1. Introduction

1.1 Progress is committed to providing a supportive and inclusive culture for:

• Our staff and our members

• Other stakeholders.

• We recognise the positive value of diversity, promoting equality and fairness, and challenging discrimination.

• We welcome our legal duties not to discriminate as a service provider and an employer. We aim to go beyond the narrow scope of legislative compliance and follow best practices, making equality, fairness and diversity a fundamental part of all our activities. This may be dependent on the availability of resources.

• We recognise people with different backgrounds, skills, attitudes and experiences bring fresh ideas and perceptions, and we wish to encourage and harness these differences to make our services more relevant and approachable. 

1.2 Progress will not discriminate or tolerate discriminatory behaviour on the grounds of race, colour, gender, gender identity, disability, nationality, political views, national or ethnic origin, religion or belief, marital / partnership or family status, sexual orientation, age, trade union membership, or any social characteristic. 

2. Scope 

2.1 This policy relates to all aspects of the work undertaken by Progress including: employment and recruitment and selection, dealing with members, clients, suppliers, supporters and other associated third parties.  

3. Legal obligations

3.1 In valuing diversity, Progress aims, wherever resources allow, to go beyond the legal minimum regarding equality. Current legislation and associated codes of practice are taken into account, including, but not limited to, the following:

• Equal Pay Act 1970

• The Equality Act 2010

• The Employment Rights Act 1996

• The Human Rights Act 1998

• The Work and Families Act 2006

• Civil Partnership Act 2004 (as amended)

• The Employment Equal Treatment Framework Directive 2000 (as amended)

• The Equality Act 2010 

4. Employment (paid staff)

4.1 General Statement

As an employer, Progress will treat all employees and job applicants equally and fairly and not unlawfully discriminate against them. This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotions, grievance and disciplinary processes, selections for redundancy, references and any other employment-related activities.

5.2 Recruitment and selection

We recognise the benefits of having a diverse workforce and will take steps to ensure that:

• We endeavour to recruit from the widest pool of qualified candidates practicable

• Employment opportunities are open and accessible to all on the basis of their individual qualities and personal merit

• Where practical, positive action measures are taken to attract applicants from all sections of society and especially from those under-represented in the workforce

• Selection criteria and processes do not unlawfully discriminate

• Any third parties acting for Progress in respect of employment are made are made aware of the requirements not to discriminate and act accordingly. 

5.3 Training and development

We will ensure that all employees are encouraged to achieve their full potential. Selection for all training and career development opportunities will be purely on the basis of merit. Appraisals of performance will be conducted objectively and on time. 

5.4 Meeting individual needs 

Progress will do its utmost (within organisational resources and other constraints) to meet the needs of individuals at work, for example:

• Recognising caring and domestic responsibilities

• Working patterns – wherever possible training courses and meetings will be planned to allow attendance by staff working non-standard hours / working patterns

• Disability – reasonable adjustments will be made where necessary to remove barriers and enable disabled staff to carry out their roles

• Religious practices – time off and suitable facilities for prayer will be provided wherever possible. Requests for annual leave to celebrate religious festivals will be accommodated wherever possible. 

6. Implementing the policy

6.1 Responsibilities 6.1.1 All staff

At all levels of the organisation, staff are expected to have read and understood this policy, to ensure they behave in accordance with its principles and requirements, to encourage the same level of behaviour in colleagues and immediately report any breaches witnessed, whenever it is reasonable for them to do so.

6.1.2 All managers

Managers are responsible for promoting this policy and ensuring it is understood and complied with by staff in their area, dealing with breaches and complaints (whether reported or not) seriously, speedily, sensitively and confidentially and contributing ideas for the advancement of diversity principles within the organisation.

6.2 Conduct and general standards of behaviour

All staff are expected to conduct themselves in a professional and considerate manner at all times. Progress will not tolerate behaviour such as:

• Rudeness

• Isolating, ignoring or refusing to work with certain people

• Telling offensive jokes or name-calling

• Displaying offensive material such as pornography or sexist/racist cartoons, or the distribution of such material via email/text message or any other format

• Any other forms of harassment and victimisation.

• Progress encourages staff to resolve misunderstandings and problems informally wherever possible, depending on the circumstances. However, whether dealt with informally or formally, it is important for staff who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being over-sensitive.

• It is the impact of the behaviour, rather than the intent, that counts, and that should shape the solution found both to the immediate problem and to preventing further similar problems in the future.

6.3 Complaints of discrimination

Progress will treat seriously all complaints of unlawful discrimination on any grounds made by employees, members or other third parties and will take action where appropriate.

All complaints will be investigated in accordance with the organisation’s grievance or complaints procedure and the complainant will be informed of the outcome in line with these procedures.

We will also monitor the number and outcomes of complaints of discrimination made by staff, members and other third parties.

7. Review

This policy will be reviewed not less than once a year or more regularly if we identify any non-compliance or problem or in the light of emerging legislation that could impact on this policy.