EQUAL OPPORTUNITES POLICY

POLICY STATEMENT

RAD is committed to equal opportunities as a service provider and as an employer and to that end treats all employees or service users equally irrespective of their

Age, appearance, caring responsibilities, social class, colour, gender, HIV status, marital status, nationality, political beliefs, religion, race/ethnicity, sex, sexuality, disability, long term illness, unrelated criminal conviction, physical or mental ability, Trade Union activity.

RAD seeks to identify and remove unnecessary barriers to the employment of Deaf people in the creation and advertising of posts, the recruitment and appointment of paid and volunteer staff, and their ongoing supervision, support, training and development.

RAD's equal opportunities policy also extends to suppliers of goods and services and to their staff.

THE POLICY IN PRACTICE

To ensure that RAD operates its equal opportunities policy effectively, it undertakes not to impose any requirement or condition, on any aspect of employment and/or service delivery, without justification, which could disadvantage individuals on grounds of their

Age, appearance, caring responsibilities, social class, colour, gender, HIV status, marital status, nationality, political beliefs, religion, race/ethnicity, sex, sexuality, disability, long term illness, unrelated criminal conviction, physical or mental ability, Trade Union activity.

The policy will be adhered to in all aspects of employment:

•  Recruitment and selection
• Terms and conditions of employment
• Decisions about promotion
• Training opportunities
• Transfers
• Grievance and discipline
• Decisions about redundancies.

Criteria for decisions in all these areas will be based on justifiable job needs only.

Wherever possible RAD will adapt premises and make changes to the way in which jobs are done if by so doing, a person with a disability, who has the necessary skills and abilities, is able to take up a post.

HARASSMENT

As part of its overall commitment to equal opportunities, RAD is fully committed to promoting a good and harmonious working environment where every employee is treated with respect and dignity and in which no employee, volunteer, client or supplier feels threatened or intimidated, especially not on the grounds listed in the policy statement above. RAD will not condone any behaviour which amounts to harassment on these or any other grounds.

What are harassment and bullying?

Harassment is "unwanted conduct that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment having regard to all the circumstances and the perception of the victim".

It may be related to race, ethnic origin, sex, marital or parental status, sexual orientation, religion, disability, age, political belief, trade union membership, or any personal characteristics of the individual. It may be persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.

The following are examples of what is unacceptable behaviour:

Physical conduct - unwanted physical conduct, including - unnecessary touching or brushing against another employee/volunteer/supplier/client's body, assault, coercing sexual intercourse, physical threats, insulting or abusive behaviour or gestures.

Verbal conduct - unwelcome advances, propositions or remarks, innuendoes, lewd comments or abusive language, which is sex or race based or which refers to a person's age, disability, sexuality, religion or personal appearance.

Non-verbal conduct - making abusive or offensive gestures, displaying of offensive written or visual material, other unacceptable non-verbal conduct which denigrates a person for whatever reason.

Bullying is a particular form of harassment involving a misuse of power to criticise, condemn, abuse, humiliate or otherwise undermine a person's (or group's) ability to the extent that they cannot perform their job properly or suffer stress as a result

It is the impact of the behaviour, not the motive or intention behind it which may constitute harassment. If the recipient finds it unwanted, unreasonable and offensive, then no matter what the intention of the initiator (e.g. "It was only a joke"), harassment will not be difficult to prove.

If an employee, volunteer, client or supplier has cause to believe that he/she is the victim of harassment, this should be brought to the attention if a senior manager immediately. If, after investigation, a complaint is upheld against an individual, he/she will be subject to the disciplinary process and action could include being moved to another job or, in severe cases, dismissal.

RESPONSIBILITY FOR ACTION

SENIOR MANAGERS

Effective reviews of the policy in action will be undertaken by the Chief Executive and Senior Managers on a regular basis, including a review of the procedures and criteria used in selection and promotion decisions. Monitoring will also be used to ensure that certain categories of employee are not being disadvantaged. The results of monitoring will be discussed at meetings of trustees at least once a year.

Where categories of employee are under represented, RAD will do what it is lawfully able to do in promoting opportunities for such groups, e.g. special training.

Senior managers are responsible for monitoring the way in which they deliver services and ensuring this is not discriminatory.

