Individuals with different cultures, perspectives and experiences are at the heart of the way the Tarner Community Project is run. We want to recruit, develop and retain the most talented people regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation. At TCP we recognise that being a diverse and inclusive organisation helps us fulfil our responsibility to make a difference for the people in the community that we serve.

We are committed to the ongoing development of an environment where we treat all employees and project users, as individuals, fairly and in a consistent way. We work within the spirit and the practice of the Equality Act 2010 by promoting a culture of respect and dignity and actively challenging discrimination, should it ever arise.

At TCP, we consider that equality means breaking down barriers, eliminating discrimination and ensuring equal opportunities and access for all groups both in employment, and in the services we provide to parents, young people and children.

We consider diversity to mean celebrating difference and valuing everyone. Each person is an individual with visible and non-visible differences and by respecting this everyone can feel valued for their contributions which is beneficial not only for the individual but for TCP.

Equality and diversity are not inter-changeable but inter-dependent. There can be no equality of opportunity if difference is not valued and harnessed.

The rights and obligations set out in this policy apply equally to all employees, whether part time or full time or on a fixed-term contract, and also to associated persons such as secondee’s, agency staff, contractors and others employed under a contract of service.

All individuals referred to above have responsibility for the application of this policy. As part of your induction, you are expected to read and familiarise yourself with this policy, ensure that this policy is properly observed and fully complied with and to complete the declaration below.

Direct Discrimination – is treating people less favourably than others on the grounds of a characteristic, such as age, race, religion or gender.

Indirect Discrimination – is applying a service, criteria or practice which disadvantages people of a particular group and which is not objectively justifiable.

Associative Discrimination – is discrimination against an individual based on their association with someone who has a protected characteristic as defined under the Equality Act

Harassment – is unwanted conduct that violates people’s dignity or creates intimidating, hostile, degrading, humiliating or offensive.

Victimisation – is treating people less favourably because of an action they have taken in connection with equality legislation, for example making a formal complaint.

The Dignity at Work Policy clearly outlines TCP’s approach to bullying and harassment and can be found within the Team handbook. Any cases of bullying and harassment will be considered a disciplinary matter.

TCP is an equal opportunities employer and will not unfairly discriminate against anyone or section of the community in its employment practices.

a) Recruitment
TCP encourages diversity of applicants in the local community and advertises in a range of publications to support this. Selection for employment at TCP is on the basis of aptitude and ability for the job applied for. Further detail is set out in TCP’s Recruitment and Selection Policy. Where possible, TCP will capture applicants’ diversity demographics as part of its recruitment processes to promote the elimination of unlawful discrimination.

b) Training
Employees will be required to participate in training and development activities from time to time, to encourage the promotion of the principles of this policy.

c) Promotion
All promotion decisions will be made on the basis of merit, and will not be influenced by any of the protected characteristics as outlined in the Equality Act 2010.

d) During employment
The benefits, terms and conditions of employment and facilities available to TCP employees will be reviewed on a regular basis to ensure that access is not restricted by unlawful means and to provide appropriate conditions to meet the special needs of disadvantaged or under-represented groups.

At TCP we are committed to including everyone in the community. Individual needs of children will be discussed, and we will work within our means to ensure that any barriers to accessing the Children’s Project are overcome.

In circumstances where a child needs 1:1 care, we will take positive steps to provide this wherever possible. For example, we may apply for an Inclusion Grant which provides specific funding and resources for a 1:1 service in certain circumstances.

At our Children’s Project we ensure the following:
• All children are included and made to feel valued and good about themselves.
• All children’s needs are treated individually and with equal concern and consistency.
• Learning and sharing about each other’s customs, beliefs, diet, dress and other specific routines is encouraged.
• Resources which reflect diversity, such as books and equipment are used and positive images reflecting non-stereotypical roles are displayed.
• Children are encouraged to value each other’s similarities and differences in the wide range of activities we offer.

At our Youth Project we aim to provide a wide range of services for the Young people in the local community and welcome all young people regardless of disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.

At our Youth Project we ensure that:
• All young people are treated with equal respect and are listened to and valued.
• Learning and sharing about each other’s cultures, beliefs, diet, dress and other customs is actively encouraged.
• The Youth Project workers treat young people equally and individually with concern and consistency.

All TCP team members are responsible for:
• Being role models for each other, the children, young people and other project users, working in a non-discriminatory way.
• Talking to other team members, children and parents/carers and visitors in a respectful manner.
• Implementing this policy.

This policy will be reviewed on an ongoing basis by TCP to assess its effectiveness and may be amended from time to time.

This policy is for guidance only and does not form part of your contract of employment.

I have read and understood TCP's Equality, Diversity and Policy and agree to work to the expected standards. Regardless of my background and circumstances, I agree to treat all colleagues, project users and visitors with respect and dignity while carrying out the duties and responsibilities of my role at TCP.