Agreed 9^th February 2004

1.0             INTRODUCTION

This policy formalises Priority Youth Housing’s commitment to quality, effectiveness and efficiency underpinned by equality for service users and our employees.  The aim of Priority Youth Housing is to achieve continuous improvement for all of our services and this document will explain how we intend to evaluate our services and measure our performance in terms of equality as well as setting out our commitments to equality in service delivery, accessibility and development.  This also applies when we are developing plans, policies and strategies and in our work with suppliers, contractors and partners.

Priority Youth Housing acknowledges that discrimination and prejudices exist and we are committed that no-one working with us, receiving our services, or applying for services is discriminated on against in terms of race, colour, nationality, ethnic or cultural origins, disability, gender, marital status, sexual orientation, political or trade union affiliation or age (although it should be noted that housing and support services are restricted to those aged 16 to 25). 

Priority Youth Housing aims to ensure that no one is discriminated on the grounds that they have a criminal conviction.  However, given the vulnerability of the young people we house and support we will consider criminal convictions of applicants for our services and for employment.  We will not employ or provide services to anyone if this would present an unacceptable high risk to service users or our employees.  

2.0             What is discrimination

To discriminate is to treat a person more or less favourably on the basis of race, colour, nationality, ethnic or cultural origins, disability, gender, marital status, sexual orientation, political or trade union affiliation, age or any such category that is irrelevant to the individual’s right to receive fair and equal treatment.  It is generally recognised that discrimination can occur in many ways.

Discrimination on the basis of race, nationality, colour, ethnic origin, gender, marital status and disability is unlawful.  Discrimination can also be direct or indirect.  Direct discrimination is deliberate.  Indirect discrimination is where an act or failure to act, whether with intent or inadvertently, has a disproportionate impact on a particular group.

3.0             Priority Youth Housing as a Service Provider

Our commitments to you:

·       We will monitor applications for both housing and support services to ensure as far as possible that discrimination does not occur.

• Priority Youth Housing aims not to discriminate against an applicant for housing on the grounds of the source of the application.
• Contractors or providers of services to Priority Youth Housing who racially, sexually or physically harass residents may have their contracts terminated.  They will be removed from the Approved Contractors List.

• We will avoid discrimination when developing and delivering services
• We will ensure that information about services is published as widely as possible and in such formats as will encourage awareness in all service users and potential service users
• We will assess and review alternative ways of making service delivery more accessible
• We will ensure equality when dealing with your complaints, comments and compliments

Measuring our progress

As part of our commitment to maintaining and improving performance we will:

• Incorporate equalities into our procurement arrangements when not expressly prevented by legislation or statutory guidance
• Complete an annual review of take up of all services by age, gender, ethnicity and disability status
• Review and report annually on our communications internally and externally

4.0 Priority Youth Housing as a Policy Maker

Priority Youth Housing] is concerned that no policy discriminates directly or indirectly against any groups in our community.  We will review policies, strategies and plans to ensure that they are fair.

Our commitments to you

We will:

• Consider equalities as part of each policy deliberation and annual business plan review
• Promote and contribute to improving the awareness of equalities in the communities and strategy groups as part of our strategic role, particularly with regard to the needs of young homeless people
• Use national guidelines and definitions to inform our practices

Measuring our progress

As part of our commitment we will report our performance in the following ways:

• We will maintain a glossary of terms and definitions informed by national guidelines as part of this policy
• The policy will be reviewed on an annual basis

5.0 Priority Youth Housing as an employer

We will maintain an environment where no individual is subject to discrimination or harassment on the grounds of race, colour, ethnic origin, nationality, gender, disability or marital status and on the non statutory grounds of religion, culture, age (subject to normal retirement practices), parental or property status and sexuality.  Priority Youth Housing is committed to a policy of equality both in the work place and when recruiting employees (see Recruitment Policy).

