Equality and Diversity
Introduction
Horsham District Council has adopted the following policy to ensure that principles of equality, diversity and upholding human rights are extended to all job applicants and existing employees. Following the formal policy is a brief outline of the various measures which are taken to ensure that the aims of the policy are met.
The Equality, Diversity and Human Rights Policy
Horsham District Council is an employer which upholds principles of equality, diversity and human rights. It aims to ensure that no job applicant or employee receives less favourable treatment on the grounds of gender, gender identity, sexual orientation, marital status, disability, race, colour, nationality or ethnic origin, religion or belief or is disadvantaged by conditions, requirements or practices which cannot be shown to be justifiable. We are aware of the legal obligations that in some cases it is justifiable to treat disabled people move favourable than non disabled people.
All employees will be given equal opportunity, where appropriate to training, and to progress within the organisation.
The Council is committed to a programme of action via the Single Equality Scheme to make this policy fully effective, and is willing to examine any aspects of policy or service by carrying out Equality Impact Assessments to ensure it is inclusive and legally compliant.
The Council's long term aim is that the composition of its workforce should reflect that of the community. Timetabled targets will be set for groups in the community that are identified as being under-represented in the workforce. Where necessary, special steps, as permitted by the relevant Acts of Parliament, will be taken to help disadvantaged and/or under-represented groups to compete for jobs on a genuine basis of equality.
Responsibility for Policy
The co-operation of all employees is essential. However, Directors and Line Managers will ultimately be responsible for achieving the policy objectives and ensuring that the policy is implemented within their own Departments, and will deal with any matter arising or arrange for it to be referred to the Chief Executive or the appropriate committee. The Principal Personnel Officer will be responsible for specialist advice, training, setting guidelines for policy implementation and operation, and for reporting on the policy at appropriate intervals. Behaviour against the spirit and/or letter of the laws on which this policy is based will be considered serious disciplinary matters.
Vacancy Advertising
Wherever possible, steps will be taken to ensure that knowledge of externally advertised vacancies reaches under-represented groups.
All externally advertised vacancies will include an appropriate short statement on equality, diversity and human rights.
Selection and Recruitment
Selection criteria will be kept under constant review to ensure they are justifiable on non-discriminatory grounds as being essential for the performance of the job.
Wherever possible, more than one person must be involved in the selection interview and recruitment process, and at least one panel member should have received training in equality, diversity and human rights and recruitment and selection.
Reasons for selection and rejection of applicants for vacancies must be recorded and the diversity of applicants will be reported annually via the Equality and Diversity Annual Report.
Training, Promotion and Conditions of Service
Under-represented groups will be encouraged to apply for training and employment opportunities with the Council. Wherever possible, principals of positive action will be applied and special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit to avoid positive discrimination which Horsham District Council acknowledges is illegal.
Wherever possible, efforts will be made to identify and remove unnecessary / unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and / or under-represented groups.
General
The objectives of this Policy are to:
- Ensure that the Council has access to the widest labour market and secures the best employees for its needs.
- Ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of the Council.
Communication
The Equality, Diversity and Human Rights Policy will be communicated and explained to both new job applicants and current employees.
Procedures
Current procedures, notably in the areas of recruitment, selection, promotion, transfer and training will be regularly reviewed in the light of the Equality, Diversity and Human Rights Policy.
Monitoring the Policy
In order to ensure that the Council's policy objectives are being met it is necessary to develop documentation designed to collect and analyse appropriate information. The Council wish to emphasise that the gathering of information relating to applicants or employees' diversity is treated in confidence and is used solely for monitoring purposes.
The Principal Personnel Officer will report annually to the Personnel Committee on the effectiveness of the Equality, Diversity and Human Rights Policy.