April 2024
De
p
tf
o
r
d
H
ous
i
ng
C
oop
e
r
a
t
i
v
e
E
qu
ali
t
y
a
nd
Di
v
e
r
s
i
t
y
P
o
li
cy
1.0
I
ntroduct
i
on
1.1 We are an equal opportunities employer and service provider. We are committed to
equality of opportunity and to providing a service and following practices which are
free from unfair and unlawful discrimination. The aim of this policy is to ensure that
no person receives less favourable treatment on the grounds of age, disability,
gender reassignment, marriage and civil partnership, pregnancy or maternity, race,
religion or belief, sex or sexual orientation, or is disadvantaged by conditions or
requirements which cannot be shown to be relevant to performance. It also seeks to
ensure that no person is victimised or subjected to any form of bullying or
harassment.
1.2 The terms equality, inclusion, diversity and equity are at the heart of this policy.
1.2.1
1.2.2
1.2.3
1.2.4
‘Equality’ means ensuring everyone has the same opportunities to fulfil their
potential free from discrimination.
‘Inclusion’ means ensuring everyone feels comfortable to be themselves at
work and feels the worth of their contribution.
‘Diversity’ means the celebration of individual differences amongst the
membership and workforce.
‘Equity’ means recognising barriers and that some groups are more
advantaged than others, and putting measures in place to eliminate these
barriers, ensuring equal opportunities for all.
We will actively support diversity, equity and inclusion and ensure that our
membership and workforce are valued and treated with dignity and respect. We
want to encourage everyone in our Coop to reach their potential.
1.3 We value people as individuals with diverse opinions, cultures, lifestyles and
circumstances. This policy covers members, all employees, officers, consultants,
contractors, volunteers, casual workers and agency workers and it applies to all areas
of employment including recruitment, selection, training, deployment, career
development, and promotion. These areas are monitored, and policies and practices
are amended if necessary to ensure that no unfair or unlawful discrimination,
intentional, unintentional, direct or indirect, overt or latent exists.
1.4 All managers must set an appropriate standard of behaviour, lead by example and
ensure that those they manage adhere to the policy and promote our aims and
objectives with regard to equal opportunities. Managers will be given appropriate
training on equal opportunities awareness and equal opportunities recruitment and
selection best practice.
1.5 The Secretary of the Management Committee (MC) has particular responsibility for
implementing and monitoring the Equality and Diversity policy and, as part of this
process, all personnel policies and procedures are administered with the objective of
promoting equality of opportunity and eliminating unfair or unlawful discrimination.
1.6 All employees, workers or self-employed contractors whether part time, full time or
temporary, will be treated fairly and with respect. Selection for employment,
promotion, training, or any other benefit will be on the basis of aptitude and ability.
All employees 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.
1.7 Equality of opportunity, valuing diversity and compliance with the law is to the
benefit of all individuals in Deptford Housing Cooperative as it seeks to develop the
skills and abilities of its people. While specific responsibility for eliminating
discrimination and providing equality of opportunity lies with managers and
supervisors, individuals at all levels have a responsibility to treat others with dignity
and respect. The personal commitment of everyone to this policy and application of
its principles are essential to eliminate discrimination and provide equality and
equity throughout the Company.
1.8 Breaches of this policy will be dealt with in accordance with our Disciplinary
Procedure. Serious cases of discrimination may amount to gross misconduct
resulting in dismissal without notice.
1.9 If you believe that you have suffered discrimination you can raise the matter through
our Grievance Procedure.
2.0 Leg
i
s
l
at
i
ve and other requ
i
rements
Deptford HC is committed to ensuring equality of opportunity and access to all of its
services. In doing so it will have regard to the following list of relevant legislation:
2.1 The Equality Act 2010
2.2 Human Rights Act 1998
2.3 The Protection from Harassment Act 1997
2.4 The Crime and Disorder Act 1998.
3.0 Our Comm
i
tment as an Emp
l
oyer
Deptford HC is committed to:
3.1 creating an environment in which individual differences and the contributions of our
staff are recognised and valued.
3.2 everyone is entitled to an environment that promotes dignity and respect to all. No
form of intimidation, bullying or harassment will be tolerated.
3.2 providing training, development and progression opportunities to all staff
3.4 understanding equality and inclusion in the workplace is good management practice
and makes sound business sense.
3.5 reviewing all our employment practices and procedures to ensure fairness and
inclusion for all.
3.6
taking steps to ensure equity amongst our workforce such as ensuring that our
vacancies are advertised to a diverse range of potential candidates and, where
relevant, to particular groups that have been identified as disadvantaged or
underrepresented in Deptford Housing Cooperative, taking positive action to recruit
disabled people
and ensuring there are no unlawful barriers to accessing
our
employment opportunities, training, progression opportunities, benefits and facilities.
3.7 diversity in our workforce will be regularly monitored to ensure equal opportunities
throughout the organisation. Where appropriate, measures will be taken to identify
and remove unnecessary obstacles and to meet the special needs of disadvantaged
or underrepresented groups.
