Policies & Procedures

Equality Policy

WSH PC crest

Equality Policy

 

What do we value?

  • We value people from all backgrounds and believe they have a right to be free from prejudice and discrimination.
  • We believe that while people are all different, they have an equal right to benefit from opportunities.
  • We recognise that discrimination can be overt or covert – open or hidden.
  • We do not discriminate on the grounds of: age; disability; gender; gender reassignment; pregnancy or maternity; marriage or civil partnership; race; colour; ethnic or national origin; religion or belief; sex; sexual orientation; social or economic status (this list includes all protected characteristics and additional commitments).
  • Equality is an integral part of what we do, not an after-thought.

 

How will we do this?

People (members, staff, volunteers, and service users)

  • We challenge discriminatory comments, and support colleagues in challenging discriminatory comments.
  • We recognise that people on the receiving end of such behaviour may need support.
  • We welcome discussion with people with special requirements to identify how their needs might be met.
  • We make sure anyone providing information about discrimination is not victimised.
  • We make reasonable adjustments for disabled people in line with the Equality Act 2010.

 

Resources

  • We ensure that any resources are balanced and reflect the diverse nature of the community.
  • We endeavour to ensure that any resources are as accessible as possible to all abilities/cultures/languages of the community.

 

Meetings

  • We endeavour to hold these at a time and place suitable to the majority, if not to all, in compliance with current legislation.
  • We ensure venues are accessible and consider individual needs where possible.

 

Food

  • We respect people’s dietary needs, whether these are cultural, medical, or moral.

 

Employment and volunteering

  • We have a commitment to equal opportunities as part of any job description.
  • We advertise as widely as possible, in accordance with needs and resources.
  • We focus on ability, not disability.
  • We treat all applicants fairly.
  • We regularly review our procedures and application forms.
  • Volunteers are as respected and supported as members of staff.
  • We provide induction and relevant training for staff and volunteers.
  • We provide reasonable adjustments during recruitment and employment.

 

Training

  • Staff and volunteers are encouraged to attend training relevant to their work.
  • We encourage personal and career development.
  • Equality and harassment prevention training is mandatory and refreshed regularly.

 

Monitoring & Reviewing

  • We aim for volunteers, staff, service users, and participants to reflect the whole community wherever possible.
  • We publish annual equality information in line with the Public Sector Equality Duty.
  • We publish equality objectives every four years.
  • This policy is reviewed annually.

 

The Law

This policy is implemented within the framework of current legislation, including:

  • Equality Act 2010
  • Public Sector Equality Duty (PSED)
  • Equality Act 2010 (Specific Duties) Regulations 2011
  • Worker Protection (Amendment of the Equality Act 2010) Act 2023
  • Race Relations (Amendment) Act 2000
  • Protection from Harassment Act 1997
  • Marriage (Same Sex Couples) Act 2013

 

Equality Objectives 2025–2029

Under the Public Sector Equality Duty (Equality Act 2010), Witham St Hughs Parish Council sets the following objectives for the period 2025–2029.

Objective 1: Improve Accessibility of Council Services

We will:

  • Audit council buildings, facilities, and digital platforms for accessibility.
  • Implement reasonable adjustments and improvements by 2027.
  • Provide key documents in accessible formats upon request.

Objective 2: Strengthen Equality Training and Awareness

We will:

  • Provide equality and harassment prevention training for councillors, staff, and volunteers.
  • Refresh training every three years.

Objective 3: Promote a Safe, Respectful, and Inclusive Working Environment

We will:

  • Implement the Sexual Harassment Procedure (2025).
  • Ensure all complaints are handled promptly and fairly.

 

Monitoring

Progress will be reviewed annually and published as part of the Council’s Equality Information Report.

 

3. Sexual Harassment Procedure

Purpose

This procedure ensures compliance with the Worker Protection (Amendment of Equality Act 2010) Act 2023 and sets out how Witham St Hughs Parish Council prevents, responds to, and investigates sexual harassment.

 

Definition

Sexual harassment is unwanted conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Examples include (not exhaustive):

  • Sexual comments or jokes
  • Displaying sexually graphic images
  • Suggestive looks, staring, or leering
  • Propositions or sexual advances
  • Promises in return for sexual favours
  • Sexual gestures

 

Preventative Duty

The Council must take reasonable steps to prevent sexual harassment, including:

  • Training
  • Clear reporting routes
  • Risk assessment of lone working and public facing roles
  • Zero tolerance communication to all staff, councillors, and volunteers

 

Reporting Procedure

Who Can Report

  • Employees
  • Councillors
  • Volunteers
  • Contractors
  • Members of the public

How to Report

Reports may be made:

  • In writing to the Parish Clerk
  • In writing to the Chair of the Personnel Committee
  • Verbally (followed by written confirmation)
  • Anonymously (investigation may be limited)

Confidentiality

All reports will be handled sensitively and confidentially, with information shared only on a need to know basis.

 

Investigation Process

1. Acknowledgement within 5 working days

2. Initial assessment and safety measures

3. Formal investigation by an impartial officer or external investigator

4. Interviews with complainant, respondent, and witnesses

5. Outcome decision based on evidence

6. Written report to both parties

7. Right of appeal within 14 days

 

Protection From Victimisation

No individual will be treated unfairly for:

  • Making a complaint
  • Supporting a complaint
  • Acting as a witness

Victimisation will be treated as a disciplinary matter.

 

Support for Complainants

Support may include:

  • Adjustments to working arrangements
  • Access to counselling
  • Support from a designated officer
  • Referral to external agencies

 

Disciplinary Action

If allegations are upheld, disciplinary action may include:

  • Formal warnings
  • Removal from duties
  • Suspension
  • Dismissal
  • Referral to external authorities

 

Review

This procedure will be reviewed annually or sooner if legislation changes.

 

Version Control

  • Adopted June 2020
  • Revised April 2021
  • Reviewed April 2022
  • Updated April 2023
  • Reviewed April 2024
  • Reviewed June 2026 (Sexual Harassment section added)

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