Popham Kidney Support

Who we are

As a charity, we are here to help, you are not alone. We can help you improve your emotional, financial and physical wellbeing and improve your knowledge through education. We can also campaign for better services for you.

Our culture and values

Emotional Wellbeing – is provided through our Peer Support Service and Counselling Service.

Peer Support Service – Our trained Peer Mentors are available to provide one to one support to all patients and family members. Peer Mentors are patients/carers with lived experience of kidney disease, and can offer information, advice and a friendly listening ear.

Counselling Service – We provide free counselling for all kidney patients and family members. Living with kidney disease can be extremely difficult and often stressful, even more so during the current pandemic. Our counsellor can provide confidential emotional support to assist with a variety of issues.

Support Groups – We provide a variety of support groups, called kidney café’s for patients undergoing all types of renal replacement treatment. These are also facilitated by our volunteer peer mentors

Wellbeing Projects – we also fund projects that can improve a patients wellbeing such as activity days and family days out.

Physical Wellbeing – if you want to get active you can join our Exercise for Health Group or take part in the transplant games.

Exercise for Health Group – One of our volunteer peer mentors started this group to help people walk and talk initially. The group now supports anyone who takes part in any form of physical activity – yoga, walking, swimming, Pilates, ballet, running, trekking. All members individual activity contributes to a group goal.

Transplant Games – We can help support you take part in the British, European and World Games.

Financial Wellbeing – if you would like financial help whether that is a grant or help with personal finances and benefits, we can help you. If you are a clinician that needs funding for an item that can improve a patients wellbeing we may also be able to help.

Education – whether you need information on a certain treatment choice, or are a new patient wanting information on diet, lifestyle choices, we can help through our education program for new patients, Q&A’s or newsletters.

Campaign – We work with the Kidney Community for Wales to help everyone with kidney disease have access to better services.

Equality, diversity and inclusion policy

POPHAM KIDNEY SUPPORT  

EQUALITY, DIVERSITY AND INCLUSION POLICY

Introduction

The Equality and Human Rights Commission states:

"that every organisation should have an equality policy to ensure equal opportunity, and share it with staff and (as appropriate) with customers, clients or service users and others who may be interested in it, such as organisations considering contracting with them"

The aims of a policy and supporting action plan are to:

• · Set the tone expected in the organisation

• · Set out people’s roles and responsibilities for eliminating discrimination, practicing equality and promoting diversity and inclusion

• · Identify our commitment to learning and development for trustees, volunteers and staff

• · Monitor progress towards a more inclusive organisation

POLICY STATEMENT

• 1. Popham Kidney Support recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Charity, its staff and volunteers to utilise the skills of the total workforce. It is the aim of the Charity to ensure that no person(s) receives less favourable facilities or treatment (either directly or indirectly) in recruitment, volunteering, or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, or sexual orientation (the protected characteristics).

• 2. Our aim is that our workforce and volunteers will be truly representative of all sections of society and each member of staff, sessional workers and volunteer feels respected and able to give their best.

• 3. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.

• 4. All staff, sessional workers and volunteers, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for jobs, roles, training or any other benefit will be on the basis of aptitude and ability. All staff, sessional workers and volunteers will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

• 5. Our staff, sessional workers and volunteers will not discriminate directly or indirectly, or harass beneficiaries or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Charity’s goods and services.

• 6. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.

OUR COMMITMENT

We promote quality & diversity in the workplace by:

• · Treating everyone fairly through our policies, procedures and systems.

• · To create an environment in which individual differences and the contributions of all our staff, sessional workers and volunteers are recognised and valued.

• · Creating a culture that is inclusive and welcoming to everyone to enable them to contribute to the organisation’s strategy

• · Every staff, sessional workers and volunteer is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying, or harassment will be tolerated.

• · Training, development and progression opportunities are available to all staff, sessional workers and volunteers.

• · Actively promoting equality and diversity through our employment and volunteering policies, and management procedures, is good management practice and makes sound business sense.

• · We will review all our staff, sessional workers and volunteer practices and procedures to ensure fairness.

• · Breaches of our equality policy will be regarded as misconduct and could lead to termination of employment or volunteering.

• · This policy is fully supported by senior management and has been agreed with staff, sessional workers and volunteer representatives.

• · Ensuring that all employees, volunteers and trustees adhere to the legislation and understand and follow our Equality and Diversity policy.

