YHN Equality Policy 2015
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Version control table Original version published: Current version number: Date current version published: Due date for next review: Author: Contact officers:
April 2005 4 2015 Business Strategy Louise Horsefield Head of Business Strategy Your Homes Newcastle YHN House Benton Park Road  0191 278 8720  louise.horsefield@yhn.org.uk
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Contents
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Introduction
1.1 1.2
Policy statement Scope of the policy
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Background
2.1 2.2 2.3 2.4 2.5
What is equality and diversity? Our core values Our approach to equality and diversity Legislative requirements Good practice
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Equality & Diversity in practice
3.1 3.2 3.3 3.4 3.5 3.6 3.7
Equality Impact & Needs Assessments Accessible Services Procurement Partnership Working Employment Training Getting to know our customers
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Equalities Statements – Protected Characteristics
Page 3-5 5 5
6-8 6 6 6 7 8
9-15 9 10 11 12 12 13 13
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Sex Race Disability Sexual Orientation Age Religion, Belief or Faith Gender Reassignment Marriage & Civil Partnership Pregnancy & Maternity
14 14 14 15 15 15 16 16 16
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Responsibility monitoring and review
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Key contacts
6.1 6.2 6.3
For members of the public For YHN Employees Advice, support and guidance
17-20 17 17 19
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1.
Introduction Your Homes Newcastle provides a range of housing and associated services across the City of Newcastle upon Tyne to customers of diverse backgrounds and circumstances. We aim to provide excellent services to the communities of Newcastle that are as fair and equitable as possible and that do not discriminate or disadvantage anyone. It is also important that we provide equality of opportunity, without disadvantage or discrimination in employment and in the procurement of goods and services. The introduction of the Equality Act 2010 replaced existing equality legislation, with the aim of simplifying the law and making Britain stronger, fairer and more equal. We recognise that YHN has an important role to play in eliminating disadvantage, discrimination, harassment and victimisation both legally and socially, which is why we have introduced our third Equality Policy which will help to support our commitment to equality and diversity.
1.1
Policy Statement We acknowledge that some communities and groups still experience discrimination and disadvantage that has a negative effect on their quality of life. Our aim is to provide excellent services to all of our customers, services that they want and need. We also aim to be an employer of choice with a diverse workforce. We will do this by engaging with customers and employees, carrying out equality analysis in everything we do and monitoring the outcomes. Overall our vision is to be stronger fairer and more equal in service provision, employment and procurement.
1.2
Scope of the Policy This policy is aimed at anyone who comes into contact with Your Homes Newcastle. Customers Employees Potential customers Partner organisations Internal and external stakeholders
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2.
Background
2.1
What is equality and diversity? Here at YHN we see equality as treating everyone fairly and diversity as valuing people differences. It’s also about ensuring that all people achieve equal outcomes, either in the standard of service they receive or as employees. It is not about treating ‘everyone the same’ but recognising that everyone’s needs must be met in different ways. We believe that embracing equality and diversity brings a wide range of skills, knowledge and experience and allows individuals to reach their full potential, whilst helping us to achieve our objectives and statement of purpose. Our statement of purpose: Enable positive living for people in our homes and neighbourhoods. Objectives: Make the money deliver Create homes and neighbourhoods we all can be proud of Work together to realise a brighter future
2.2
Our Core Values Our core values are how we will behave and deliver services and work alongside our Strategic Objectives. These are: Accountability – acting openly and taking responsibility Integrity – acting fairly and honestly Passion – working positively with enthusiasm Respect – treating everyone with care and professionalism Forward thinking – proactively seeking improvements and solutions
2.3
Our approach to equality and diversity Your Homes Newcastle provides a range of housing and related services. We are a procurer of a large number of works, goods and services, as well as employing over 850 staff. It is important for us to ensure that we are providing fair and equitable services to our customers and employees and that organisations and agencies that we have procured services from follow our policies in terms of equality and diversity. Equality and Diversity is coordinated by our Business Strategy Team within Corporate Services. The role of Business Strategy is to embed equality and diversity in everything that we do across every service within the organisation. We promote positive practices and attitudes and aim to make sure there is no discrimination or disadvantage with regard to service provision, employment and procurement. We have made excellent progress in recent years with equality and diversity and want to continue with this work to ensure that we are providing consistent, excellent services. These services will meet the individual needs of our customers and allow equal access for everyone.
