Equality & Diversity

About this policy

We believe: “A truly effective diverse organisation is one in which the differences individuals bring are valued and used”. 

An effective response to diversity is at the heart of a modern organisation. A comprehensive diversity policy embraces key elements of best practice in employment and service delivery: 

• Addressing inequality;
• Recognising and valuing difference;
• Promoting a skilled, diverse workforce;
• Meeting the needs of an increasingly diverse population; and
• Acting in accordance with legislation.

We believe there are five critical factors for improving equality and diversity:-

• Commitment - understanding the concept, owning and leading the work at the highest levels, and committing adequate resources.
• Involving users – consulting the actual and potential users of services about their needs and requirements.
• Mainstreaming equality and diversity – integrating equality and diversity into day-to-day work and translating policy into practice.
• Monitoring performance data – ensuring that data gathering and analysis on equality and diversity is part of core performance monitoring systems.
• Sustainability – continuously keeping up the momentum to counter discrimination and promote diversity, reviewing performance and setting new targets.

We consider that the business case for promoting equality and diversity is overwhelming. Discrimination, however, it occurs, will damage the relationship between the Hankinson Group and its customers, colleagues and partners. The promotion and awareness of equality and diversity issues will allow us to improve access to our services which should, in turn, increase levels of customer satisfaction.

Equality and diversity are at the core of the Group vision and mission. Excellent services depend on the Hankinson Group being an organisation where differences between individuals and communities are valued and everyone is treated with respect. 

We recognise that discrimination occurs at a number of levels in society. You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, clients, suppliers or other work-related contacts, or when wearing a work uniform), and on work-related trips or events including social events. 

The following forms of discrimination are prohibited under this policy and are unlawful:

• Direct Discrimination – treating one person less favourably than another, on the grounds of a Protected Characteristic, for example, their race or sex. An example would be refusing to provide service to someone based on their race.
• Indirect Discrimination – a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified. For example, an insistence that all customer information is provided only in English would exclude people who could not communicate in English. Such a requirement would be discriminatory unless it can be justified.
• Institutional Discrimination – this is best described with reference to the MacPherson Report on the Stephen Lawrence Inquiry. “The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture and ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people”.
• Harassment - this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our anti-Bullying and Harassment Policy.
• Victimisation – retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
• Disability discrimination – this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Through the processes and specific actions set out in this policy, the Company is committed to eliminating unlawful discrimination.

This policy describes the work that the Company is doing to ensure that equality and diversity are promoted in the delivery of services and in employment. Our strategic themes and aims to embrace equality and diversity into the organisation are as follows:

• Leadership - Aim: The Board and Senior Management Team to champion equality and diversity.
• Employment and Recruitment - Aim: to ensure equality of opportunity for all colleagues and applicants.- Aim: to strive for organisational structures that reflect our community.
• Procurement - Aim: to ensure that our partners are aware of the Company’s equality and diversity policy and their obligation to contribute to achieving this.
• Harassment - Aim: to ensure that minority groups feel confident to be employed by the Group Company.
• Training & Awareness - Aim: to ensure that the Board, Contractors, and colleagues receive training and information on equality and diversity.
• Performance Monitoring - Aim: to effectively measure, monitor and set challenging targets for equality and diversity to ensure continuous improvement.

Through the implementation of this strategy Hankinson Group is committed to:

• Comply with the relevant legislative framework.
• Company with the CRE Code of Practice.
• Actively work to prevent or eliminate discrimination and promote diversity and equality of opportunity in service provision and as an employer.
• Continually monitor and review information in order to ensure continuous improvement.

Responsibility for implementing this policy

Managers have a specific responsibility to ensure the fair application of this policy and all colleagues are responsible for supporting colleagues and ensuring its success.

Legislation

Beyond Hankinson Group own vision there is a range of legislation, regulation and good practice that provide a framework within which services must be delivered. The Equality Act became law in October 2010. It replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and together with its codes of practices provides the framework for what we need to do to make our workplace a fair environment and to comply with the law.