• · Adopting practices that maximise the abilities, skills and experience of all staff and volunteers

• · Role modelling expected behaviour

• · Making sure everyone is given the chance to develop to their full potential

• · Ensuring there is equal access to opportunities e.g. learning and development and promotion

• · Ensuring we communicate well and by giving everyone opportunities to fully engage

• · Providing training for staff, volunteers and service users to be able to identify and challenge inequality and promote equality and diversity

• · Designing and providing services and facilities that meet the diverse needs of our beneficiaries and clients and enable people to be included and to participate fully

• · Providing venues, spaces and materials which are accessible and inclusive

• · Enforcing this equality and diversity policy

• · The policy will be monitored and reviewed annually

• · Monitoring progress against our equality and diversity action plan and reporting progress to the Board

• · Updating the action plan annually

Equality Act 2010

Under the Equality Act 2010 nine characteristics are protected by law, these are:

• · Age

• · Disability

• · Gender reassignment

• · Marriage or civil partnership

• · Pregnancy or maternity

• · Race (which includes colour, nationality and ethnic or national origins)

• · Religion or belief

• · Sex

• · Sexual orientation

Our commitment to Equal Opportunities and Diversity will be demonstrated through our policies, practices and all of our work. We fully support the principles of equality of opportunity, diversity and inclusion in employment, volunteering and in the design and delivery of our services and facilities.

We oppose all forms of unlawful and unfair discrimination. All our employees, volunteers and trustees have a responsibility to ensure the principles of Equality and Diversity are upheld and that best practices are implemented.

Scope

This policy applies to all prospective and current employees, volunteers, students, and sessional workers.

Responsibilities

Equality of opportunity will be applied throughout Popham Kidney Support

Responsibility for promoting equality within Popham Kidney Support rests with the Board of Trustees, the CEO and all staff and volunteers.

Popham Kidney Support can be held legally responsible for any act of discrimination in employment and in provision of its services and facilities.

Popham Kidney Support has both a legal and moral obligation to ensure that no employee or potential employee, and no individual appointed to provide services is subjected to unlawful or unjust discrimination. Everyone should be treated fairly, with dignity and respect.

Popham Kidney Support expects that each person should be aware of their behaviour towards others. At all times people’s feelings will be valued and respected. Language or humour that people find offensive will not be tolerated.

Popham Kidney Support will not tolerate any employee, volunteer, trustee, beneficiary or client being discriminated against either directly or indirectly. Disciplinary proceedings may be taken against an individual employee, volunteer or trustee found guilty of discrimination.

RESPONSIBILITES OF MANAGEMENT

Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chair. The CEO will ensure that they and their staff, sessional workers and volunteers operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Both the Charity’s Chair and CEO will ensure that:

• · all staff, sessional workers and volunteers are aware of the policy and the arrangements, and the reasons for the policy.

• · grievances concerning discrimination are dealt with properly, fairly and as quickly as possible.

• · proper records are maintained.

The Charity’s Chair will be responsible for monitoring the operation of the policy in respect of volunteers and job applicants, including periodic departmental audits.

RESPONSIBILITIES OF STAFF & VOLUNTEERS

Staff or volunteers who witness what they believe to be discrimination should report it to their line manager and/or the board member responsible for HR as soon as possible.

Employees and volunteers can be held personally liable as well as, or instead of, the organisation for any act of unlawful discrimination. Employees who commit serious acts of harassment may be guilty of a criminal offence. Acts of discrimination, harassment, bullying or victimisation against employees or clients are disciplinary offences and will be dealt with under the disciplinary procedure. Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice.

No person should behave in a way that could be regarded as offensive, harassing, bullying or discriminatory. It is essential that everyone guards against discrimination based on possible preconceptions, stereotyping and prejudice.

Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair volunteer practices. In particular, all members of staff, sessional workers and volunteers should:

• · comply with the policy and arrangements.

• · not discriminate in their day to day activities or induce others to do so.

• · not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.

• · ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.

• · inform the Charity’s Chair if they become aware of any discriminatory practice.

THIRD PARTIES

Third-party harassment occurs where a Charity staff, sessional workers and volunteer is harassed, and the harassment is related to a protected characteristic, by third parties such as stakeholders, suppliers, clients or customers. Popham Kidney Support will not tolerate such actions against its staff, sessional workers or volunteers, and the staff, sessional workers or volunteer concerned should inform the CEO at once that this has occurred. Popham Kidney Support will fully investigate and take all reasonable steps to ensure such harassment does not happen again.

