Workforce Equality, Diversity and Inclusion policy
Responsibilities
Coventry City Council will:
Ensure that the letter and spirit of this policy acts as the foundation for all of the Council’s employment policies, procedures and practices.
Embed a systemic commitment to the principles of diversity and inclusion throughout the organisation, supported by the Workforce Diversity & Inclusion Strategy.
Work to become an organisation that is free of discrimination. This means upholding a zero-tolerance stance on all forms of discrimination, victimisation, harassment & bullying and take steps to confront and address the effects of discrimination in all its forms within our services and organisation in line with our Dignity at Work Policy.Strive through proactive action to recruit, retain and develop a workforce that reflects the city’s diverse communities and the people we serve.
Ensure we are committed to being an anti-oppressive organisation, actively combating inequality by providing equitable support and opportunities for all colleagues.
Provide an inclusive, safe and accessible environment for all employees, actively promoting diversity & inclusion throughout the workplace.
Strive to actively recruit, retain, promote and develop a workforce that reflects the City’s diverse communities and the people we serve.
Continue to be a Disability Confident employer, providing reasonable adjustments as appropriate for all employees with disabilities or long-term health conditions as part of our duty under the Equality Act 2010.
Ensure that we undertake an equality impact assessment on all the decisions we make relating to our workforce (including restructures) to minimise/ mitigate any adverse effects.
Ensure that organisations providing services on our behalf through any commissioning process are aware of and adhere to this policy.
Encourage colleagues to disclose their equality and diversity information to enable effective monitoring of the workforce.
Leaders and managers will:
Lead on and be responsible for the implementation and monitoring of the policy, ensuring that all employees working in their service areas and in their teams attend relevant training and understand their responsibilities.
Take ownership for creating a culture for their service areas and team members which is free from discrimination, including harassment, bullying, victimisation and all other forms of abuse and intimidation and where any unconscious bias is actively tackled.
Effectively manage and deal promptly and thoroughly with any complaints of discrimination including harassment, bullying and victimisation.
Deal promptly with complaints of discrimination and inequality, ensuring thorough investigation and appropriate follow-up actions.
Commit to role modelling inclusive leadership and becoming visible allies.
Employees will:
Ensure that they understand the policy and its implications for them as an employee and attend relevant training.
Not discriminate against, harass, abuse, intimidate, victimise or bully colleagues, service users or visitors to Council premises.
Take appropriate action if they witness any apparent breaches of this policy whether it involves themselves or others.