Hankinson Group as a responsible employer is totally committed to observing as far as possible  The Human Rights Act 1998, The Equality Act 2010 and the Equality and Human Rights Commission’s Codes of Practice for Employment, Equal Pay and Services, Public Functions and Associations.

The legislative framework consists of the following:

• Sex Discrimination Act 1986 Sex Discrimination (Gender Reassignment) Regulations 1999
• The Gender Recognition Act 2004
• The Gender Equality Duty (2007) Race Relations Act 2000 and 2003
• Disability Discrimination Act 2005
• Disability Equality Duty (2006)
• Disability Rights Commission Act 1999
• Human Rights Act 1998
• Employment Act 2002 
• Equality Act 2010
• Employment Equality (Sex Discrimination) Regs 2005
• Civil Partnership Act 2004 - (Amendment) Regulations 2007
• Employment Rights Act 1996
• Criminal Justice and Public Order Act 1994
• Rehabilitation of Offenders Act 1974 and (Exceptions) Order 1975
• Equal Treatment Directive 2002/73/EC.
• The Asylum and Immigration Act 1996

Potential Areas for discrimination

Hankinson Group recognises that individuals or groups may suffer discrimination or disadvantage on the grounds of a Protected Characteristic, which are:     

• Age
• Disability
• Gender Reassignment
• Marital or civil partnership status
• Pregnancy or maternity
• Race, colour, nationality, ethnic or national origin
• Religion or belief Sex Sexual orientation.

We are committed to helping those who are disadvantaged, within the resources available, to ensure that we are a fair and equal employer and to ensure that all our customers have equal access to our services.

Harassment – customers and employees

• Aim: to ensure that our partners are aware of Hankinson Group equality and diversity policy and their obligation to contribute to achieving this.
• Aim: to ensure that minority groups feel confident to be employed by Hankinson Group or allow services to be provided.

Customer Harassment - We recognise that vulnerable groups may experience harassment or discriminatory behaviour on a number of grounds especially race, ethnic or national origin, sex, disability and age. Any incidents of harassment or discrimination will be dealt with promptly and sensitively. Systems will be developed to monitor race, ethnic or national origin, sex, disability and age in relation to all reported incidents. This information will be analysed and reviewed regularly to identify areas of discrimination or behaviour that may discourage certain groups from choosing Hankinson Group and address them appropriately. 

Employee Harassment - Discriminative behaviour or harassment may also occur in the workplace in the form of direct, indirect or institutionalised discrimination. Hankinson Group is committed to promote diversity and equality of opportunity in the workplace. Where discriminative behaviour or harassment is found to have taken place, employees will be dealt with in line with the company’s disciplinary procedures. 

Partner Awareness - Hankinson Group will ensure a common procurement practice for all contracts and supply chain agreements where-by contractors, agents or suppliers and other organisations wishing to deliver contracts do so in accordance with the Hankinson Group Equality and Diversity Strategy to facilitate continuous improvement against the Equality Standard. All goods, works and services sought by Hankinson Group will cater for all potential user needs and satisfaction rates for users will be measured so as not to isolate or discriminate against any person or group. Hankinson Group will at pre-tender stage, formally request copies of Company Equality and Diversity policy document.

All Company policy documents will be assessed and scored to ensure a company ethos that mirrors that of Hankinson Group and the company’s ethics and experience can meet specific user needs. Hankinson Group will encourage partner organisations, suppliers, agents and consultants to be representative of the local population and will take steps to actively encourage involvement at every decision-making stage from customer end uses, “hard to reach” groups and local community leaders. 

Recruitment of colleagues

• Aim: to ensure equality of opportunity for all colleagues and applicants.
• Aim: to strive for organisational structures that reflect our community.

Hankinson Group is striving to be an equal opportunities organisation and as such opposes all forms of unlawful and unfair discrimination.  Our aim is to recruit, train and develop our employees on the basis of their ability and the requirements of the job. We seek to have a workforce that this comparably representative of the local community.

