Equality, diversity and inclusion policy

The MPS Society is committed to ensuring it delivers an inclusive service for all. We believe in a fairer future for everyone, without fear or prejudice regardless of race, age, gender, disability, sexual orientation, social class, religion and belief.

Equality, diversity and inclusion (EDI) statement

The MPS Society is committed to ensuring it delivers an inclusive service for all. We believe in a fairer future for everyone, without fear or prejudice regardless of race, age, gender, disability, sexual orientation, social class, religion and belief.

We are also working to ensure that all individual’s human rights are protected, and that vulnerable and disadvantaged people are safe from abuse and that they can access care and support tailored to their needs. We believe that everyone should feel the worth of their contributions and we ensure that people are valued and treated with dignity and respect. The MPS Society works to create an inclusive workplace and values all people as individuals continually striving to meet their requirements. This includes the population we serve, its members, their families, carers, staff, trustees, volunteers, contractors, anyone who comes on site and our key partners and collaborators. Our aim is to achieve equitable, diverse and inclusive work practices by ensuring EDI is incorporated and reflected in our values, work ethics and behaviour. The MPS Society is committed to working positively to develop a culture of diversity and inclusion across the organisation, through our partnerships and within our communities. We take our responsibility under the Equality Act 2010 very seriously, ensuring that no one is subjected to any form of discrimination, harassment and/ or bullying, including (but not exclusive to) those with protected characteristics ie:- Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion and Belief; Sex and Sexual Orientation.

Policy detail

1. The terms equality, inclusion and diversity are at the heart of this policy. ‘Equality’ means ensuring everyone has the same opportunities to fulfil their potential free from discrimination. ‘Inclusion’ means ensuring everyone feels comfortable to be themselves at work and feels the worth of their contribution. ‘Diversity’ means the celebration of individual differences amongst the workforce. We will actively support diversity and inclusion and ensure that all our employees are valued and treated with dignity and respect. We want to encourage everyone in our Organisation to reach their potential.

2. We recognise that discrimination is unacceptable and although equality of opportunity has been a long-standing feature of our employment practices and procedure, we have made the decision to adopt a formal policy. Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action up to and including dismissal.

3. The aim of the policy is to ensure no job applicant, employee or worker is discriminated against either directly or indirectly on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

4. We will ensure that the policy is circulated to any agencies responsible for our recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment.

5. The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity.

6. The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.

7. We will maintain a neutral working environment in which no employee or worker feels under threat or intimidated.

Recruitment and selection

1. The recruitment and selection process is crucially important to any equality, inclusion and diversity policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

2. Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

3. Job descriptions, where used, will be revised to ensure that they are in line with this policy. Job requirements will be reflected accurately in any personnel specifications.

4. We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

5. We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group.

6. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

7. All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.

8. Short listing and interviewing will be carried out by more than one person where possible.

9. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

10. We will not disqualify any applicant because he / she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job.

11. Selection decisions will not be influenced by any perceived prejudices of other staff.

Training and promotion

1. Senior staff will receive training in the application of this policy to ensure that they are aware of its contents and provisions.

2. All promotion will be in line with this policy.

Monitoring

1. We will maintain and review the employment records of all employees in order to monitor the progress of this policy.

2. Monitoring may involve:

   a) the collection and classification of information regarding the race in terms of ethnic / national origin and sex of all applicants and current employees;

   b) the examination by ethnic / national origin and sex of the distribution of employees and the success rate of the applicants; and

   c) recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.

3. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and staff.

This policy document was approved under the Society’s policy approval process on a version-controlled basis.

Document history