Workforce Equality, Diversity and Inclusion policy - Print version

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Statement of commitment

  • Coventry City Council believes in the importance of the principles of Equality, Diversity and Inclusion underpinning everything we do.
  • We view diversity as a strength to be harnessed and aim to create an inclusive workplace culture that respects and values difference.
  • We strive to create a welcoming, supportive and psychologically safe workplace for all colleagues and an environment in which everyone can fully participate, contribute to achieving the Council's goals and work in a way that reflects our One Coventry Values. Team psychological safety is the shared belief that it is ok to express ideas and concerns, speak up with questions and admit mistakes, all without fear of negative consequences.
  • We aim to promote equitable opportunities for all employees within our workforce to grow, develop and maximise their true and full potential.
  • We recognise that individuals still experience discrimination and inequality in our society. This impacts the physical, mental, emotional, economic, social and spiritual health of our workforce, therefore as an employer we will take a pro-active approach to identifying and redressing inequality within the workplace.
  • We seek to cultivate an open and fair environment where employees are engaged and feel empowered to speak up and raise concerns when faced with inappropriate/unacceptable behaviour.
  • We will not tolerate harassment, bullying, discrimination and victimisation of any kind and will regard this behaviour as misconduct which may lead to disciplinary action, including dismissal as appropriate where breaches amount to gross misconduct.
  • This policy will ensure that the Council fulfils its legal obligations under the Equality Act 2010 and The Public Sector Equality Duty (Section 149 of the Equality Act 2010).
  • This policy has been created with, and has the full support of our Elected Members, One Coventry Leadership Team and Trade Union colleagues.

Scope

  • This policy applies to all aspects of the Council’s functions as an employer, and covers all employees, apprentices, graduate placements, casual workers, workers engaged via an employment agency and consultants.
  • Where Council services are provided by external contractors or third parties (including sub-contractors) these contractors or third parties are responsible for adhering to this policy whilst providing services on behalf of Coventry City Council.
  • This policy is applicable whether employees are on or off the premises, including those working away from their main office or normal place of work. This also includes social events outside of working hours that are an extension of work and the use of Social Media in line with the Code of Conduct and Social networking policy.
  • Every employee is responsible for compliance with this policy. Breaches of the policy will be regarded as misconduct and may lead to disciplinary action, including dismissal as appropriate where breaches amount to gross misconduct.

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.

Review, monitoring and reporting

This policy will be reviewed on an annual basis commencing 12 months after it is agreed.

Performance will be monitored through:

The Equality Act 2010 and definitions

The Equality Act 2010

The Equality Act brought together all the previously existing strands of equality and discrimination legislation, with the aim of clarifying existing law and extending it to cover some anomalies in existing discrimination law. See further information and the latest version of the Equality Act. [http://www.legislation.gov.uk/ukpga/2010/15/contents]

The Public Sector Equality Duty (Section 149 of the Equality Act 2010)

The Public Sector Equality Duty is a duty on public authorities to consider how their policies and decisions affect people who are protected under the Equality Act. Those subject to the equality duty must, in the exercise of their functions, have due regard to the need to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
  • Advance equality of opportunity between people who share a protected characteristic and those who do not
  • Foster good relations between people who share a protected characteristic and those who do not

These are sometimes referred to as the three aims or arms of the general equality duty. The Act explains that having due regard for advancing equality involves:

  • Removing or minimising disadvantages suffered by people due to their protected characteristics
  • Taking steps to meet the needs of people from protected groups where these are different from the needs of other people
  • Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

Read further information and the latest version of the Public Sector Equality Duty. [http://www.legislation.gov.uk/ukpga/2010/15/section/149]

Protected characteristics

The Equality Act identifies nine protected characteristics and the Act provides protection from unlawful discrimination in respect of these characteristics.

The characteristics are:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

What is discrimination?

Coventry City Council recognises that discrimination can take many different forms, all of which are unacceptable.

Direct discrimination

This occurs when someone is treated less favourably than others because of a protected characteristic they possess.

Indirect discrimination

This occurs when a condition, rule or policy that applies to everyone but is particularly disadvantageous to people who share a protected characteristic. Indirect discrimination can be justified if it can be shown that the requirement is a proportionate means to achieving a legitimate aim.

Associative discrimination

This is direct discrimination against someone because they associate with someone who possesses a protected characteristic.

Discrimination by perception

This is direct discrimination against an individual because they are believed to possess a protected characteristic, regardless of whether they actually possess that characteristic or not.

Harassment

Harassment is unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

Victimisation

Victimisation refers to bad treatment directed towards someone who has made or is believed to have made or supported a complaint under the Equality Act. It includes situations where a complaint hasn't yet been made but someone is victimised because it's suspected they might make one.

Bullying

Bullying can be characterised as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient. The impact on the individual can be the same as harassment and the words bullying and harassment are often used interchangeably in the workplace.

Diversity

An environment where a variety of different individuals, groups and/or communities with different social and cultural characteristics exist together

Inclusion

Cultivating an environment where any individual or group can be and feel welcomed, respected, supported and valued to fully participate

Equity

Equity is fair treatment, access, opportunity and advancement while simultaneously striving to identify and eliminate structural barriers that have previously prevented the full participation of some groups

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