• We aim to ensure that the best person for the job is appointed and that any unfair or unlawful discriminatory practices are eliminated. It contains essential information and advice for the selection panel incorporating the legal requirements and recommended good practice.
• Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying
• We will monitor application forms to assess the response to advertisements and to ensure that no individual or group of people is being treated unlawfully or unfairly. This information helps to monitor the effects of policies relating to equality and diversity and assists us in the development of future best practice.
• Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children. Job applicants should also not be asked about health or disability before a job offer is made.Employment and recruitment

With regards to employment, this policy will apply to recruitment, training, pay, conditions of employment, work allocation, promotion and general welfare of colleagues and any other employee benefits. 

Training and development of colleagues

• Aim: to ensure that the board, area boards and colleagues are trained on Hankinson Group approach to equality and diversity and have equal opportunity to access training.
• Aim: the Hankinson Group board and senior management team to champion equality and diversity.

Our workforce development policies are based on a fair assessment of abilities within a process that recognises, accepts and values individual differences. Colleagues will be selected for, or encouraged to participate in, certain development activities on their abilities, their needs and those of Hankinson Group in relation to their current job or potential future jobs. 

Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all colleagues who should have access to them and that there are no unlawful obstacles to accessing them. 

All managers involved in identifying development needs and opportunities will be required to ensure that there is no discrimination on arbitrary grounds and that selection is based on job related criteria. Workforce development is essential to the success of our Equality and Diversity Strategy and will be provided by: 

• Ensuring that newly appointed employees are made aware of our strategy in their induction and are developed to an appropriate level.
• Ensuring that colleagues involved in recruitment and selection processes are given appropriate development which makes them familiar with the strategy and gives them an understanding of both direct and indirect discrimination.
• Ensuring that colleagues involved in the Individual Performance Review process are familiar with the strategy and its implications.

Board of Directors Skills audits have been undertaken by Board Members and equality and diversity training is being provided as part of an on-going training and development programme. 

Procurement of goods and services

• Aim: To ensure that our partners are aware of Hankinson Group equality and diversity policy and their obligation to contribute to achieving this.

Hankinson Group will ensure a common procurement practice for all contracts and supply chain agreements where- by contractors, agents or suppliers and other organisations, wishing to deliver contracts do so in accordance with Hankinson Group Equality and Diversity Strategy and action plan to facilitate continuous improvement against the Equality Standard. All goods, works and services sought by Hankinson Group will cater for all potential user needs and satisfaction rates for users will be measured so as not to isolate or discriminate against any person or group. 

Hankinson Group will at pre-tender stage, formally request copies of Company Equality and Diversity policy document. All Company policy documents will be assessed and scored to ensure a Company ethos that mirrors that of Hankinson Group and the Company’s ethics and experience can meet specific user needs. 

Hankinson Group will encourage partner organisations, suppliers, agents and consultants to be representative of the local population and will take steps to actively encourage involvement at every decision-making stage from customer end users, “hard to reach” groups and local community leaders.

Disabilities

If an employee is disabled or becomes disabled, they are encouraged to tell us about their condition so that we can support them as appropriate.  We will monitor the physical features of our premises to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access. 

Review

This document will be reviewed on an annual basis.

Statement of Intent

The Directors accept that Equal Opportunity & Diversity Strategy issues are management responsibilities, but they depend on the co-operation of all employees to make the policy successful to ensure as far as possible the Commission for Race Equality’s Code of Practice for Employment.

It is the duty of all employees to comply with the Company Equal Opportunity & Diversity Policy at all times and to act responsibly and do everything that they can to promote issues.The management of the company will monitor the operation of this policy. The organisation and arrangements of this policy will be displayed at each office, workshop, site and workplace for inspection by all employees. The board of Directors fully accept their responsibilities to monitor the operation of this policy and its effective implementation to their employees to observe, so far as is reasonably practicable, the Commission for Race Equality’s Code of Practice for Employment at work and any other persons who may be affected by the company’s work operations.    

Applicability

This policy applies in all areas of the Company’s business.

                        

 

Stephen Hankinson                                                 Neil Hand

Chairman of the Board                                               Managing Director

 

Approved for publication on:                     04/04/2022