RELATED POLICIES AND ARRANGEMENTS

The volunteer policies and arrangements have a bearing on equality of opportunity. The Charity policies will be reviewed regularly, and any discriminatory elements removed.  

RIGHTS OF DISABLED PEOPLE

The Charity attaches particular importance to the needs of disabled people.

Under the terms of this policy, The Chair and CEO are required to:  

• · make reasonable adjustment to maintain the services of a staff, sessional workers and volunteer who becomes disabled, for example, training, provision of special equipment  

• · include disabled people in training/development programmes.

• · give full and proper consideration to disabled people who apply to staff, sessional workers and volunteer, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to fully work and/or volunteer

EQUALITY TRAINING

A series of regular briefing sessions will be held for staff on equality issues. These will be repeated, as necessary. Equality information is also included in induction programmes.

Training will be provided for employees on this policy and the associated arrangements. All employees who have an involvement in the recruitment and selection process will receive specialist training.

Employment Practices

Popham Kidney Support will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, access to learning and development opportunities, pay, terms and conditions and benefits, discipline and selection for redundancy.

No employee will be placed at a disadvantage by conditions or requirements which adversely affect one group more than another and cannot be strictly justified in terms of the requirements of the job description.

Popham Kidney Support is committed to equal pay for work of equal value.

Part-time staff and those in job share roles will have the same rights and entitlements as full time staff. Popham Kidney Support fully supports the statutory entitlements of employees to apply to work flexibly. Employees can request a change to their working pattern providing they meet the qualifying conditions set out in the Flexible Working Policy.

Equality and inclusion will be addressed in all volunteering policies and procedures.

Staff Recruitment and Selection

Person specifications and job descriptions will be limited to those criteria that are necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for a candidate with a disability.

Where qualifications are part of the selection criteria, other equivalent, recognised and relevant qualifications will be accepted. Interview questions and assessments will relate to the requirements of the job.

Popham Kidney Support is committed to ensuring that:

• · No job applicant will be treated less or more favourably than another specifically with regard to the protected characteristics (Equality Act 2010).

• · No job applicant will be placed at a disadvantage by conditions or requirements that adversely affect one group more than another and cannot be strictly justified in terms of the requirements of performing the job.

• · Consideration will be given to filling vacancies on a job share or part-time basis.

• · The disclosure by any job applicant of a criminal conviction will not necessarily exclude them from taking up a post at Popham Kidney Support. All disclosures of this nature will be referred to HR/CEO/Board of Trustees [delete as applicable] to consider the relevance to the organisation and the nature of the position for which they are applying. In accordance with legislation, spent convictions are not considered by Popham Kidney Support.

Popham Kidney Support will comply with its obligations in relation to statutory requests for contract variations. Popham Kidney Support will also make reasonable adjustments to its standard working practices to overcome barriers caused by disability.

Positive Action

To address under-representation in certain jobs within Popham Kidney Support, we will actively seek to encourage job applications from under-represented groups by advertising job vacancies in specific press and through networks.

Advertising

All advertising material, job descriptions, person specifications and supporting literature, will avoid presenting people in a stereotyped role.

Service Development and Delivery

Popham Kidney Support commits to actively designing and delivering its services, projects and activities in a way that encourages and enables participation from all beneficiaries. To achieve this, we will:

• · Positively promote the principles of equality, diversity and inclusion in services and projects

• · Ensure all employees and volunteers are made aware of this policy

• · Keep up to date with the changing needs of beneficiaries and potential new beneficiaries

• · Make reasonable adjustments to ensure disabled beneficiaries can access services

• · Make sure any proposed changes to services and projects consider the equality impact of those changes

• · Monitor and evaluate equality measures as part of the management of services and projects.

Learning and Development

Popham Kidney Support will encourage trustees, staff and volunteers to attend training in equality and diversity to better understand their rights and responsibilities. Everyone involved in recruitment will be expected to attend equality awareness training before taking part in any recruitment and selection.

Monitoring and Review

This policy will be monitored periodically to judge its effectiveness and will be updated in accordance with changes in the law. We will report to the Board of Trustees quarterly on any actions or activities undertaken to improve equality of opportunity.