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2.4
Legislative Requirements Equality Act 2010 The Equality Act 2010 provides a cross cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all. It delivers a simple, modern and accessible framework of discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society. The new public sector equality duty that was introduced by the Act applies to all public authorities and other carrying out public functions. The duty requires us to have regard for the need to tackle discrimination and promote equal opportunities. When designing and delivering our services we need to consider how we can make them fair for everyone, whilst ensuring that decisions we make are based on real life experience and evidence of need, rather than on assumption and stereotypes. The equality duty consists of a general duty with 3 main aims which are as follows: Eliminate unlawful discrimination, harassment and victimisation Advance equality of opportunity between different groups; and Foster good relations between different groups. Specific duties have also been included, and these are legal requirements which are designed to help public bodies with better performance to meet the general duty. The Act has introduced ‘Protected Characteristics’ and we will carry out our duties under the law to stop discrimination and disadvantage across these protected characteristics and promote equality of opportunity.
Protected Definition Characteristic Age Refers to a person belonging to a particular age or range of ages. For example 16 year olds or 60-75 year olds. Disability A person has a disability if he or she has a physical or mental impairment which has a substantial and long-term adverse effect on that person’s ability. Gender The process of transitioning from one gender to another. reassignment Marriage & Marriage is defined as a union between a man and a woman. Civil Same sex couples can have their relationships legally Partnership recognised as a civil partnership. Civil partners must be treated the same as married couples on a wide range of legal matters. Pregnancy & Pregnancy is the condition of expecting a baby. Maternity Maternity refers to the period after the birth and is linked to maternity leave in an employment context. In a non work context, protection against maternity discrimination is for 26 weeks after 7
Race
Religion or Belief
Sex Sexual Orientation
giving birth. This refers to groups of people who are defined by their race, colour and nationality (including citizenship), ethnic and national origins. Religion has the meaning that is usually given to it. Belief includes religious and philosophical beliefs including lack of belief. Generally, a belief should affect your life choices or the way you live for it to be included in this definition. This refers to being either a man or a woman. Whether a persons sexual attraction is towards their own sex, the opposite sex or to both sexes.
For a more in depth definition of the protective characteristics please see: http://www.legislation.gov.uk/ukpga/2010/15/contents
2.5
Good Practice Social Housing Equality Framework The Social Housing Equality Framework (SHEF) is a performance and improvement tool to help self-regulate diversity and equality practice. It is intended for arms length management organisations (ALMOs) and housing associations. The SHEF was developed in response from the sector and builds on the Equality Framework for Local Government (EFLG). In December 2011 we were peer assessed against the SHEF and were successful as being at Level 3 ‘Excellent’ of the Framework. A key driver is to embed effective diversity and equality practice, help develop core objectives and consider business development. We are continuing to use the framework as a tool to help us achieve our targets and enable us to provide efficient and effective services to all of our customers.
Equality & Human Rights Commission - Equality & Human Rights at home guidance. We use this guidance as a practical tool, to help build our understanding and confidence in our ability to spot and deal with human rights issues.
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Stonewall Your Homes Newcastle is a member of the Stonewall Diversity Champions Programme, this not only shows our commitment to diversity, but it helps us on our journey to making our organisation a better place from an employment, service and procurement perspective. The Workplace Equality Index is an annual benchmarking exercise that ranks the Top 100 Employers in Britain for lesbian, gay and bisexual people. YHN have achieved a place within the Top 100 for the last six years. Positive about disabled People accreditation YHN has maintained this accreditation which is awarded by Jobcentre Plus the use of this symbol indicates to the disabled community that we are positive about employing disabled people and we are keen to know about their abilities. In addition the use of the symbol indicates that we have made five commitments regarding recruitment, training, retention, consultation and disability awareness. Mindful Employer We use this initiative to increase our awareness of mental health at work focusing on recruiting and retaining our staff. We recognise that stress, depression and anxiety are estimated to be the cause of more working days lost than any other work-related illness. Covering absent workers adds more pressure. The initiative gives us the tools to retain people with mental health issues in the work place.
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Equality & diversity in practice We are committed to developing and providing relevant, appropriate and accessible services that meet the needs of our diverse communities. YHN has embedded a number of practices to ensure that we are considering equality and diversity in everything that we do and that we are providing fairer services.
3.1
Equality Analysis Your Homes Newcastle aims to conduct Equality Analysis on all of its policies, strategies and services whether they are under review or development. This equality analysis helps us to think carefully about the likely impact of what we do, identify any unmet needs and provide a basis for action to improve where appropriate. The process focuses on current and potential customers who may be at risk from discrimination and social exclusion. We have been conducting Equality Impact and Needs Assessments since 2005 and more recently Equality Analysis. We have a toolkit to assist those
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responsible for conducting Equality Analysis to help in placing equality and diversity at the centre of our day to day work.
