Equal opportunities and anti-oppression policy

Purpose
The policy’s purpose is to:
Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
‍
Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
‍
Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
‍
Actively work against oppression, whether overt or covert.

Scope
The following people are required to act in accordance with this policy:All volunteers, trustees, and staff contracted by Chayn CIO
Associated personnel whilst engaged with work or visits related to Chayn CIO, including but not limited to the following: consultants; contractors; programme visitors including journalists, celebrities and politicians

Equality - The law
It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as "protected characteristics".

Discrimination after employment may also be unlawful, eg refusing to give a reference for a reason related to one of the protected characteristics.

It is unlawful for an employer to fail to make reasonable adjustments to its requirements, working practices or the physical features of the workplace where these put a disabled job applicant or employee at a substantial disadvantage. It is also unlawful discrimination where a disabled employee is at a substantial disadvantage due to the employer's unreasonable failure to provide an auxiliary aid or service to the disabled employee.

It is generally unlawful to discriminate directly or indirectly, harass or victimise a member of the public based on any of the protected characteristics in the provision of services, goods or facilities. It is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, service providers have an obligation to think ahead and make reasonable adjustments to address any barriers that may impede disabled people from accessing a service.


Chayn’s responsibilities
Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
‍
Promote the principles of equality for marginalized populations and have this reflected across all organizational policies, procedures, services and in relation with staff, Board members and volunteers.
‍
Facilitate the full representation of specific groups facing marginalization when developing, implementing and evaluating Chayn policies, procedures and services on an ongoing basis.
‍
Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
‍
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997– which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

Please see Chayn’s Bullying and Harassment Policy for more information
Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation. Chayn will analyse training, development and progress data to ensure that opportunities as well as take-up are equal for all staff
‍
Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
‍
Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
‍
Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
‍
Anti-Oppression is a lens through which all work at Chayn will be seen. All staff, students, Board members and volunteers are expected to hone their critical reflective abilities, asking how their practice, actions or policies affect individuals differently based on their lived experiences.
‍
Chayn will take active measures to position itself against all forms of discrimination, internally and externally
‍
Chayn will intentionally use an Anti-Oppression lens when looking at how recruitment is undertaken, how diversity and inclusion are promoted within the Charity.
‍
The Board will ask how its policies affect individuals differently, and whether they promote greater inclusion

Your responsibilities
Every person is required to assist the organisation to meet its commitment to provide equal opportunities in employment and avoid unlawful discrimination.
‍
Each person can be held personally liable as well as, or instead of, the organisation, for any act of unlawful discrimination. Those who commit serious acts of harassment may be guilty of a criminal offence.

Acts of discrimination, harassment, bullying or victimisation against anyone are disciplinary offences and will be dealt with under the organisation's disciplinary procedure. Conduct of this type will often be gross misconduct which can lead to dismissal without notice.
‍
Each person will be responsible for ensuring that their behaviour is in accordance with the terms of this policy and that their environment is free of oppression and discrimination.