ReBourne Recovery C.I.C is committed to encouraging equality, diversity and inclusion among our workforce and eliminating unlawful discrimination.  The aim is for our team and service users to be truly representative of all sections of society.

 

We have a commitment to our employees, volunteers, service users, funders and anyone connected to feel:

 

• Fully included 

• Respected and valued

• Confident to be autonomous

• Safe to speak their thoughts and feelings

• The desire to self actualize 

 

We believe that this creates the best environment for people to be their best and enjoy giving their best. 

 

ReBourne Recovery C.I.C. - in providing services and/or facilities - is also committed against unlawful discrimination of employees, service users, consultants, funders or the public.

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The policy’s purpose is to:

• Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

• Not to unlawfully discriminate on the basis of the Equality Act 2010 which outlines the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

• Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

 

The organisation commits to:

• Encourage equality, diversity and inclusion in the workplace 

• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination

• Promoting dignity and respect for all

• Recognising, accepting and valuing  individual differences 

• Ensuring contributions of all staff are recognised and valued. 

 

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy.  Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

 

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

 

ReBourne Recovery CIC pay serious attention to complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, directors, service users, supporters, suppliers, consultants, visitors, the public and any others in the course of the organisation’s daily work activities.

 

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken.  Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

 

Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

 

ReBourne Recovery C.I.C. agree to make opportunities for training, development and progress available to all staff inclusive of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.  We commit to support and encourage our workforce to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

 

We commit to:

• Decisions concerning staff are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

• Monitoring which will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.  

 

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives (this has been examined and approved by all 4 directors of ReBourne Recovery C.I.C. as of December 31 2020).  Details of the organisation’s grievance and disciplinary policies and procedures can be found on the ReBourne Recovery website and in the company files.  This includes with whom an employee should raise a grievance – usually a company director.  Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

 

Any queries relating to this equality and diversity policy can be addressed to Bash Bashford at rebournerecovery@gmail.com.  We agree to respond within 7 days. 

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Last updated 31 December 2020.