The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Charity’s Chair and Committee Board.

Any information provided by job applicants and employees for monitoring purposes will be used only for these purposes and will be dealt with in accordance with the Data Protection legislation.

Popham Kidney Support is committed to improving its equality and diversity practice. We will monitor progress in the following areas:

• · Staff recruitment

• · Staff learning and development

• · Promotion

• · Trustee recruitment

• · Trustee induction & training

• · Volunteer recruitment

• · Volunteer induction & training

• · How the Equality and Diversity policy, and the supporting action plan, are working in practice

Services and projects will include relevant and appropriate Equality and Diversity Key Performance Indicators (KPI). These will be monitored as part of project monitoring and evaluation and reported to the Board of Trustees. We will monitor progress in the following areas [delete as applicable]:

• · Service design – accessibility and adaptations and client feedback

• · Service delivery – accessibility and client feedback

• · Profile of clients

• · The Charity deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.

• · The system will involve the routine collection and analysis of information on staff, sessional workers and volunteers by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of service in current grade. Information regarding the number of staff and volunteers who declare themselves as disabled will also be maintained.

• · There will also be regular assessments to measure the extent to which staff, sessional workers and volunteer recruitment to first appointment and access to training/development opportunities affect equal opportunities for all groups.

• · We will maintain information on staff, sessional workers and volunteers who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.

• · The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.

• · If monitoring shows that the Charity, or areas within it, are not representative, or that sections of our workforce are not progressing properly within the Charity, then an action plan will be developed to address these issues. This will include a review of recruitment and selection procedures and Charity policies and practices.

GRIEVANCES/DISCIPLINE

Staff, sessional workers and Volunteers have a right to pursue a complaint concerning discrimination or victimisation via the Charity Grievance or Complaints Procedures.

Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Charity Disciplinary Procedure.

Employees who believe they have been or are being discriminated against or harassed in any way should pursue the allegation through the Grievance Procedure. Where there is evidence of discrimination, harassment, bullying or any deliberate act contravening this policy, the complaint will be dealt with through the Disciplinary Procedure.

Beneficiaries, suppliers, contractors or visitors who believe that they have been discriminated against by Popham Kidney Support staff could pursue their complaint through the Complaints Policy.

Use of Popham Kidney Support 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

Definitions

Diversity is about recognising and accepting the different elements and abilities that make us individual and understanding and respecting that we all have different beliefs and live our lives in different ways.

Direct Discrimination happens where someone is treated less favourably than another person because of a protected characteristic.

Indirect Discrimination can occur where a provision, criterion or practice is in place which is discriminatory in relation to individuals who have a protected characteristic such that it would be to the detriment of people who share that protected characteristic compared with people who do not, and it cannot be shown to be a proportionate means of achieving a legitimate aim.

Associative Discrimination is where an individual is directly discriminated against or harassed for an association with another individual who has a protected characteristic.

Perceptive Discrimination is when an individual is directly discriminated against or harassed based on a perception that he/she has a protected characteristic, even if the person does not possess the characteristic.

Discrimination arising from disability is when an individual is treated less favourably because of their disability and this treatment can't be justified as a reasonable act in managing the business. (This is different to direct disability discrimination.)

Harassment is defined as unwanted, abusive or insulting behaviour towards another individual, regardless of the intent of the harasser and must be related to a relevant protected characteristic or be of a 'sexual nature'. It causes the recipient to feel threatened, humiliated or harassed, may interfere with work performance, undermine job security or create a threatening, hostile, degrading or intimidating work environment.

Harassment can occur both inside and outside the workplace and can be verbal, written or physical. Generally, harassment:

• · includes bullying, nicknames, jokes, 'banter', gossip, inappropriate questions, excluding an employee, insults or unwanted physical contact

• · can also apply to an employee who is harassed because they are perceived to have a protected characteristic, whether that is real or perceived

• · can also apply to an employee who is harassed because they are associated with someone with a protected characteristic

• · can also apply to an employee who witnesses harassment because of a protected characteristic which in turn has a negative effect on their dignity at work or the working environment, irrespective of whether they share the protected characteristic of the employee that is being harassed. While the Equality Act 2010 protects against harassment related to most protected characteristics, other legislation such as the Protection from Harassment Act 1997 may also apply.