Please find below our Equal Opportunities Policy.

Equal Opportunities Policy

This policy applies to employees of the Diocesan Board of Finance as well as to volunteers, temporary agency staff and those with honorary contracts of employment. Non-executive members and contractors are expected to comply with its provisions and act within the spirit of the policy. The Policy is recommended to Parochial Church Councils and to those making clergy appointments.

1. Introduction

1.1
St. Hugh’s Church wholeheartedly supports the principle of equality of opportunity in employment. UK and European laws impose many requirements upon employers and employees in respect of equality of opportunity. In addition to recognising the need to meet our legal requirements, we believe that by acting according to the principle of equality of opportunity we will benefit from a workforce drawn from a wide cross-section of the community. In this way we aim to recruit and retain the best staff. We believe that such a policy is also in the best interests of our employees.

 

1.2
For theological and practical reasons Equal Opportunities policies are to be favoured.

  • It is a central part of the Christian faith that all human beings are created in the divine image, and all are valued equally by God and share equality in God's love. We are aware that in the Christian community 'there is no such thing as Jew and Greek, slave and free, male and female; for you are all one person in Christ Jesus' (Galatians 3.28), and that in St John's vision there is a 'a vast throng, which no one could count, from each nation, of all tribes, peoples and languages, standing in front of the throne and before the Lamb' (Revelation 7.9).

  • Unlawful and unfair discrimination between people is accordingly contrary to God's purpose. It may also contravene the law of the land, including the Sex Discrimination Act (1975), Race Relations Act (1976), Rehabilitation of Offenders Act (1929) Disabled Persons (Employment) Acts (1944, 1958) and the Disability Discrimination Act (1995). In today's world we know that both women and men may experience considerable employment or working difficulties because of, say, their gender, background, culture or age. This results in bad practice and the marginalisation of capable persons because of prejudice or discrimination.

 

1.3
As employers we recognise a skilled and committed staff as one of the key factors in delivering the objectives of the organisation which employs them. Our aim is therefore to encourage, support and develop the abilities of all our staff in all our workplaces; to help them to contribute positively to delivering the objectives of their organisation and to realise their potential. Reciprocally, employees and prospective employees will be expected to show that they are in sympathy with and committed to the aims of their organisation. We also intend that all other aspects of our policies and practices will be consistent with the principle of equality of opportunity.

 

2. Principles

2.1 Overall principles
Consistent with this policy, our aim is to provide equality of opportunity for all members of staff and for all applicants for employment. We aim to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, training, career development and other aspects of employment are based solely on objective and job-related criteria.

 

2.2 Recruitment, selection and career development
We and our employees will not discriminate in recruitment, selection and career development, directly or indirectly, between employees or between job applicants on the grounds of: Culture (including race and skin colour), ethnic or national origin, nationality (including citizenship), age, gender, sexual orientation, disability, HIV status, social class, marital status, membership of trade union, political affiliation or (except in the circumstances described in paragraph 2.4 below) religion.

 

2.3 Other human resource policies
We are also committed to equality of opportunity in all other aspects of our human resource policies and practice, including terms and conditions of employment, training (including induction and orientation programmes), remuneration, work allocation, appraisal, disciplinary and dismissal procedures and exit and termination mechanisms.

 

2.4 Religious affiliation criterion for a limited number of posts
Given that all the parties to this policy seek in one way or another to serve the Church of England, with regard to filling a limited number of posts, it is lawful and may be appropriate to take account of the candidate's religious affiliation.

 

3. Implementation

3.1 Recruitment and selection
All our recruitment and selection procedures are designed to recruit the most suitable available person for the post. We may seek to draw opportunities to the attention of groups that are under-represented in our work force or in the relevant part of our workforce.

 

3.2
Posts will be advertised internally as well as externally in order to provide opportunities for existing staff as part of a development and retention strategy.

 

3.3 Raising Awareness of this Policy
The PCC will take steps to raise the awareness of this policy and its application among all members of staff.

 

3.4
We shall ensure that all employees involved in recruitment and selection will apply the principles set out in this policy.

 

3.5
We are also working towards ensuring that those involved in recruitment and selection who are not employees, such as those members who sit on appointments panels, are aware of and abide by the provisions of the relevant legislation and this policy.

 

3.6 Career development
We are committed to providing equality of opportunity for career development for all members of staff with skills, experience, qualifications, training, attitudes and aptitudes required for specific posts.

 

3.7 Harassment, bullying in the workplace and victimisation
Employees are entitled to a workplace environment free from hostility. Intimidating behaviour also prevents employees working effectively and denies them job satisfaction. Harassment, including sexual and racial harassment, bullying and victimisation are all therefore unacceptable and are disciplinary offences. (Such behaviour may also in some cases be illegal.) The code of practice in Annex A sets out the way in which we will implement this policy.

 

3.8 People with disabilities and people who are HIV positive
We are committed to providing equality of opportunity, wherever practicable and making reasonable adjustments where necessary, to all members of our staff and applicants for employment whether or not they have a disability. We are also committed to providing equality of opportunity to all members of our staff and applicants for employment regardless of their HIV status. The code of practice in Annex B sets out the way in which we will implement this policy.

