Tower Project

Who we are

The Tower Project provides a range of services to children, young people & adults living in Tower Hamlets with learning disabilities, Autism, physical disabilities and sensory disabilities. Provisions include Information & Advice Services, Youth & Leisure Services, Holiday Schemes & After-school clubs, Day services, Respite Services, Education & Training Services, Supported Employment Services & Employment Services & Community Cafes

Our culture and values

The key aims of The Tower Project are to enable and empower people with disabilities to develop opportunities, become independent, participate fully in education, employment and have a voice in the community.

Equality, diversity and inclusion policy

EQUALITY DIVERSITY & INCLUSION POLICY

If you require this document in an alternative format please contact the Administration Department.

PURPOSE

The Tower Project is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and for each employee and service user to feel respected and able to give their best.

This policy’s purpose is to: Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

• age

• disability

• gender reassignment

• marriage or civil partnership

• pregnancy and maternity

• race (including colour, nationality, and ethnic or national origin)

• religion or belief

• sex

• 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

• selection for employment, promotion, training or other developmental opportunities.

The Tower Project is committed to advancing equality and diversity as a key feature within all its services and activities, as it believes this to be ethically right and socially responsible.

• We aim to provide a working environment and culture which recognises and values differences.

• We will take positive action, where necessary, to create a more diverse workforce and client group.

• We aim to proactively tackle discrimination and ensure that no individual or group is discriminated against for any reason. • All staff and volunteers have a responsibility to be to be proactive in their approach to equality and diversity, and in tackling unlawful discrimination as it relates to the Equalities Act 2010.

OUR COMMITMENT

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

2. 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 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 in employment, 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, customers, suppliers and the public

3. 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. Policy Reviewed April 2023

4. 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.

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. 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.

DEFINITION

Equality and Diversity is about accepting and embracing people’s differences and creating an environment that people can thrive in. Bringing together differences creates a productive environment in which everyone feels valued, where talents are fully utilised and organisational goals are met. Equality is about treating people fairly and with respect, and taking into account the rights and wishes of other people.

SCOPE

This policy applies to:

• Service users/Members/Clients • Employees (including Volunteers)

• Funders

• Partner Organisations

• Trustees

POLICY STATEMENT

The Tower Project is committed to:

• Becoming an organisation which is inclusive and values differences by seeking to ensure that its services are relevant and accessible to all.

• Attracting, recruiting, retaining and developing people from all sections of the community to contribute to the organisation at every level.

• Recognising that people from all different backgrounds, cultures and experiences can bring new ideas, skills and perceptions that will help increase organisational efficiency and improve our services.

• Creating an environment that upholds the right of everyone to be treated with respect and dignity, creating a safe environment for the growth and development of everyone.

• A plan of action to tackle discrimination and to celebrate diversity by working hard to create an inclusive environment. 

• Creating better working relationships in an atmosphere of inclusion by all, for all.

• Ensuring that no one receives less favourable treatment because of their age, gender, ethnic origin, colour, nationality, faith, family circumstance, disability, sexual orientation, gender reassignment, HIV status, spent convictions, political belief, and social background or for any other reason.

• Embracing difference, listening to, meeting the changing needs of its users, staff, volunteers, partners and stakeholders. • Ensuring the Equality and Diversity policy is integrated into all policies and practices, training and service delivery based on the Equalities Act 2010.

• Ensure Trustees, and all staff are responsible and proactive in promoting diversity and equality, and in tackling unlawful discrimination.

RESPONSIBILITIES

Trustees are responsible for ensuring that:

• The Tower Project meets its legal obligations in respect of the Equalities Act 2010.

• In partnership with the Chief Executive and Managers, the policy and related action plans, procedures and strategies are fully implemented.

• The policy is continuously reviewed, and all staff are provided with and attend appropriate training. Chief Executives and Managers have responsibility for: • Ensuring all staff are aware of their responsibilities and accountabilities under the policy.

• Ensuring appropriate action is taken against anyone who is found to have acted in a discriminatory manner.

• Implementing the policy and its related procedures and strategies.

• Ensuring external partners are aware of the policy.

• Not discriminating unfairly if involved in the recruitment, promotion and management of staff.

• Delivering services to meet the needs of our diverse community. Staff are Responsible for:

• Fostering an environment in which compliance with the policy is regarded as integral to their work.

• Creating an environment in which individual goals may be pursued without fear or intimidation.

• Fair treatment of any person who has complained, including complaints of harassment or unfair discrimination, or who has given information in connection with such a complaint.

• Being proactive in their approach to discrimination within the workplace and respond to situations appropriately, ensuring that the policy is put into practice. 

COMMUNICATION

This policy is available in hard copy, on the staff intranet via the Tower Project website www.towerproject.org.uk. Please contact the Human Resources Department if you require an alternative format. Training is provided to all staff to ensure awareness is raised and staff have a clear understanding of our commitment to equality and diversity as an organisation and their responsibilities towards the Equalities Act 2010. 

 COMPLAINTS 

Any complaint will be taken seriously and dealt with in a timely and sensitive manner, in accordance with the appropriate grievance and disciplinary procedure. The Chief Executive of The Tower Project is available for confidential consultation on any issues and concerns an individual member of staff has in relation to discrimination, bullying, harassment and victimisation. For confidential advice please call the Chief Executive on: 0207 790 9085 

 MONITORING AND INTERVIEW PROCESS

The policy will be reviewed periodically to ensure it continues to meet the growing needs of the Tower Project and the diverse culture in which we operate. All Personnel policies and procedure will be reviewed regularly to ensure they do not intentionally discriminate against any individuals or exclude groups of people. 

The Tower Project is committed to monitoring our staff profile across a range of diversity issues.