Equalities diversity and inclusion in BHP

Equal opportunities policy

Policy statement

The aim of this policy is to communicate the commitment of the Chief Executive to the promotion of equality of opportunity in Brent Housing Partnership (BHP).

It is our policy to ensure that all employees, including those seeking to gain employment and any member of the public using our premises, services or facilities are provided with non-discriminatory treatment irrespective of:

• Disability
• Gender reassignment
• Pregnancy and maternity
• Marriage and civil partnership
• Race (including ethnic or national origins, colour and nationality)
• Religion or belief
• Sex
• Sexual orientation
• Age

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees other companies working for us and members of the public accessing our services will be treated fairly and shall not be discriminated against on any of the above grounds.

We recognise that the provision of equal opportunities in the workplace is not only good management practice; it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised to fully maximise the efficiency of the organisation.

Policy objectives

Brent Housing Partnership serves a richly diverse community and aims to provide a high quality, cost effective service which fully meets the needs of that community. Whilst recognising the strategic importance of diversity in achieving its organisational goals, Brent Housing Partnership is also fully aware of the objectives which are critical to its success.

A scheme of objectives have been created in order to ensure that BHP is successful in their efforts at promoting equal opportunities:

1. Ensure our Board, Staff, Contractors, Resident Representatives and Partners understand their obligations to champion equality and diversity
2. Ensure that our services are accessible and tailored to meet the needs of our council tenants and leaseholders in Brent
3. Improve our engagement with council tenants and leaseholders from diverse backgrounds and those from minority and under-represented groups
4. Ensure our services are non-discriminatory by assessing the impact of all policies, procedures, strategies and core services against all protected characteristics
5. Improve the collection of data on all protected characteristics for our staff, council tenants and leaseholders to better inform equality objectives in years to come so that we are seen by everyone who comes into contact with us as a fair, transparent and an equitable employer and service provider.
6. Develop positive partnerships that support stronger service provision and share common equality and diversity principles

These Equality Objectives have been included within our Equalities Strategy 2012-2015.

This policy applies to all service users, employees and potential employees of Brent Housing partnership.  In addition all persons who may work with any other agency or company working on council property or land including agency workers, contractors, consultants and suppliers are relevant for the purposes of the policy.

Equality commitments

Brent Housing Partnership is committed to:

• Promoting equality of opportunity for all persons
• Promoting a good and harmonious working environment in which all persons are treated with respect
• Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
• Fulfilling all of our legal obligations under the equality legislation and associated codes of practice
• Complying with our own equal opportunities policy and associated policies
• Taking lawful affirmative or positive action, where appropriate
• Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings

Reasonable adjustments

Under current legislation, employers are required to make reasonable adjustments where a provision, criterion or practice, physical feature of the premises or the absence of an auxiliary aid, place a disabled employee or job applicant at a substantial disadvantage in comparison to those who are not disabled.

BHP must also ensure the services we provide are accessible to all those who come into contact with us so that we do not discriminate against any individual or group of users.

We will closely monitor and review our services and employment practices and look at whether there are reasonable adjustments that could be made to prevent the practices or feature(s) having that effect.  We will consider whether the adjustment would prevent the disadvantage in addition to how practicable it is to make the adjustment in light of the financial and other costs involved.

Implementation

The company takes its statutory responsibilities seriously and recognises the cost of personal bias, both to the reputation of the organisation and to its ability to provide a high quality, cost-effective service.

The Chief Executive has specific responsibility for the effective implementation of this policy.  Each manager and contractor has their own individual delegated responsibilities within their respective departments.

In order to implement this policy we shall:

Recruitment and selection:

• Ensure that no job applicant receives less favourable treatment on the grounds outlined in the policy statement above
• Treat all staff fairly when making decisions about recruitment, terms and conditions of service , retention, training and development, performance appraisals, redundancies and working practices generally
• Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques
• Ensure that individuals are selected, promoted and treated only on the basis of their abilities and potential and are given equal access to training to progress within the company
• Any employee who knowingly commits a discriminatory act within the recruitment and selection process will be dealt with under the disciplinary procedure

Employment

• Ensure that every employee is treated fairly at work and that no employee receives less favourable treatment on the grounds outlined in the policy statement
• Encourage a culture of equal opportunities and diversity for all in which success depends on personal merit and performance
• Ensure that adequate resources are made available to fulfil the objectives of the policy
• Provide means of redress for victims of discrimination and harassment
• Take appropriate action wherever breaches of company standards occur

Service Users

• Ensure, where possible, that disabled access is provided to communal areas of estates and community facilities
• Ensure hearing loops and other necessary aids are provided in BHP offices visited by residents and the general public
• Provide translated versions (or access to a translated) for all key published documents in our main community languages
• Provide our key documents in large print when requested
• Ensure that any resident or service user who believes they have been treated unfairly will receive a thorough investigation and response to their complaint and BHP will take any necessary action against the perpetrator of any form of discrimination.

Monitoring and review

Brent Housing Partnership will be seeking evidence of systematic change producing long term, concrete, credible results towards the achievement of the company's mission.

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed annually or as required by a change in company policy or legislative amendments, whichever occurs sooner.

In order for this to be achieved the company will therefore:

• Monitor the characteristics of its workforce
• Monitor the protected characteristics of tenants
• Start to collect data and monitor the protected characteristics of our contractors
• Identify trends to assist in  policy planning
• Identify indicators of possible discrimination
• Monitor the standards set by the organisation
• Require that recruitment and selection practices be monitored by the Human Resources Team
• Require that adequate records are kept on training and development, performance appraisals, use of flexible working practices, disciplinary and grievance case selection for redundancy and exit interview data
• Communicate any data held centrally to managers to enable them to respond effectively
  

Complaints

Residents who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the BHP's formal complaints team.