Equal Opportunities Policy

Burghley Care is committed to creating an inclusive, respectful and fair environment for everyone who works with us, lives in our homes, visits our homes or engages with our services.

We believe everyone should be treated with dignity and respect. We are committed to promoting equality of opportunity and to preventing discrimination, harassment, bullying and victimisation in all areas of our work.

We aim to ensure that decisions relating to recruitment, employment, training, development and progression are based on skills, experience, performance and the requirements of the role.

We will not unlawfully discriminate on the basis of any protected characteristic under the Equality Act 2010. These protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Our Commitment

Burghley Care is committed to:

  • providing equality, fairness and respect for all in our employment and service delivery

  • creating a working and care environment free from discrimination, harassment, bullying and victimisation

  • promoting a culture where individual differences are valued

  • making decisions fairly and consistently

  • making reasonable adjustments where required for disabled colleagues, residents, visitors and applicants

  • taking concerns seriously and responding appropriately where standards are not met

Scope

This policy applies to all employees, directors, managers, agency workers, contractors, consultants and job applicants. It also reflects the way we expect people to behave towards residents, relatives, visitors, suppliers and anyone else connected with Burghley Care.

Equal Opportunities in Practice

We are committed to ensuring that:

  • recruitment and selection processes are fair, consistent and based on merit

  • training, development and promotion opportunities are open to all, based on ability and role requirements

  • people are treated with dignity and respect in their day to day working relationships

  • our policies, procedures and working practices are reviewed regularly to reduce the risk of unfair disadvantage

  • reasonable adjustments are considered wherever appropriate to support disabled people in accessing employment, services and facilities

Discrimination

Discrimination happens when someone is treated unfairly because of a protected characteristic, or because they are associated with someone who has a protected characteristic, or are wrongly perceived to have one. The Equality Act 2010 protects people from direct discrimination, indirect discrimination, harassment and victimisation.

Direct discrimination is when someone is treated less favourably because of a protected characteristic.

Indirect discrimination is when a rule, policy or way of working applies to everyone but disadvantages people who share a protected characteristic, and it cannot be objectively justified.

We will not tolerate unlawful discrimination in any part of our business.

Harassment, Bullying and Victimisation

Harassment is unwanted behaviour related to a protected characteristic that violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Sexual harassment is also unlawful.

Bullying may not always fall within the legal definition of discrimination, but it is still unacceptable. Burghley Care does not tolerate intimidating, offensive, malicious or insulting behaviour, whether in person, in writing, online or by phone.

Victimisation is when someone is treated unfairly because they have raised a concern, made or supported a complaint, or given information in relation to discrimination or harassment. Burghley Care will not tolerate victimisation of any kind.

Responsibilities

Everyone working with or on behalf of Burghley Care is expected to behave in a way that supports this policy.

All employees are expected to:

  • treat others fairly, with dignity and respect

  • avoid any behaviour that could amount to discrimination, harassment, bullying or victimisation

  • speak up if they experience or witness inappropriate behaviour

  • support an inclusive culture

Managers have an additional responsibility to:

  • lead by example

  • promote fair and inclusive working practices

  • respond promptly and appropriately to concerns

  • take reasonable steps to prevent unacceptable behaviour

  • ensure that decisions affecting employees are fair, objective and documented where appropriate

Residents, Relatives and Visitors

We are also committed to promoting equality, dignity and respect in the care environment. Residents, relatives, representatives and visitors should feel welcomed, valued and treated fairly when engaging with Burghley Care and our homes.

Raising Concerns

Anyone who believes they have experienced or witnessed discrimination, harassment, bullying or victimisation should raise the matter as soon as possible.

Employees should raise concerns through the appropriate internal route, such as their line manager, senior manager or People team, in line with the relevant grievance, dignity at work or whistleblowing procedures.

Residents, relatives or visitors may raise concerns through the home’s complaints process or by speaking to the Home Manager.

All concerns will be taken seriously and handled as sensitively, fairly and confidentially as possible.

Breaches of this Policy

A breach of this policy is a serious matter. Where appropriate, Burghley Care will investigate concerns thoroughly and take action in line with our policies and procedures.

This may include disciplinary action where standards of behaviour have not been met.

Monitoring and Review

Burghley Care will keep this policy under review and may update it from time to time to reflect changes in legislation, guidance and best practice. The Equality Act 2010 is the main legal framework governing equality and discrimination in the workplace and wider society, having replaced earlier anti-discrimination laws.