Equality & Diversity Statement
Iceni Partnership is committed to ensuring diversity and providing equal opportunities for all employees; it aims to be a first class employer. Iceni Partnership is committed to celebrating diversity, promoting equality, fostering equal opportunities and tackling discrimination in all it does to ensure that employees, clients and service users are treated with respect and valued equally.
Iceni Partnership is committed to ensuring that it promotes equality and diversity and all its employees, potential employees and workers are treated no less favourably and not unlawfully discriminated against on the grounds of possessing a protected characteristic as defined in The Equality Act 2010. The protected characteristics are; colour, race, nationality, ethnic or national origin, religion or belief, sexual orientation, gender (including gender reassignment), marital/civil partnership status, age, disability, pregnancy or maternity, trade union membership or part/fixed term status.
Iceni Partnership will ensure that it complies with all relevant current legislation and best practice as far as practicable. Iceni Partnership aims to ensure that its employees achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. Iceni Partnership has adopted an equality and diversity policy as a means of helping to achieve these aims and should be read in conjunction with our policies on Bullying and Harassment, and Recruitment and Selection.
Responsibility and accountability
Trustees, staff, volunteers and service users are all expected to comply with the policies of the organisation to promote fair and equal treatment. We expect the principles also to be followed by all those we have dealings with as contractors, consultants or in any other relationship. In the event that people or organisations do not meet our expected standards we will take steps to address those issues in a constructive way, but this could ultimately lead to the termination of relationships.
Responsibility and accountability for equality and diversity apply throughout the organisation. Specific responsibilities will be reviewed annually and set out in a review report to be considered as decided by the board.
There will be an annual review of policy and monitoring information gathered through the preceding year. From those data an action plan will be developed for approval by the board and implemented as far as is reasonably practicable. Individual trustees, members of staff and others associated with the organisation will be expected to comply with the requirements of an approved action plan including making themselves available for any briefing or training events felt necessary for proper appreciation of their responsibilities.
Iceni Partnership recognises that publicity and marketing materials have an important impact in re-enforcing or reducing stereotypes, and in making the notion of receiving services attractive to a wide range of people. Arrangements will be set out to ensure all materials produced in the name of the organisation comply with our standards and policies.
Iceni Partnership will aim to create a working environment in which all people are encouraged to give their best, that all decisions are based on merit and hat there is no bullying and harassment.
Iceni Partnership is committed to ensuring diversity and providing equal opportunities for all employees; it aims to be a first class employer. If Equal Opportunities are not applied then valuable talent and potential are wasted. Moreover when unfair discrimination, harassment, bullying or victimisation takes place they bring about a climate of fear, insecurity and poor work performance. As well as being unlawful it effects morale, the quality of the service and profitability. It is therefore vital that every employee understands his or her responsibilities.
Equal Opportunities is taken seriously by Iceni Partnership and wilful failure to apply the policies or evidence of discrimination, harassment, bullying or victimisation will result in disciplinary action which may result in employees’ dismissal.