Residents - Equality

Residents' Services

Equality and Diversity Policy

1. STATEMENT OF POLICY

Thames Valley Housing is committed to promoting equality and celebrating diversity. It has adopted the strategy of a whole organisational approach to equality and diversity. This strategy is known as "mainstreaming" which means that equality and diversity issues will be addressed within our corporate planning processes, setting of policy objectives, service delivery and reviewing our performance.

Thames Valley Housing believes that no person should suffer disadvantage by reason of their race, colour, ethnic or national origin, or because of their religion, gender, sexual orientation, appearance, age, disability or marital status and opposes any discrimination which denies this.

The Association has provided structures, ways of working, communication and management which are designed to ensure that no customer, employee or potential customer or employee experiences unfair discrimination or harassment.

The Association takes action to ensure equality of opportunity in the provision of its housing services, in the recruitment of Board Members, and in the employment of staff who provide these services.

The Association has set clear standards against which its performance can be measured in an open and accountable manner.

DEFINITIONS

Equality is about an understanding that:

· Certain groups within society experience common forms of discrimination.

· We have a duty to help change that situation as an employer, landlord, service provider, partner and through contractors and procurement.

· We need to systematically monitor our service delivery and employment practices to ensure equality of opportunity and eliminate any discriminatory behaviours, policies and practices.

Diversity emphasises the value to business in:

· Respecting and understanding individual differences and individuality

· Maximising the unique contributions of individuals in the Association's activities.

Mainstreaming is Thames Valley Housing's aim to ensure that equality objectives are incorporated and become an integral part of governance, management and duties of every board member and employee.

Discrimination can take many forms including:

· Direct discrimination- treating one person less favourably than others.

· Indirect discrimination- creating a condition, term of employment, or requirement of service delivery, which cannot be justified, and which in practice prevents people from certain groups from receiving a service.

· Institutional Discrimination- the collective failure of an organisation to provide an appropriate and professional service or employment condition to people from certain groups.

· Harassment- individuals or groups of individuals are harassed or abused because they are from certain groups.

· Victimisation- where a person is treated less favourably because they have or it is suspected that they will pursue their rights to equality in service or employment condition via the grievance/complaints procedure or legal proceedings; or they are a witness involved in a discrimination case and may also be victimised by others and treated less favourably.

3. IMPLEMENTATION OF POLICY

VALUING AND MANAGING DIVERSITY

Thames Valley Housing recognises the need for diversity in its approach to employment. Employing individuals from a wide range of backgrounds should enable the Association to have a greater focus to meet customer needs over a broader area of issues and provide the range of skills necessary to meet changing needs and agendas.

We will ensure that we canvas as widely as possible for applications for Board members and jobs in order to establish a Board and workforce that is genuinely representative of the local communities its serves and its customer base. Where necessary positive action will be used to ensure this representation.

STAFF RESPONSIBILITIES

In order to fully implement the policy all staff need to be aware of their responsibility to integrate equality and diversity in their day-to-day activities. Staff must be aware of and responsible for equality and diversity in their behaviour with colleagues, customers and stakeholders and in identifying equality objectives through the appraisal process, projects, plans and initiatives, and progressing those objectives in their day-to-day work.

EQUALITY STANDARDS

The Association has established Equality Standards with the aim of achieving the highest standards of equality in the following areas:

· Policy and Planning

· Employment - recruitment, selection, development and retention

· Communication and Corporate Image

· Community Development and Resident Involvement

· Service Delivery and Customer Care

The Association will carry out regular audits to ensure that the standards are being met.

TRAINING AND DEVELOPMENT

Thames Valley Housing acknowledges that responsibility for the successful implementation of equality and diversity in employment and service delivery lies with Board members and employees. The organisation will therefore, promote enhanced awareness of unfair discrimination or potentially discriminatory practice, attitudes and behaviour so that they can be identified and eliminated.

Everyone engaged in selection, recruitment and promotion will undertake appropriate equality and diversity training, and all employees will undertake relevant equality and diversity training to raise their awareness, and understanding of issues in the workplace and service delivery. The organisation will attempt to encourage all employees to undertake training relevant to their appointment and will ensure that no one is refused access on the grounds of race, colour, ethnic or national origin, or because of their religion, gender, sexual orientation, appearance, age, disability or marital status.

Thames Valley Housing will also ensure that the content of all training courses reflects its commitment to equality and diversity and that external training providers will be evaluated and assessed to ensure that the course material and delivery of information complies with the details of this policy.

DEVELOPMENT

1. The Association will work with local authorities, developing strategies which meet the housing needs of the communities in the areas of our operation.

2. The design brief for new build units promotes the use of Lifetime Homes and mobility standards and addresses issues of security and anti-harassment features for particular client groups.

INFORMATION AND PROMOTION

1. The Association will regularly advertise its commitment to the Equal Opportunities Policy, targeting groups who are known to suffer discrimination.

2. The Association will make available any publication in translation to customers whose first language is not English or where there may be other language barriers.

3. Translation services will also be made available to customers who need to communicate with the Association, whose first language is not English or where there are other language barriers.

4. In partnership's formed, the Association will promote and communicate its commitment to equality.

HIRING CONTRACTORS

1. When hiring contractors and other agents, Thames Valley Housing will actively seek to employ organisations which are committed to equal opportunities.

2. Contractors' commitment to Equal Opportunities is measured and evaluated prior to any contract being awarded.

FURTHER ACTION

The Association recognises that these measures are only the first steps towards the establishment of genuine equal opportunities. Towards this end, the Association will:

1. Continually monitor the effect of the Equal Opportunities Policy, by reference to collected and analysed data.

2. Generally, the Association will continually review its policies to ensure that we are implementing equal opportunities. Where an imbalance is found, action will be taken to redress the reasons for the imbalance. We will continually work to become more aware of the various forms of discrimination and the problems they cause, how they affect us, and the implications for our work

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