Equality and diversity

Young Epilepsy aims to ensure that no job applicant, employee, volunteer, contractor, student, patient or service user receives less favourable treatment on any grounds which cannot be shown to be justified. This covers race, colour, nationality, ethnic or national origin, religion or belief, gender, marital status, responsibility for children or other dependants, disability, sexual orientation, gender reassignment, age, trade union membership or political activities, social class, or where the person lives.

In meeting this aim, a number of more detailed aims have been identified covering general aims, services and employment.

Young Epilepsy will:

• Incorporate consideration of equality, diversity and human rights principles from the onset in all its policies, plans, strategies and services
• Undertake equality impact assessments to measure the impact of policies and services and to determine the needs of its employees, patients, service users and the public
• Identify equality and diversity outcomes it requires for employees, patients, service users and the public as necessary
• Reflect the diversity of the geographical areas it serves in publications, events and other marketing and communications activities
• Follow the social model of disability
• Apply the principles of this policy to suppliers of goods and services to the Trust

The aims relating to service provision are to:

• Provide appropriate, accessible and effective services and facilities to all sections of its communities without discrimination or prejudice
• Provide clear information about its services in appropriate formats or languages which meet people’s needs
• Monitor its services to ensure that all sections of the community are receiving fair access and outcomes and take action to address any inequalities that are apparent
• Consult with and involve all sections of the community when making decisions about services
• Respond promptly and fairly to any complaints received about its services including those relating to discrimination

The aims in relation to employment are to:

• Ensure that its employment policies and procedures do not discriminate directly or indirectly against any group or individual on unjustifiable grounds
• Work to achieve a workforce that represents the community it serves
• Monitor the recruitment and selection processes, training and development opportunities, disciplinary, grievance, bullying and harassment and capability procedures by ethnic group, disability, gender, age, sexual orientation and religious belief and take action to address any inequalities that are apparent
• Promote a culture of fairness and respect in its employment policies, procedures and practices
• Provide appropriate training for employees at every level on equality, diversity and human rights issues
• Protect employees from bullying, harassment and violence and investigate all claims of bullying and harassment that are made
• Respond to the particular needs of employees including those relating to ethnic group, disability, age, gender, sexual orientation or religious belief

Policy

The overall objective of the Equality, Diversity and Human Rights Policy of Young Epilepsy is to achieve the following in employment policies and practices, in services, and in engagement with partners and with the communities across the Trust’s region.

• Develop an organisational culture which embraces an inclusive approach
• Eliminate unlawful discrimination and harassment
• Promote equality of opportunity
• Promote good relations and positive attitudes between people of diverse backgrounds
• Foster a culture of respect and understanding between people of diverse cultures, backgrounds, circumstances and identities

The organisation recognises that:

• discrimination may occur on more than one ground at the same time
• People have a range of diverse needs and services should be designed or delivered in different ways to respond to these needs.

You can view the full policy here.

Responsibilities

Young Epilepsy have defined specific responsibilities within the organisation to take this work forward. These are as follows:

The Board of Trustees will monitor the organisation’s commitment to working in line with the principles of the policy. It will also consider recommendations made in relation to any further or other steps which are considered desirable in view of the organisation’s duties to promote equality and tackle discrimination and review and amend the scheme.

The Executive Body will monitor progress of the Equality and Diversity Action Plan and annual objectives on behalf of the Trust Board by oversight of the minutes of the meetings of the E&D Committee on a rgular basis.

The E&D Committee is responsible for providing assurance that Young Epilepsy is delivering on both its general and specific equality duties and taking other steps to promote equality and tackle discrimination.

The Executive and Trustee E&D Champions are committed to the agenda and will ensure that it is embedded, promoted and managed appropriately within Young Epilepsy. The Executive E&D Champion will have responsibility for chairing the E&D Committee.

Directors/Managers are required to ensure that the policy is observed and applied consistently and fairly within their areas of responsibility.

The Human Resources Department will be responsible for ensuring the implementation of this policy, advising managers, staff and trade unions on the content of this policy and its interpretation, providing training and advice to managers and staff on the operation of this policy, ensuring that all complaints of discrimination or harassment are dealt with in a fair and consistent manner, and that remedial action is taken where necessary.

Employees should ensure that their behaviour at work creates an environment which is free from any form of harassment, victimisation and all other forms of discrimination. Employees should be aware that if they are involved in discriminatory actions or practice they may not only face disciplinary action but also legal proceedings against themselves as individuals.

The E&D Committee will present each year a plan for forthcoming E&D activity to span the succeeding twelve month period. This plan will be informed from data collection, audits and organisational strategy. This plan will be ratified by the Board of Trustees and the Executive. The current action plan can be viewed here.

Equality Impact Assessment

It is a requirement to complete and publish equality impact assessments. As an organisation providing services to the public sector, Young Epilepsy have obligations to promote equality and treat people with dignity and respect in terms of provision of services and how we operate as an employer.

The purpose of an equality impact assessment (EIA) is to help demonstrate that different needs are taken into account in planning and delivery of services and implementation of policies.

EIA is a method of ensuring services are inclusive and of equal benefit to different groups.

An equality impact assessment is required when:

• developing a new piece of work
• amending or reviewing an existing piece of work
• commissioning a new service
• reviewing delivery of an existing service

The process of EIA is defined in Appendix 2 of this policy which outlines the way in which the assessment should be undertaken and presents the template which should be used.

Young Epilepsy commits to the use and publication of EIAs for all policies and for relevant procedural documentation. In due course these will be published in this section of our website.