We will ensure that all of our policies, strategies & services undergo an Equality Analysis.
3.2
Accessible services Communications YHN has a dedicated Communication Team that work very hard on all aspects of communication across the organisation. We have a range of policies and guidance that shape the way we address the different needs and preferences of our customers. Our corporate style guide ensures that our brand, logo, company colours and easy to read writing style is protected and used. Our Making Information Accessible Policy sets out the minimum standards that should always be used when information is produced for YHN. All of our documents for customers are written in plain English and work closely with our Readers Panel and the Plain English Campaign. 60 members of our staff have also completed Plain English training. We deliver our information in alternatives languages via interpreters either face to face or over the telephone. We are also able to get written communication translated. This includes the use of British sign language, Braille and audio. We provide straplines on our documentation which allows customers to request translated versions. We also have induction loops and typetalk available for customers. We have improved the accessibility of our website and have made more use of video and these are available in all of our community languages.
We will provide on request information in alternative formats for customers that need it.
Customer Involvement We have a Customer Involvement Team who support services across the organisation in getting customers involved. This allows our tenants and leaseholders to have a say in the housing services we provide and how we provide them. 10
We try to provide as many ways to get involved to allow our customers the opportunity to get involved in a method that is best suited to them. We also offer various support mechanisms to help people get involved:
help with travel expenses. help with child care. using accessible venues. providing hearing loop systems. providing information in Plain English. providing British Sign Language interpreters. providing language interpreters.
We will target our hard to reach groups to help them become involved so that we have representative involvement when developing our services.
3.3
Procurement We procure a significant number of services and goods from a variety of different organisations. We recognise that we have a responsibility to ensure that the services and goods provided on our behalf are of a high quality, do not discriminate and promote equality of opportunity. To ensure that we are taking a consistent approach to procurement across YHN we have introduced our Corporate Procurement Strategy for 2014-2018. We strongly support equality of opportunity, equal access and positive outcomes for all sections of the community when procuring goods, works and services. We aim to ensure that organisations which provide these on our behalf comply with equality legislation and promote equality of opportunity. We will achieve this by ensuring that equality issues and benefits are factored early into the planning processes for procurement.
We will ensure that the contractors we work with share our commitment to equality and diversity, providing a consistent service and meeting their legal obligations.
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3.4
Partnership Working Working in partnership with other organisations brings a number of benefits to our customers and staff, but it is important that the partners we work with understand their role in equality and diversity. By working with other public, private, voluntary and community organisations we can share good practice, work together to deliver excellent services and learn from each other. The relationships should be based on trust, equality and mutual understanding and obligation. For further information on partnership working, please see our Partnership Guidance.
We will continue to work in conjunction with other organisations where possible to promote equality.
3.5
Employment YHN are committed to making sure that our workforce represents the diversity of the communities we serve and that we do not discriminate against any job applicant for any reason, especially around the protected characteristics. We are committed to continually assessing our recruitment procedures and practices to remove barriers to employment for under-represented groups, and to make sure we continue to recruit within the law and according to best practice. We have developed various policies to ensure that we achieve these aims. Our People Strategy will help us to continue in building a quality diverse workforce that is motivated and committed with the right knowledge, skills, capability and attitude to deliver high quality services to the communities we serve. As mentioned earlier, we have also gained the following accreditations demonstrating our commitment to fair recruitment practices:   
Stonewall Positive about Disability Mindful Employer
We will encourage people from groups that are underrepresented in our workforce to apply for jobs, whilst advertising our vacancies with a number of different organisations that can reach the underrepresented groups.
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3.6
Training Training is a very important part of equality and diversity and ensures that our employees are equipped and able to understand the needs of colleagues and customers and consider these needs when delivering services. Over the last ten years we have commissioned and provided various equalities training to staff, board members and managers to ensure a full understanding of the issues relating to equality and diversity. As part of a wider learning and development project we have evaluated all of our equalities related training. As a priority in the E&D Strategy we have included developing and implementing a new training suite for equality & diversity. Every member of staff completes our Corporate Induction Programme which includes a specialised introduction to equality and diversity by the Diversity Manager.
We will ensure that our equality training is mandatory for all of our employees.