RESPONSIBILITIES

Everyone has a responsibility to comply with this policy and all staff and volunteers should ensure that their behaviour towards colleagues does not cause offence and could not in any way be considered to be harassment or bullying.

Differences in culture, attitudes and experience, or the misinterpretation of social signals, can mean that what is perceived to be by the person experiencing the behaviour as harassment and bullying, may be perceived by others as normal. It is important to be sensitive to the feelings and reactions of others and adjust behaviour as necessary.

All employees and volunteers should:

• Set a good example by treating all staff, volunteers & clients with dignity and respect.
• Understand the policy and make every effort to ensure that harassment and bullying do not occur.
• Respond sensitively and supportively to any members of staff, volunteers & clients who make an allegation of harassment or bullying; provide clear advice on the procedure to be adopted; maintain confidentiality in accordance with this policy; monitor the work environment to ensure that there are no problems of harassment or bullying, or of victimisation after a complaint has been made.
• Be alert to unacceptable behaviour and take appropriate action: do not wait until complaints are brought to their attention if they are aware of behaviour of other managers, staff or volunteers which might cause offence. If the incident is not serious then calling the individual aside and carrying out some 'awareness raising' may be sufficient to stop the behaviour.
• Ensure that staff and volunteers know how to raise problems, are aware of the policy and procedures, and of sources of help and advice available.

All new employees will be reminded of their responsibilities as part of the induction process.

Any employee who is found to be discriminating in any way whatsoever will be subject to discipline and could, as a result of a proper investigation into the seriousness of the offence, be dismissed.

Employees are reminded that if a fellow employee makes a complaint of discrimination to an employment tribunal and names them as well as RAD, if the claim is found to be proven, the employee may face personal financial liabilities.

Keeping a record

It is important that anyone who believes that they have suffered from harassment or bullying should keep notes (in either written English or filmed BSL) of the details outlined below for each incident. Such notes should be made as soon after the event as possible. These notes should, if possible include the following:

• Date

• Time
• Place
• Name of person harassing/bullying them
• What actually happened
• How they actually felt at the time of harassment/bullying
• Name of any witnesses
• Action taken and whether reported
• Any correspondence relating to the incidents and subsequent complaints

Act promptly: don't wait until conditions reach an intolerable level or your personal well-being is put in jeopardy.

THE RIGHT TO WITHDRAW SERVICES

In compliance with RAD's aim and principles for service delivery, RAD will not tolerate and will resist and challenge all forms of racism and discrimination and is committed to ensuring that all services are equally available to all people. Achieving these services at RAD, we are actively opposed to all forms of discrimination on the grounds of:

Age, appearance, caring responsibilities, social class, colour, gender, HIV status, marital status, nationality, political beliefs, religion, race/ethnicity, sex, sexuality, disability, long term illness, unrelated criminal conviction, physical or mental ability, Trade Union activity.

If a service user is persistently discriminatory or is threatening in their behaviour to any of RAD employees or toward any other person using the RAD Centre, the staff should withdraw the service they are providing on that occasion and should report it immediately to another member of staff. A member of the public may be temporarily denied services and required to leave the premises. RAD aims to provide services and to act equitably and justly at all times. (Please refer to the harassment section for definition of harassment.)

If a staff member or volunteer has cause to believe or has a suspicion that harassment/abuse has or is occurring, then whoever has this suspicion whether it is RAD staff or a volunteer, MUST report these suspicions immediately to the line manager who is on the Senior Management Team (SMT), or (if the line manager is not on the SMT, then the next manager up); A service user should be given information on how to discuss this matter with the appropriate management.

If any of these incidents have occurred, the service will be withdrawn temporarily until the line manager feels that the issue has been resolved or has made arrangements to ensure that the services can resume. The line manager may have to consider making extensive security arrangements to ensure staff safety and the continued smooth running of services.

In considering the matter the line manager should use his/her discretion and, before reaching a conclusion may decide to have a face to face meeting with the service user or to deal with the matter in writing. If a service user wishes to continue to receive services or wishes to appeal the decision, they should use the RAD Complaints Procedure.

If the line manager or any staff member still feels that the service would be disrupted or that there would continue to be some danger to any member of staff or any user of any R.A.D. premises, they should contact the Chief Executive to apply for a temporary or permanent ban for the service user. However, such a ban must be approved by the trustees of RAD within 4 calendar months.