Equality Policy
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 endeavour not to discriminate on the grounds of ability; age; colour; ethnic or national origin; gender; gender reassignment; intellect; marital status; nationality; race; religion or belief; sexual orientation; social or economic status (this is not an exhaustive list)
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.
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.
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 for staff and volunteers.
Volunteers are as respected and supported as members of staff.
We have an induction procedure for staff and volunteers.
Sexual Harassment
Beyond the general protection against discrimination and harassment related to a protected characteristic, the Equality Act 2010 provides specific protection to employees against sexual harassment. The Equality Act 2010 defines sexual harassment as unwanted conduct of a sexual nature that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person and renders such conduct unlawful.
The law requires Witham St. Hughes Parish Council to take reasonable steps to prevent sexual harassment of employees, councillors in the course of their employment. Examples of sexual Harassment can be the following (the following list is not exhaustive)
Sexual comments or jokes
• displaying sexually graphic pictures, posters or photographs
• suggestive looks, staring or leering
• propositions and sexual advances
• making promises in return for sexual favours
• sexual gestures
The preventative duty of the Worker Protection (Amendment of Equality Act 2010) Act 2023 requires Witham St. Hughes Parish Council to take steps to anticipate scenarios when its employees may be subject to sexual harassment in the course of employment and take action to prevent such harassment taking place. Furthermore, if sexual harassment has taken place, then Witham St. Hughs Parish Council shall take the necessary action to prevent the harassment from recurring. The protocol of reporting incidents of sexual harassment in writing to either the Parish Clerk or Chairman of the Personnel Committee.
Training
Staff and volunteers are encouraged to attend training relevant to their work.
We encourage staff and volunteers to look at their personal/career development.
Monitoring & Reviewing
The make-up of volunteers, staff, service users and participants endeavour to be inclusive of the whole community wherever possible.
The Law
The policy will be implemented within the framework of the legislation, as updated which includes:
The Worker Protection (Amendment of The Equality Act 2010) Act 2023
Equality Act 2010
Race Relations (Amendment) Act 2000
The Protection from Harassment Act 1999
Marriage (same Sex Couples) Act 2013
Adopted June 2020
Revised Policy adopted April 2021, reviewed April 2022,
Update of Act's April 2023, Reviewed April 2024,
Reviewed May 2025, added in Sexual Harassment Paragraph