3.7
Getting to know our customer We are committed to gathering demographic information about our customers, this means we can understand our customers and their needs better. unless we know who is and more importantly for equality purposes, who is not, using our services and what people think of them, we cannot tell if we are achieving the aims of this policy – to provide services that are appropriate and accessible to everyone. Having accurate information about our customers enables informed decisions to be made about priorities and resource allocation. Our goal to challenge inequality will improve the overall quality of our services because it ensures we are delivering services in the most appropriate way to meet the needs of our tenants and leaseholders.
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Equalities Statements – Protected characteristics
4.1
The equality statements explain how our Equality Policy relates to the nine protected characteristics, where people often face discrimination, disadvantage and victimisation.
4.2
The core statements that apply to all strands are: we will work with others to make Newcastle a safe and accessible place to live and work. support all employees to fully develop their potential. support the formation of groups, networks and services for staff. deal effectively and consistently with any harassment or violence towards any person.
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4.3
challenge discrimination or victimisation against any person by our employees, other organisations and users of our services. support campaigns and activities for achieving equality across the communities that are protected by the Equality Act 2010 aim to develop a workforce that broadly reflects the community we serve, especially at senior management levels. Sex We know that some people face disadvantage and discrimination because of their gender. This is based on sexism – the belief that one of the genders is better. Sexism can mean one gender is the subject of negative stereotypes and attitudes, treated as inferior and denied the same quality of life as the opposite gender. It can also mean they face harassment, hatred and violence. We will: carry out our duties under the Single Equality Act 2010 ensure that women and men are treated equally in pay and in terms and conditions of employment.
4.4
Race We know that some ethnic communities face discrimination and disadvantage due to racism. Racism means negative beliefs about people based on their race, colour, nationality or national or ethnic origin. It is black and minority ethnic communities who most often experience racism. We will: carry out our duties under the Single Equality Act work with partners to address hate crime and prejudice consistently and effectively.
4.5
Disability We know that disabled people face disadvantage and discrimination. This is because of negative beliefs about disabled people and environmental barriers such as lack of disabled access. We also recognise that some people express pity, fear lack of respect and contempt towards disabled people. This means that disabled people do not have the same opportunities or choices as nondisabled people. They do not get the same respect or the chance to be fully included in society. Disabled people can also face discrimination, harassment, hatred and victimisation. We use the definition of disability used in the Single Equality Act. In the Act, a person has a disability if: they have a physical or mental impairment the impairment has a substantial and long-term adverse effect on their ability to perform normal day-to-day activities We will: carry out our duties under the Single Equality Act
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4.6
promote equality of opportunity disabled persons and non-disabled people work to give disabled people the same access to our services as everyone else by removing barriers they face carry out, review and build on our commitments under Employment Service ‘Positive about Disabled People’ Scheme
Sexual Orientation We know that lesbians, gay men and bisexual people face disadvantage and discrimination. This is because of homophobia – hatred of lesbians, gay men and bisexual people – or hetro-sexism – the belief that the lives of heterosexual people are better or more valid. We will: carry out our duties under the Single Equality Act promote a positive image of lesbians, gay men and bisexual people support the right of lesbian, gay and bisexual people to be open about who they are. We will do this by creating an atmosphere and environment where it is safe for them to do so and by not assuming that all employees are heterosexual.
4.7
Age We know that people can face disadvantage and discrimination because of their age. This can affect people at any stage of their lives, but it can particularly affect young people and older people. This is because of age discrimination or ageism – negative beliefs based on age. This can affect people seeking employment. We recognise: a persons age does not affect their job performance it is very rarely a genuine employment requirement that job candidates are above or below a certain age. we should not make judgements about a persons physical and mental abilities based on their age. we should not assume that length of experience is an accurate guide to ability or performance that being positive about age leads to a wider range of skills and abilities in the workplace. We will: carry out our duties under the Single Equality Act seek, listen and respond to the views of people of all ages and use this information to inform our policies and service delivery
4.8
Religion, Belief or Faith We know that people face disadvantage and discrimination, including negative stereotypes and attitudes, harassment, hatred and violence – as a result of their religion, faith, belief or non-belief.
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We will: carry out our duties under the Single Equality Act support employees to practice their religion or belief in accordance with Work Life Balance 4.9
Gender Reassignment We know that people face disadvantage and discrimination including negative stereotypes, victimisation, and harassment and this can effect people seeking employment and when receiving services. We will: carry out our duties under the Single Equality Act deal effectively and consistently with hate crime and prejudice towards transgender customers and employees treat our transsexual customers with dignity and respect. ensure that the privacy of our transsexual customer will be given serious consideration
4.10
Marriage & Civil Partnership Marriage is defined as a 'union between a man and a woman'. Same-sex couples can have their relationships legally recognised as 'civil partnerships'. We will: carry out our duties under the Single Equality Act ensure that our employment policies do not discriminate between those who have entered into marriage and those that have entered into a civil partnership. treat civil partners in the same way as married people including benefits, employment and vocational training.