 

3.9 Grievance and disciplinary procedures
Grievance procedures are in place in the Diocese for employees to pursue complaints including allegations of unfairness in relation to selection, career development (for example, promotion) or training decisions. These are set out in Board of Finance Staff Regulations (or your own staff regulations if working for another body).

 

3.10
We shall not tolerate acts which breach this policy and all instances of such behaviour or alleged behaviour will be taken seriously and fully and promptly investigated. Action by any employee which is contrary to this policy renders that person liable to disciplinary action which may lead to dismissal.

 

3.11
Those making a complaint in good faith will be given a full, fair and sensitive hearing and may do so without fear of subsequent victimisation.

 

3.12 Awareness of this Policy
All members of staff, and members of the main committees of the church and prospective members of staff will be made aware of this policy.

 

4. Responsibility for Implementation

4.1 Responsibility of all employees
It is the responsibility of every member of staff to ensure the application of this policy. The success of the policy depends on the contribution made by everyone, in their own behaviour, in discouraging discrimination by colleagues and in encouraging good practice.

 

4.2 Additional role of all managers
All managers have a responsibility to encourage their staff to familiarise themselves with this policy, to avail themselves of the relevant training and to attempt to change any discriminatory attitudes prevailing among their staff.

 

5. Applicant and Workforce Monitoring

5.1
We shall continually monitor the effectiveness of this policy and consider what action we need to take to bring about change where necessary.

 

5.2
We accept the responsibility to consider carefully any recommendations made to us under this policy. If we agree that change is needed, we shall provide where reasonable and practicable the resources necessary for implementing those recommendations.

 

6. Status of this Policy

6.1
This policy and procedure form part of the terms and conditions of all our staff.

 

7. Review

7.1
The PCC will formally review this policy and its accompanying codes of practice at least every three years and, if necessary, make changes.

 

Annex A: Code of Practice on Harassment, Bullying and Victimisation

A.1
St. Hugh’s Church shall not tolerate any form of harassment, bullying or victimisation of employees by other members of staff. We shall not tolerate harassment or bullying in respect of a person's gender, race, or any other attribute listed in paragraph 2.2 of the main policy. Employees are entitled to a workplace environment free from hostility in which staff show respect for one another. We will therefore take disciplinary action against any member of staff found to have behaved unacceptably towards a colleague. Such action may also be unlawful, for example under the Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1955 or the Criminal Justice and Public Order Act 1994.

 

A.2
It is the responsibility of all members of staff to ensure the application of this policy. Line managers must take action, following consultation with the Vicar over any allegation of a breach of this policy or any behaviour they observe which seems to them to breach this policy.

 

A.3
The Vicar, in conjunction with the Church Wardens will take specific steps to raise awareness of this policy. The Vicar is also responsible for the establishment and monitoring of the systems for dealing with alleged breaches of this policy.

 

A.4
Allegations of harassment, bullying or victimisation will be taken seriously and dealt with swiftly and confidentially, whilst ensuring the rights of all involved are protected. Complaints made in good faith will be given a full, fair and sensitive hearing. Staff may make a complaint without fear of subsequent victimisation. However, any complaint should only be made as a considered response to some action by another staff member. If it is established that a complaint is malicious, the complainant will him or herself be the subject of disciplinary action.

 

A.5
Where a complaint is upheld, any resulting action will not be to the detriment of the complainant but rather, where a detriment is unavoidable, the person deemed to be the harasser will bear the detriment.

 

Annex B: Code of Practice on Disability and HIV Status

B.1
We are committed to providing equality of opportunity, wherever practicable and making reasonable adjustments where necessary, to all members of our staff and applicants for employment whether or not they have a disability and regardless of their HIV status. We recognise that people with disabilities and those who are HIV positive can offer exactly the same range of skills and talents and the same level of commitment to their employer as other people.

 

B.2
Consistent with the Disability Discrimination Act 1995 we will use the following definition of disability: A person has a disability if he or she has a physical or mental impairment which has a substantial and long-term adverse effect on his or her ability to carry out normal day to day activities. For the purposes of this policy and code of practice, we also include those who are HIV positive regardless of whether they show symptoms of their condition and those who have had a disability within the definition above even if they have since recovered.

 

B.3
We recognise that people with disabilities do not constitute a uniform group whose conditions are apparent. Indeed, the opposite is the case. People with disabilities may include, for example: those with mobility, visual or hearing impairment, epilepsy, diabetes, severe facial disfigurement, a mental illness, learning difficulties, arthritis, dyslexia and those who are HIV positive or who have AIDS. We recognise that each person is an individual and should be treated as such.

 

B.4
We will take reasonable and practicable steps to ensure that the working environment does not preclude people with disabilities from carrying out duties for which they are suitably qualified. This may include relocating individuals or modifying existing accommodation as appropriate. Such solutions may be, for example, to install ramps or widen doorways to improve wheelchair access, or to provide better lighting and signage. We will also examine the scope for wider installation of hearing loops in our buildings, for example in meeting and interview rooms and public areas.

 

B.5
We will take specific steps to raise awareness of disability matters throughout the organisation. Priority will be given to raising the awareness of staff involved in recruitment and selection, senior managers and those regularly involved in face-to-face contact with the general public.