Diversity and Inclusion Policy

Contents



Policy Statement


Care College is opposed to all forms of unlawful and unfair discrimination and victimisation. The company expects its staff to treat each other and all service users, relatives, clients, visitors with dignity and respect, in a non-discriminatory manner and in accordance with their individual needs.

Care College is committed to eliminating individual and institutional discrimination, harassment, and victimisation across all protected characteristics of: Race, Gender, Disability, Religion or Belief, Sexual Orientation, Gender Reassignment, Age, Marriage and Civil Partnership, Pregnancy and Maternity.


Policy Aims


The aim is for our workforce to be truly representative of all sections of our society in Jersey and our clients, and for each employee to feel respected and able to give their best.

The purpose and aims of this policy are to ensure that all staff act in a fair and consistent manner.

This Policy should be read in conjunction with the following policies: Safer Recruitment, Grievance, Harassment & Bullying, Appeals, Raising Concerns.


Policy Scope


This policy applies to all agency workers of Care College on permanent and non-permanent contracts of employment who work with people at risk.

This policy also extends to include:

  • Workers engaged on zero hours agreements
  • Workers who work for the Care College through a contract on an interim, locum, self-employed, or agency basis.

Policy Principles


Care College is committed to:

  • Creating an organisation that actively promotes equality of opportunity for all and ensuring that no one receives less favourable treatment on the grounds of their age, disability, gender, gender identity, marital or civil partnership status, maternity or pregnancy status, race (including nationality or culture), religion or belief, sexual orientation, caring responsibilities in any aspect of their employment. This includes 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.
  • Creating 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 at all stages of the employment process from recruitment to termination of employment.
  • Embedding values and behaviours that highlight treating others as we would wish to be treated ourselves.
  • Care College recognises its responsibilities as contained in the Discrimination (Jersey) Law 2013.

Definitions of Discrimination


Direct discrimination

Direct discrimination occurs when someone is treated less favourably than another person because of their age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex and sexual orientation (known as protected characteristics).

Indirect discrimination

Indirect discrimination can occur when you have a condition, rule, policy or even a practice that applies to everyone but particularly disadvantages people who share one of the following protected characteristics: age, race, religion or belief, sex, sexual orientation, marriage and civil partnership, disability and gender reassignment.

Harassment

Harassment is ‘unwanted conduct related to a relevant protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual’.

Victimisation

Victimisation occurs when an employee is treated badly (suffers a detriment) because they have made or supported a complaint or raised a grievance under the Discrimination (Jersey) Law 2013 or because they are suspected of doing so.


Roles and Responsibilities under this Policy


Care College Employees

  • Acting in ways that are in accordance with this policy and with company values.
  • Acting fairly and compassionately by conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
  • Treating other people as individuals responding to their needs; respecting others’ privacy and dignity; ensuring they do not discriminate, harass or intimidate others or encourage other people to do so.
  • Using communication methods that other people understand when carrying out duties taking account of their own behaviour and its effects on others, undertaking relevant equality and diversity training.
  • Informing the Manager if they become aware of any behaviour that undermines equality and diversity.

Care College Managers

  • Leading the management of diversity and inclusion within the company.
  • Taking 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 company’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 are a criminal offence.
  • Monitoring 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.
  • Ensuring that the company compiles, publishes and reports on diversity and inclusion issues relating to employment and services as required by legislation and/or regulatory bodies.
  • Ensuring the communication of the policy within the company.
  • Ensuring the provision of appropriate training through which all are made aware of diversity and inclusion issues and of their responsibilities in relation to colleagues, patients, visitors and the wider community.

Care College Directors

  • Are responsible for ensuring the effective implementation and management of this policy.

Making a Complaint under this Policy


Any employee, prospective employee or other workers who wish to make a complaint about the application or non-application of this policy should raise the matter through the Care College Complaints Policy.

Any discrimination concerns or allegations made which have been validated or proven will be treated in accordance with the Care College Disciplinary Policy and procedures.


Jersey Legislation


  • Discrimination (Jersey) Law 2013 Revised Edition 1 January 2019
  • Discrimination (Disability) (Jersey) Regulations 2018
  • Crime (Disorderly Conduct and Harassment) (Jersey) Law 2008
  • Human Rights (Jersey) Law 2000 Revised Edition 1 January 2007

Glossary Of Terms


Disability

An individual who has a long-term (lasting for more than 6 months) physical, mental, intellectual or sensory impairment which has an effect on their ability to engage or participate in their normal day-to-day working activities.

Diversity

Recognising, valuing and taking account of individual’s different backgrounds, skills and experience.

Gender Reassignment

A personal, social and sometimes medical process by which a person’s gender presentation (how they appear) is changed. Not all transgender individuals undergo medical treatment to change their gender.

Sexual Orientation

Whether a person is attracted to people of their own sex, the opposite sex or both sexes.

Protected Characteristic

Disability, gender reassignment, marriage, civil partnership, pregnancy, maternity, race, religion or belief, age, sex or sexual orientation.


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