4.11
Pregnancy & Maternity Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding. We will: carry out our duties under the Single Equality Act We will ensure that employees and customers are not discriminated against when pregnant or during the period of maternity and that employees are aware of their rights including maternity and paternity leave.
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Responsibility, Monitoring & Review Ultimate responsibility for this policy rests with the YHN Board, as they are responsible for monitoring our equality objectives and targets.
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Our Chief Executive has delegated responsibility for developing and delivering this policy and making sure that the systems are in place to put the policy into practice on a day to day basis. This policy will be reviewed on an annual basis to ensure that it still reflects equality legislation and the organisational mission and gaols. For further information relating to this policy please contact Louise Horsefield on 0191 278 8720.
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Key contacts
6.1
For members of the public If you feel we are not providing our services inline with this policy or you feel you have been unfairly treated in any way, you are able to complain through our Corporate Complaints Procedure. A copy of this procedure can be accessed at YHN House or any of our Community Housing Offices. You can also request a copy by ringing 0191 278 8600 or by e-mailing us at complaints@yhn.org.uk Head Office: Your Homes Newcastle YHN House Benton Park Road Newcastle upon Tyne NE7 7LX
6.2
For YHN Employees If you have a concern about an equality issue relating to your employment you can speak with your line manager, contact our Operational Human Resources section on 0191 211 5219 or Louise Horsefield on 0191 278 8720. If you feel embarrassed, humiliated, offended, distressed, apprehensive or fearful because of someone else’s behaviour towards you, you have a right to have this behaviour stopped in line with our Dignity at Work Policy. You also have the right to take up any issues through the Grievance procedure. You can get further information on this from the staff intranet, your line manager or Human Resources. If you have witnessed someone who has been unfairly treated you can report this in line with our Whistle Blowing Policy, which is also available on the staff intranet or by contact Human Resources. Members of a trade union will be able to contact them for advice and support on any issues. Unison 0191 211 6980 GMB 0191 232 1400 Unite 0191 232 8951
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Staff are also able to use our Employee Assistance Programme. Further information can be found on the staff internet.
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6.3
Advice, support & guidance The following list provides sources of advice, support & guidance. This list is not exhaustive and YHN cannot be held responsible for any services delivered by these organisations.
Type of Service General Information
Domestic Violence
Organisation name Citizens Advice Bureau Equality & Human Rights Commission National Domestic Violence Helpline Womens Aid Refuge
Support & advice for refugees
Broken Rainbow (LGBT) Refugee Council Regional Refugee Forum
Contact details Telephone Website 0870 126 www.newcastlecab.org.uk 4015 0845 604 6610
e-mail citycab@newcastlecab.org.uk
www.equalityhumanrights.com
0808 2000 www.nationaldomesticviolencehelpline.org.uk 247
0808 2000 www.womensaid.org.uk 247 0808 2000 www.refuge.org.uk 247 0300 999 www.broken-rainbow.org.uk 5428
infor@womensaid.org.uk info@refuge.org.uk mail@broken-rainbow.org.uk
01473 297 www.refugeecouncil.org.uk 900 0191 423 www.refugeevoices.org.uk 6255
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Support & advice on disabilities
Support & advice on mental health problems Support & advice for LGB community & transgender people Support for young people Support for older people
Royal National Institute for Deaf People Royal National Institute for Blind People British Institute of Learning Disabilities Mind
0808 808 0123
www.rnid.org.uk
informationline@rnid.org.uk
0303 123 9999
www.rnib.org.uk
helpline@rnib.org.uk
01562 723 www.bild.org.uk 010
enquiries@bild.org.uk
0845 766 0163 Mental Health 020 7803 Foundation 1101
www.mind.org.uk
info@mind.org.uk
Stonewall (LGB) Broken Rainbow (LGBT) The Gender Trust Connexions Direct
08000 50 20 20 0300 999 5428
www.stonewall.org.uk
info@stonewall.org.uk
www.broken-rainbow.org.uk
mail@broken-rainbow.org.uk
Age UK
0800 169 6565
www.mentalhealth.org.uk
0845 231 www.gendertrust.org.uk 0505 0808 0013 http://www.direct.gov.uk/en/YoungPeople/index.htm 219 www.ageuk.org.uk
contact@ageuk.org.uk
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