Our Equal Opportunities policy
- employees and volunteers

Purpose of the policy

St Ann’s Hospice aims to be an equal opportunity employer and is committed to widening access and valuing diversity. This policy covers all aspects of employment of staff and also volunteering from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination.

The organisation will try to ensure that all employees, potential employees and volunteers are treated fairly regardless of their colour, gender, creed, race, ethnic origin, nationality, religious belief or similar philosophical belief, sexual orientation, marital status, physical or mental disability or age. (This is not an exhaustive list.)

Guidelines

The co-operation of all employees and volunteers is essential for the success of this policy. Everybody in the organisation has a responsibility to ensure that this policy is carried out. Any action or decision affecting a current or potential employee or volunteer should be made on their ability to perform their job, based on relevant and objective criteria. Managers should follow organisational policies and guidelines to ensure that they do not directly or indirectly disadvantage one group of people against another.

It is the responsibility of everyone to not unlawfully discriminate against another person, and to avoid stereotyping individuals or acting on pre-held prejudices. You should also draw to the attention of your Line Manager any suspected discriminatory act or practice, or if this is not appropriate, your Functional Director.

Behaviour or actions against the spirit and / or the letter of the laws on which this policy is based will be considered a serious disciplinary matter and may lead to dismissal.

Vacancy Advertising

In addition to any external advertising which takes place, all vacancies and career opportunities will be advertised internally in order to ensure that all suitably qualified and experienced staff and volunteers have the opportunity to apply.

Recruitment & Selection

All selection criteria will be reviewed when a vacancy arises to ensure that they are justifiable on no-discriminatory grounds as being essential for the effective performance of the job.

Appointments and promotions will be made on merit and abilities, we shall actively try to reach and encourage applications from any suitably skilled person. There must be no implication (intended or otherwise) that applications are less welcome from some groups than from others.

The shortlisting, interview and assessment process must be objective and concentrate on information that is relevant to the role and which mirrors the role requirements. Questions asked must be consistent and relevant to the position and decisions should be based on fact not assumptions.

When recruiting staff, a minimum of two people must be involved in the selection interview and recruitment process, and all should have received training in equal opportunities.

Wherever possible the interview panel should represent a cross span of the population i.e. men, women, minorities and disabled people.

Reasons for selection and rejection of applicants for vacancies must be recorded

Further details or staff recruitment can be found in the Recruitment and Selection policy.

Disability

Adjustments will be made where reasonably practicable to accommodate individual needs, whether this is in terms of the application process, access to training or future employment / volunteering.

Job Duties

Responsibilities and patterns of work / volunteering should be allocated fairly.

Staff Pay

Ability, performance, the internal and external job market, legislation and the Hospice’s financial situation will determine pay differentials.

Staff Flexible Working Arrangements

The Hospice will consider employees and potential employees for part time work or for job-share where this is practical within the demands of the job in question. All decisions to refuse part time or job share applications must be fully justified by the needs of the job / organisation. Anyone considering applying for flexible working arrangements should follow the Flexible Working Policy and Procedure.

Training

All employees and volunteers will be offered equal opportunity and access to training, regardless of hours worked or status, provided that the training is relevant to the role.

Further details can be found in the Policy on Education and Training.

Staff Individual Performance Reviews

All Staff have the same opportunities for an individual performance review and to be fairly and objectively assessed in terms of their performance. The Individual Performance Review Policy deals with this in detail.

Dress Code

If an employee or volunteer has difficulty complying with the dress code because of ethnic, religious or some other substantial reason, their needs should be accommodated where possible.

Pregnancy

A pregnant employee or volunteer, or one who has recently given birth, must not suffer any disadvantage because of her condition.

Harassment

Discriminating against anybody because of their colour, gender, creed, race, ethnic origin, nationality, religious belief or similar philosophical belief, sexual orientation, marital status, physical, mental disability or age (This is not an exhaustive list.), is not acceptable. The Harassment Policy deals with this in detail.

Religious Holidays

If an employee needs time off for a religious holiday, this should form part of the normal allocated holiday entitlement and will be accommodated where possible. Shift patterns for volunteers will be allocated to take this into account.

Trade Union

Employees will not suffer any detriment for belonging to a trade union or for taking part, at an appropriate time, in its activities.

Enforcement

Staff who believe their rights under the Equal Opportunities Policy have been infringed should raise the matter with their line manager, using the Grievance Procedure. Volunteers should raise any concerns with the Volunteer Services Officer.

Staff and Volunteers have the right to raise matters in good faith without fear of criticism or reprisals.

Any act of discrimination, or any failure to comply with the terms of the policy may result in disciplinary action and possibly dismissal.

Audit

To ensure that this policy is operating effectively (and for no other purpose), St Ann’s maintains records of employees, volunteers and applicants ethnic origins, gender, age and disability.

Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity.