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Diversity & Equality Policy

 Jewish Child’s Day – Equality & Diversity Policy

 This document sets out the policy of Jewish Child’s Day[1] (‘JCD’) to promoting equality and diversity among its staff, volunteers and generally.

The purpose of this policy

JCD is committed to encouraging equality and diversity among our workforce and volunteers and eliminating unlawful discrimination, whether direct, indirect, conscious or inadvertent by or against them and in the delivery of services to our beneficiaries.

The purpose of this policy’s is to seek to uphold these aspirations, in compliance with the Equality Act 2010 and, inter alia, to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time, and those volunteering for us;
  • Not unlawfully discriminate on the basis of 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 (gender) and sexual orientation;
  • Oppose and avoid all forms of unlawful discrimination. This includes in terms of 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;
  • Ensure that rules, procedures, policies or physical barriers are not introduced, implemented or installed that impact disproportionately on those with a protected characteristic so as to result in indirect discrimination;
  • Ensure that those receiving services from us are similarly not unlawfully discriminated against.

JCD’s commitment to equality and diversity

JCD commits to:

  • Encourage equality and diversity in the workplace as they are good practice and accord with our ethos as an organisation promoting Jewish values; and
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff and volunteers are recognised and valued.

This commitment includes informing all staff and volunteers about their rights and responsibilities under this policy, including conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination against any person.

Our collective responsibilities

All staff and volunteers 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, volunteers, service users, suppliers and the public. Accordingly, they must:

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, service users, suppliers, the public and any others in the course of the organisation’s work activities; and
  • Have regard to JCD’s Anti-bullying, Safeguarding and Whistleblowing policies, which deal with bullying, harassment and abuse, with the care and welfare of children and adults at risk and with the protection of persons who in good faith draw attention to matters of concern.

JCD further commits to:

  • 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 to maximise the efficiency of the organisation;
  • Ensure that decisions concerning staff are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act 2010);
  • 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 workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability to encourage equality and diversity and to meet the aims and commitments set out in this policy;

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

Consequences of acts that breach this policy

Where acts of bullying, harassment, victimisation and unlawful discrimination are perpetrated by a member of staff, they will be treated as misconduct under the organisation’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 and may additionally constitute a criminal offence. Appropriate steps will also be taken against volunteers or others who perpetrate such acts, including terminating that person’s relationship with JCD and notifying the relevant authorities or those legally responsible for the perpetrator if, for example, they are a child.

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.

Details of JCD’s grievance and disciplinary policies and procedures can be found in staff contracts and the staff handbook. This includes with whom an employee should raise a grievance – usually their line manager. 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.

 

 

This policy has been endorsed by the

trustees and senior management of JCD

and was reviewed and updated in December 2019

 

 

[1] Jewish Child’s day is a charity registered in England and Wales with registration number 209266 and is situated at Elscot House, Arcadia Avenue, London, N3 2JU.