Equality, Diversity & Inclusion Policy

1. Introduction

1.1 This policy relates to all the mhs homes group. We are committed to encouraging equality, diversity and inclusion and eliminating unlawful discrimination.

  • The business case for equality, diversity and inclusion is clear. A diverse and inclusive organisation is a more productive organisation.
  • The locations in which we work are socially and ethnically diverse and we have a broad customer and staff profile reflecting this diversity.
  • We aim to eradicate discrimination, promote equal opportunities and positively value difference within the organisation. We expect everyone who works for us, and with us, to support us in this.

In achieving this we will:

  • Attract talent and encourage ‘hidden talents’ across the organisation
  • Understand the needs and requirements of customers and staff better thereby providing a better service
  • Tackle problems holistically using different views from customers and staff
  • Protect our reputation by having in place best practices to keep within legislative requirements

1.2 We will ensure that our services and staff policies are relevant, responsive and sensitive to the needs of our existing and future customers and staff and that all sections of the community in which we work have equal access to those services and employment with us.

1.3 Respect is one of our core values and Equality, Diversity and Inclusion are a crucial part of this value. We believe that access to housing, our services and employment should be based on equality, fairness and need and that no one should be treated less favourably.

1.4 All staff, managers, board members and contractors working on our behalf have a responsibility to support the Equality, Diversity and Inclusion Policy by:

  • making sure all customers, other staff and the public are treated with respect and courtesy
  • ensuring that Equality, Diversity and Inclusion issues are incorporated into how they carry out their daily role.
  • taking Equality, Diversity and Inclusion issues into account when planning service delivery, through the completion of Equality Impact Assessments (EIA).

The mhs homes group board will have the responsibility of ensuring that the policy outcomes are achieved. To keep them informed of progress towards these, reports will be presented to the board on a regular basis.

Whilst the Leadership Team will provide direction and focus for the organisation in relation to equality, diversity & inclusion, responsibility for the implementation of this policy lies with every employee of mhs homes.

2. mhs homes commits to:

2.1 Opposing all forms of discrimination and recognise that discrimination creates barriers to achieving equality for all people. We will ensure that our policies and procedures remove unnecessary or unlawful barriers and we will take action should any discrimination be identified.

2.2 Working with our customers, staff and partners to develop and deliver excellent services which meet the needs of everyone in those areas in which we work. The aim of this policy is to make sure that we prevent discrimination, encourage inclusion, promote equal opportunities and comply with the law. We aim to treat our customers, staff and communities fairly and equitably. We will challenge and address harassment, intimidation or illegal discrimination of an individual or group.

3. Policy Outcomes

3.1 Our policy aims to achieve the following outcomes:

  • Not unlawfully discriminate because of the Equality Act 2010 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
  • Ensuring customers and staff are respected and valued as individuals with individual needs;
  • Ensuring staff do not directly or indirectly discriminate;
  • Ensuring we provide easy to use services and working practices which are fair and accessible for all;
  • Removing unnecessary barriers to our services and employment, whether physical or otherwise;
  • Ensuring that we use only objective, transparent and non-discriminatory criteria in assessing our services and employment criteria;
  • Raising levels of customer/staff satisfaction and customer service
  • Challenging the behaviour of those who do not uphold our values and go against our principles on equality, diversity and inclusion and reconsidering our continued relationships with any such person or organisation;
  • Going beyond merely meeting the legal and regulatory requirements on equality and diversity and turning good practice into excellent practice;
  • Listening to and actively encouraging our customers to have their say on the services they receive so that we can improve the services we provide;
  • Listening to and actively encouraging our staff to have their say on our working practices so that we can improve them if possible;
  • Providing training for staff, board members, customers and partners; and
  • Working with partners to ensure that the needs of all sections of the community are taken into account when providing our services.
  • Contributing to our PRIDE values and our Strategic Plan

4. We will achieve these outcomes in the following ways:

4.1 Staff

  • Through the activities of our Equality Champions Group, including raising awareness, having regular events to encourage participation, talking to individuals and teams about their experience.
  • Taking Pulse surveys to hear employee’s points of view and using the feedback to make improvements
  • Deliver training including e-learning in issues of equality, diversity and inclusion
  • Provide additional information on equality, diversity and inclusion via the internal communication channels in existence, e.g. Connect (Intranet) and the staff bulletin.
  • Monitor the make-up of the workforce to assess how the equality, diversity and inclusion policy and other working practices are working; consider taking action to address any issues.

4.2 Service Provision

  • Access to our services will be operated in a non-discriminatory manner. Our services will not be restricted to or denied to any particular customer because of their personal circumstances.
  • Equality Impact Assessments (EIAs) are undertaken on all existing and any new services to ensure that we adhere to our values and commitments. EIAs not only identify any areas of good practice, which can then be adopted more widely, they also highlight shortfalls in performance and areas for improvement and can help determine short and long term priorities for action.
  • There is a requirement on all Executive Team Reports to have considered any equality and diversity implications.

4.3 Where possible, we will make reasonable adjustments to avoid or resolve any disadvantage to an employee or customer with disabilities. In determining what is reasonable we will follow the guidance on this from the Equality and Human Rights Commission.

4.4 Using the self-assessment Social Housing Equality Framework (SHEF) to integrate our commitments to promote equality and diversity into our day-to-day work.

4.5 Customer profile data is collected and stored within our ICT systems so that services can be tailored to individual customer needs.

4.6 We work with our partners to ensure they are taking into account the needs of all sections of the community when providing services.

4.7 We require those who supply us with goods and services to be committed to our desire to achieve equality and value diversity and inclusion. We will expect them to pay their staff the Living Wage as set by the Living Wage Foundation for any work they do for us and have in place an Equality & Diversity Policy. This will be monitored through the Procurement process.

5. Data protection

It is important that we know our customers and to make sure that the services we provide meet their needs. We regularly check that the information we hold is correct and update any changes. All information is held securely and will only be used in accordance with our Data Protection Policy.