We will:

·        Monitor personnel and employment procedures to ensure they are fair

·        Seek to attract a wide range of applicants for posts at all levels in the organisation

·        Endeavour to ensure the workplace is free from unfair discrimination and harassment

·        Strive to provide an accessible environment for people with disabilities

·        Offer relevant training and development for employees on a fair and equal basis

·        Ensure employees are fully aware of our Equal Opportunity and Anti-discriminatory policy, what it means for them and what responsibilities it entails, through induction and supervision

Measuring our progress

As part of our commitment to maintaining and improving our performance we will produce an Annual Personnel Report for the staff team and Personnel Committee that records the following:

·        The composition of all full and part time employees and Board members by department, gender, ethnic group and disability

·        The composition of all applicants for vacancies by post, gender, ethnic group and disability

·        The composition of all short listed applicants for vacancies by post, gender, ethnic group and disability

·        The number of applicants for jobs by sex and ethnic group

·        Formal complaints by employees via the Grievance Procedure

We will maintain records of the following

·        Advertisements for vacancies by date advertised, place advertised and whether the vacancy was advertised internally and externally at the same time

6.0            Communicating the policy

All new employees will be given a copy of the Equality and Anti-Discrimination Policy on commencing employment as part of the staff handbook and this will be covered in induction.  Existing employees will have a copy of the policy in their staff handbook and it should be available on all staff computers.

All new service users will have a copy of the policy in bullet form in their sign up packs and this will be gone through when they start to receive a service.  Full copies of the policy will be available on request.

Main referrers will have a copy of this policy in their referral procedures, other referrers can obtain a copy on request.

A copy will be available in all office receptions.

7.0            Monitoring, Review and Evaluation

Priority Youth Housing’s monitoring systems will collate information that will enable us to assess the effectiveness of the policy and identify where changes need to be made.  Monitoring and review will happen annually responsibility lies with the service manager and the Housing & Support Services Committee for take up of service and with the Director and Personnel Committee for employment.  The organisation is also committed to a comprehensive and thorough review every 3 years of its performance, policy and practice of ensuring equal opportunity and promoting anti-discriminatory practice, the responsibility for this lies with the Management Team and the Board.

8.0            Responsibility for the Equal Opportunity and Anti-Discriminatory Practice Policy

All employees and others who work on behalf of Priority Youth Housing have a duty to carry out the requirements and responsibilities outlined in this policy.  Particular responsibilities include:

Board Members

Board Members support this policy and will work towards the promotion of equalities in all of Priority Youth Housing’s policies and other activities

Director

The Director has overall responsibility for the implementation of the policy

Bristol Housing & Support Services Manager – is responsible for overseeing the implementation of the policy in the day to day delivery of services in Bristol and collation of monitoring information

South Gloucestershire Area Manager - is responsible for overseeing the implementation of the policy in the day to day delivery of services in South Gloucestershire and collation of monitoring information

Employees

All employees have a responsibility to implement the policy and work towards the provision of services that meet the goals and objectives of the policy

9.0 Relevant Legislation

The Sex Discrimination Act 1975 as amended

The Employment Act 1989 & The Employment Rights Act 1996

The Equal Pay Act 1970 as amended

The Race Relations Act 1976

The Disability Discrimination Act 1995

Pregnant Workers Directive

Article 119 of the Treaty of Rome & Equal Treatment & Equal Pay Directives made under the Treaty

The UN Convention on the elimination of all forms of discrimination against women

The UN Convention on the elimination of all forms of racial discrimination

The UN International Covenant on civil and political rights

The UN International Covenant on economic, social and cultural rights

The UN Standard Rules on equalisation of opportunities for people with disabilities

The Human Rights Act 1998

Employment Relations Act 1999

Part-time Workers (less favourable treatment) Regulations 2000

10.0 Action Plan 2005/06

2003/04 and 2004/05 has seen the bedding in of Supporting People and new working practices at priority Youth Housing.  We must now

·        Monitoring of employment take up should be compared to the local make up of the employment market and the needs of the client group

·        Monitoring of service users for each service should be compared to the local community make up

·        Links to specific cultural community groups need to be formalised

·        Reports should be considered by committees in January 2005 and identified actions recommended

·        Sexual Harassment Policy / Nuisance Policy to be reviewed June 2005 by Management Team

11.0         Links to other policies

Other relevant policies include:

·        Complaints policy (service users)

·        Recruitment Policy

·        Grievance Policy

·        Racial Harassment Policy

·        Sexual Harassment Policy

·        Nuisance Policy