3.8 monitoring and reviewing this policy annually.
4.0 Our Comm
i
tment as a Serv
i
ce prov
i
der
Deptford HC is committed to:
4.1 providing services to which all members are entitled regardless of age, disability,
gender reassignment, marriage and civil partnership, pregnancy or maternity, race,
religion or belief, sex or sexual orientation.
4.2 making sure our services are delivered equally and meet the diverse needs of our
members.
4.3
taking steps to ensure equity amongst our members such as removing any unlawful
obstacles to accessing our services or facilities. Where appropriate, measures will be
taken to identify and remove unnecessary barriers and to meet the special needs of
disadvantaged or underrepresented groups.
4.4 fully supporting this policy by the management committee and ensuring agreement
has been reached with employee representatives, if applicable
4.5 monitoring and reviewing this policy annually
4.6 having clear procedures that enable our members, candidates for jobs and
employees to raise a grievance or make a complaint if they feel they have been
unfairly treated.
5.0 Equa
l
Opportun
i
ty Po
li
cy Statements
5.1 Age
We will:
5.1.1 ensure that people of all ages are treated with respect and dignity.
5.1.2 ensure that people are given equal access to our employment, training,
development and promotion opportunities and
5.1.2 challenge discriminatory assumptions about younger and older people.
5.2 D
i
sab
ili
ty
We will:
5.2.1 provide any reasonable adjustments to ensure disabled people have access
to our services and employment opportunities. If we feel that a particular
adjustment would not be reasonable, we will discuss this with you and try to
find an alternative solution where possible.
5.2.2 challenge discriminatory assumptions about disabled people.
5.2.3 seek to continue to improve access to information by ensuring availability of
loop systems, braille facilities, alternative formatting and sign language
interpretation.
5.2.4 If you are disabled or become disabled, we encourage you to tell us about your
condition so that we can support you as appropriate.
5.2.5 We will keep the physical features of our premises under review to consider
whether they might place anyone with a disability at a substantial
disadvantage. Where necessary, we will take reasonable steps to improve
access.
5.3 Race
We will:
5.3.1 challenge racism wherever it occurs.
5.3.2 respond swiftly and sensitively to racist incidents.
5.3.3 actively promote race equality and inclusion in the Coop.
5.3.4 take positive action to redress the negative effects of discrimination against
everyone.
5.3.5 offer equal access for everyone to representation, services, employment,
training and pay and encourage other organisations to do the same.
5.4 Gender
We will:
5.4.1 challenge discriminatory assumptions about gender.
5.4.2 take positive action to redress the negative effects of discrimination against
everyone.
5.4.3 offer equal access for everyone to representation, services, employment,
training and pay and encourage other organisations to do the same.
5.4.4 provide support to prevent discrimination against transgender people who
have or who are about to undergo gender reassignment.
5.5 Sexua
l
Or
i
entat
i
on
We will:
5.5.1 ensure that we take account of the needs of everyone, including the LGBTQ+
communities.
5.5.2 promote positive images of the LGBTQ+ communities.
5.5.3 challenge discriminatory assumptions about the LGBTQ+ communities.
5.5.4 take positive action to redress the negative effects of discrimination against
everyone.
5.5.5 offer equal access for everyone to representation, services, employment,
training and pay and encourage other organisations to do the same.
5.6 Re
li
g
i
on or be
li
ef
We will:
5.6.1 ensure that employees’ religion or beliefs and related observances are
respected and accommodated wherever possible.
5.6.2 respect people’s beliefs where the expression of those beliefs does not
impinge on the legitimate rights of others.
5.7 Pregnancy or matern
i
ty
We will:
5.7.1 ensure that people are treated with respect and dignity during pregnancy or
maternity leave
5.7.2 challenge discriminatory assumptions about pregnancy or maternity and
5.7.3 ensure that no individual is disadvantaged during pregnancy or maternity
leave and that we take account of the needs of our employees’ during
pregnancy or maternity leave.
5.8 Marr
i
age or c
i
v
il
partnersh
i
p
We will:
5.8.1 ensure that people are treated with respect and dignity regardless of
marriage or civil partnership status.
5.8.2 challenge discriminatory assumptions about the marriage or civil partnership
of our employees.
5.8.3 ensure that no individual is disadvantaged as a result of their marriage or civil
partnership status.
5.9 Part t
i
me and f
i
xed term work
Part time and fixed term staff should be treated the same as comparable full time or
permanent staff and enjoy no less favourable terms and conditions (on a pro-rata
basis where appropriate), unless different treatment is justified.
5.10 Equa
l
pay
We will ensure that all employees have the right to the same contractual pay and
benefits for carrying out the same work, work rated as equivalent work or work of
equal value.
Members and staff are invited to comment on this policy and suggest ways in which it might
be improved by contacting The Secretary of the MC.
Date of ne
x
t rev
i
ew: April 2025