St Peter de Beauvoir Town

Who we are

St Peter de Beauvoir Town: a Church which worships, nurtures, and takes action.

St Peter's is the parish chuch of De Beauvoir Town. We are open each and every day for prayer and stillness, hold regular services of morning and evening prayer, and a range of musical, outreach and social activities. We host Warm Welcome - a weekly warm hub in winter and fellowship afternoon in the summer. We try to serve the whole community. We are also an important community venue with spaces for hire.

Our culture and values

Whoever you are, wherever you're from, whatever your story, there's a place for you at St Peter's. Welcome home.

Equality, diversity and inclusion policy

Equality, diversity and inclusion policy

The Church is committed to encouraging equality, diversity and inclusion among our workforce and volunteer base, and eliminating unlawful discrimination.

The aim is for our workforce and volunteer base to be truly representative of all sections of society and our customers, and for each person to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of church members, beneficiaries, guests or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment or offering help as a volunteer, whether temporary, part-time or full-time

• 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

  Notwithstanding the above, it may be a requirement for some paid and volunteer roles within the Church that the applicant be a practising Christian, under the “occupational requirement” regulations of the Equality Act.

  The organisation commits to:

  • Encourage equality, diversity and inclusion

  • Create an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all employees and volunteers are recognised and valued.

    This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities, and prevent bullying, harassment, victimisation and unlawful discrimination.

    All staff 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, church members, beneficiaries, guests, suppliers and the public

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

  Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

  Further, 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.

• Make opportunities for training, development and progress available to staff and volunteers.

• Decisions concerning staff being 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 the policy to take account of changes in the law.

• Monitor the make-up of the workforce and volunteer base regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

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

  The equality, diversity and inclusion policy is fully supported by senior management.

  Details of the organisation’s grievance and disciplinary policies and procedures as passed by the PCC can be found in the HR policy area of our Google Workspace or upon request to the Vicar. 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.