introduction Healthwatch Dorset CIC is the independent consumer champion for health and social care in Dorset. It is a Community Interest Company (CIC) limited by Guarantee (Registered Company No. 08548235) - that is, a company that acts for the benefit of the community. Under the Equality Act 200, Healthwatch Dorset CIC is subject to the General Public Sector Equality Duty when we are carrying out our public functions. This requires us to have due regard to the need to: Eliminate unlawful discrimination, harassment and victimisation; Advance equality of opportunity between different groups; and Foster good relations between different groups. Having due regard for advancing equality involves: Removing or minimising disadvantages suffered by people due to their protected characteristics (see below); Taking steps to meet the needs of people from protected groups where these are different from the needs of other people; and Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low. The Equality Duty covers nine Protected Characteristics : age, disability, gender, gender reassignment, pregnancy and maternity, race, religion or belief and sexual orientation. The duty to have due regard to the need to eliminate discrimination also covers marriage and civil partnerships. In drafting this policy, we have drawn on the Guidance about the General Public Sector Equality Duty on the Equality and Human Rights Commission Website, as well as the latest version of Healthwatch England s guidance on the legislation affecting local Healthwatch 2. Guidance on the General Public Sector Equality Duty - available on the Equality and Human Rights Commission Website at: https://www.equalityhumanrights.com/en/advice-and-guidance-faq/general-duty-faqs-gb 2 A guide to the legislation affecting local Healthwatch, June 206 - available on the Healthwatch England Hub. Page 2 of 6
2. Purpose and Aims of this Policy This Policy aims to set out how Healthwatch Dorset CIC will ensure it complies with the General Public Sector Equality Duty, the broad purpose of which is to ensure that consideration of equality and good relations is integrated into the day-to-day business of public authorities, thereby promoting greater equality and better outcomes. Healthwatch Dorset CIC is committed to ensuring: equality of access to the services we provide this includes ensuring that we promote equality through all the work we undertake equality of opportunity in terms of employment for our staff; equal treatment for all our staff, volunteers and directors; equality of opportunity and good relations with our service delivery partners including in relation to the way we commission them to provide services on our behalf; and equality of opportunity in the way we commission any other services. Healthwatch Dorset CIC is also committed to promoting anti-discriminatory practice this relates to any type of discrimination. The general equality duty requires us to have due regard to the need to eliminate discrimination, advance equality of opportunity and foster good relations when making decisions and setting policies. This requirement is addressed in our Decision-Making Procedures, which should be read in conjunction with this Policy and can be found on our website at: http://www.healthwatchdorset.co.uk. Our process for agreeing our annual priorities and work programmes sets out how we aim to promote equality and diversity when we decide which priorities will be the main focus of our work. This document should also be read in conjunction with this Policy and can also be found on our website at: http://www.healthwatchdorset.co.uk. This Policy applies to all Directors on the Board (most of whom are volunteers), the CIC s employees and any other volunteers employed directly by the CIC 2. Staff undertaking work on behalf of Healthwatch Dorset CIC, but who are employed by Help & Care, CAiD or DREC, are subject to their own organisation s Equality and Diversity policies. Healthwatch Dorset CIC has sub-contracted the provision of the Local Healthwatch service to its three service delivery partners: Help & Care, Citizens Advice in Dorset (CAiD) and Dorset Race Equality Council (DREC). This work is managed through service level agreements (SLAs). 2 Healthwatch Dorset Champions and the majority of Healthwatch Dorset s Volunteers are overseen by Help and Care, on behalf of Healthwatch Dorset CIC, and are subject to Help & Care s Equality and Diversity Policy. Volunteers working for CAiD, Local Citizens Advice Offices and DREC, who undertake work on behalf of Healthwatch Dorset CIC, are subject to the relevant organisation s Equality and Diversity policies. Page 3 of 6
3. The Board s Commitment to Equality and Diversity The Board of Healthwatch Dorset CIC fully supports the principle of equality and diversity. We aim to encourage, value and manage diversity; and we recognise that talent and potential are distributed across the population. Not only are there moral and social reasons for promoting equal opportunity, it is in the best interests of the CIC to recruit and develop the best people from as wide and diverse a pool of talent as possible. The Board of Healthwatch Dorset CIC recognises that certain groups and individuals in society are oppressed and disadvantaged due to discrimination directed against them. In all that it does, the Board will work to remove any barriers, bias or discrimination that prevents individuals or groups from realising their potential and contributing fully to our organisation s performance; and to develop an organisational culture that positively values diversity. When listening to communities and