Diversity Policy

The Good Faith Partnership is committed to encouraging equality and diversity in our workplace, eliminating unlawful discrimination and enabling all those we with work with to feel respected and able to give their best. We work to eliminate any unlawful or unfair discrimination including direct or indirect discrimination, discrimination by association, discrimination linked to a perceived characteristic, harassment and victimisation.

Policy purpose

The policy’s purpose is to:

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

  • Ensure that we do not unlawfully discriminate, and are mindful of the Equality Act 2010 and its 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 (gender) and sexual orientation.

  • Be clear that we 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.

Our commitment

The Good Faith Partnership commits to:

  • Encourage equality and diversity in the workplace as they are good practice and provide the most positive working environment. We recognise the inherent benefits and value of having a diverse team who value one another and realise the contribution that they can all make to the work of the Good Faith Partnership.

  • Remain proactive in taking steps to ensure inclusion and engagement for all the people who work for and with us.

  • Have a workplace free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by team members, clients and any others in the course of our work activities. Such acts will be dealt with as misconduct under the Good Faith Partnership’s grievance and/or disciplinary procedures, and any 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.

This commitment includes promoting equality and diversity for all irrespective of:

  • Age *

  • Disability *

  • Ethnicity (including race, colour and nationality) *

  • Gender *

  • Gender reassignment *

  • Religion or belief *

  • Sexual orientation *

  • Marriage and civil partnership *

  • Pregnancy and maternity *

  • Refugees and asylum seekers,

  • People with diverse communication needs

  • Ex-offenders

*Under the Equality Act (2010) these are known as “protected characteristics”.

Individual responsibility

All team members should understand that they can also be individually be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees and the wider team, clients, and the public

Employment

The Good Faith Partnership will:

  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised.

  • Ensure that decisions concerning staff and the wider team 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 this policy to take account of changes in the law.

  • Monitor the make-up of the staff and wider team regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability and will look to encourage equality and diversity.

Grievance and Disciplinary Policies

Details of the Good Faith Partnership’s grievance and disciplinary policies and procedures can be found in the Staff Handbook. This includes with whom a team member should raise a grievance – usually their line manager or one of the partners. Use of our 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.

If you require this policy in a different format, please contact info@goodfaith.org.uk

This policy will be reviewed annually in January, or as needed in line with Governmental guidance.