Thames Valley Housing works across a large geographical area, which is culturally diverse and multi-racial. All people in the community should be able to equally benefit from our activities. The Association 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 is in the process of taking 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 will set clear standards against which its performance can be measured in an open and accountable manner.
Statistical records are maintained of the ethnic origin of all housing applicants. This enables the Association to monitor its Lettings and Sales Policies with he aim of ensuring that applicants from ethnic minorities are achieving equal access to the Association's accommodation vacancies.
Contact has been, and will be made with local community and referral groups to improve access opportunities into Thames Valley owned property to local community groups who would not otherwise have been supported by the Association.
The Lettings criteria recognises all forms of harassment as a priority for re-housing, incorporating the victim orientated, multi-agency approach.
The Association is opposed to all forms of harassment and discrimination. A victim orientated policy to support victims is operated and the Association will take the strongest possible action against perpetrators of harassment.
There is a specific clause in the Tenancy Agreement which makes harassment a breach of the terms of the tenancy.
The Association recognises that it can best serve the needs of the communities it aims to serve if the composition of the staff and Board members reflects the balance within those communities. The Association is committed to a programme of positive action to encourage applications from sections of the community currently under-represented in various levels in the organisation, including people with disabilities, ethnic minorities and women.
The composition of staff and Board Members will be reviewed regularly against an agreed standard and attempts at redressing imbalances will be addressed through positive action.
In recruitment, all candidates must demonstrate their support for the Association's Equal Opportunities Policy.
Equal Opportunities training will be provided for new and existing staff and Board Members with the aim of increasing awareness of the issues.
Sexual and Racial harassment are specifically quoted in the staff handbook as disciplinary offences which amount to Gross Misconduct. Other forms of harassment will be considered in the same way, and may lead to summary dismissal.
The Association will work with local authorities, developing strategies which meet the housing needs of the communities in the areas of our operation.
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.
The Association will regularly advertise its commitment to the Equal Opportunities Policy, targeting groups who are known to suffer discrimination.
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.
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.
In partnership's formed, the Association will promote and communicate its commitment to equality.
When hiring contractors and other agents, Thames Valley Housing will actively seek to employ organisations which are committed to equal opportunities.
Contractors' commitment to Equal Opportunities is measured and evaluated prior to any contract being awarded.
The Association recognises that these measures are only the first steps towards the establishment of genuine equal opportunities. Towards this end, the Association will:
Continually monitor the effect of the Equal Opportunities Policy, by reference to collected and analysed data.
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