individuals, Healthwatch Dorset CIC will make every effort to understand the context in which people live their lives. Where understanding is more difficult, the Board, staff and volunteers will be supported in respectfully seeking information. Those experiencing discrimination may experience particular issues when accessing health and social care services. When working with partner organisations, Healthwatch Dorset CIC will be aware of discriminatory practice and how this may manifest itself. Directors, staff and volunteers will be supported in bringing any issues to the attention of partner organisations. Discrimination operates through commonly held assumptions and prejudices, which are reinforced by laws, rules and customs. This makes discrimination appear normal and inevitable. Discrimination works by stereotyping people into different roles, by treating some people worse than others, or simply by ignoring them. All forms of discrimination are unacceptable, regardless of whether there was any intention to discriminate or not. 4. Definitions For the purpose of this policy, Healthwatch Dorset CIC defines: Equality as: ensuring that every individual has an equal opportunity to make the most of their time whilst working on behalf of, or with, Healthwatch Dorset CIC; and Diversity as: recognising, respecting and valuing people s differences, to enable people to realise their full potential in constructively contributing to the work of Healthwatch Dorset CIC. The policy applies specifically to discrimination and equality of opportunity in respect of the protected characteristics, as defined in the Equalities Act 200: Page 4 of 6
Age Disability Gender Gender reassignment Pregnancy and maternity Race Religion or belief Sexual orientation. The duty to have due regard to the need to eliminate discrimination also covers marriage and civil partnerships. This policy applies across the range of employment policies and practice, including those relating to Discipline, Grievance, Code of Conduct and Complaints. It also covers how equality and diversity issues are considered as part of the annual priority setting process. 5. Responsibilities The Board of Healthwatch Dorset CIC values its staff and volunteers and expects them to be treated in a respectful manner. Accordingly, everyone has a responsibility to treat others with dignity and respect. The Board Business Manager is responsible for providing advice and guidance on equality and diversity issues, and for ensuring that this Policy is kept up to date. 6. Employment Practices The Board of Healthwatch Dorset CIC aims to promote equality and diversity and to ensure that no job applicant, volunteer or employee receives less favourable treatment or is disadvantaged by conditions or requirements that cannot be shown to be justifiable in the context of the policy. Recruitment, selection, training, promotion, discipline, dismissal practices will be subject to regular review to ensure that they comply with the Diversity and Equalities Policy. All training opportunities will be published widely to all groups. Healthwatch Dorset CIC regards discrimination, abuse, harassment, victimisation and/or bullying of staff, volunteers, clients or others in the course of its work to be disciplinary offences that could be regarded as gross misconduct. Our Process for Agreeing our Annual Priorities and Work Programmes can be found on our website at: http://www.healthwatchdorset.co.uk Page 5 of 6
7. Healthwatch Dorset as a Service Provider In developing its services and support and publicity materials, the Board of Healthwatch Dorset CIC will seek to ensure that access is equitable for all. This will include, wherever practicable, making specific access arrangements for clients with disabilities or learning difficulties, or any other protected characteristic which may apply, such as religion and belief. Healthwatch Dorset CIC will attempt to ensure that none of its policies discriminate directly or indirectly against any group or individual. The process used to determine the priorities for Healthwatch Dorset s Annual Work Programmes involves weighing potential issues against several factors - including whether the issue has an impact for particular people or groups with protected characteristics. For further information about how Healthwatch Dorset CIC shows due regard in the setting of its priorities, please see our Process for Agreeing Annual Priorities and Work Programmes. 8. Complaints The Board will treat seriously any complaints of unlawful discrimination on any of the stated grounds made by employees, volunteers, clients or third parties and will take action where appropriate. All complaints made by external parties will be investigated in accordance with the CIC s Complaints and Compliments Policy 2. The complainant will be informed of the outcome. Any complaint against an employee of one of our service delivery partners will be investigated by the partner organisation concerned and the appropriate grievance procedures followed. Complaints made by Directors of Healthwatch Dorset CIC and volunteers appointed directly by the CIC will be investigated under the CIC s Volunteer Dispute Resolution Procedure 3. Complaints will be reviewed annually by the Board. Healthwatch Dorset Process for Agreeing our Annual Priorities and Work Programmes - available on our website at: http://www.healthwatchdorset.co.uk 2 Healthwatch Dorset Complaints and Compliments Policy - available on our website at: http://www.healthwatchdorset.co.uk 3 Healthwatch Dorset Volunteer Dispute Resolution Procedure - available on our website at: http://www.healthwatchdorset.co.uk Page 6 of 6