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| Date of Approval: 10/02/09 | DPHS(Fife) Equal Opportunities Policy | | Date of Review:10/02/10 | |
Declaration of Commitment
to Equal Opportunities Disabled Persons Housing Service (Fife) [DPHS(F)] is committed to equality
of opportunity. As an organisation, we are aware that there is discrimination, victimisation and harassment in society. As a housing
information and advice service, working with people who are disabled either physically, with mental health problems or dementia,
or learning disability, we are aware that positive action is necessary to combat barriers which may exist in accessing our service, and in equality
of opportunity to both paid and unpaid employment. As an information and advice service provider, DPHS(F) will be proactive
in making our service accessible to people with disability, regardless
of race, creed, nationality, age, marital status, gender, disadvantage or sexual orientation. As
an employer, DPHS(F) intends that employment opportunities both paid and unpaid should be equally available to all people
regardless of race, creed, nationality, age, marital status, gender, disability, disadvantage or sexual orientation, unless
there are special requirements or conditions which are justifiable in terms of the current legislation. Employment Legislation Disabled Persons Housing
Service (Fife) recognises that in the area
of employment policy it is bound by many pieces of legislation including:The Race Relations Act 1976 and the Sex Discrimination Acts of 1975 and 1986 which aim to promote equality
of opportunity and to eliminate discrimination on the grounds of race, sex or marriage.The Equal Pay Act 1970 which entitles men and women to equal pay for equal work The Disability Discrimination Acts 1995 and 2005 - prohibits discrimination against disabled people in a range
of circumstances, including in employment and occupation, education, transport, and the provision of goods, facilities and
services. The Disabled Employment Acts
of 1944 and 1958 which promotes the employment of disabled people and set quota figures: the current
quota figure is 3%. -The Companies Regulations 1980 concerning the employment of disabled
persons which require all companies with more than 250 employees to disclose information about their policies on this matter
in the annual Director's Report. - The Rehabilitation of Offenders Act 1974
which means that an employee or prospective employee, whether unpaid or paid, does not have to reveal a 'spent' conviction
unless the post is categorised as an 'excluded
occupation'. Due to the nature of the work, Disabled Persons Housing Service (Fife) regards all posts
as excluded occupations and, therefore, requires disclosures of convictions for paid posts. Current volunteering
arrangements mean that volunteers do not require disclosures. However, DPHS(F) would alter this as appropriate
depending on any alterations to volunteer project work Recruitment
& Employment for unpaid and paid posts Advertisements and recruitment drives for paid posts will be aimed at as
wide a group of suitably qualified and experienced people as possible. Recruitment initiatives for
volunteer opportunities will also be aimed at as wide a group of people as possible. Applicants
for both unpaid and paid posts will be given clear and accurate information through advertisements, information on DPHS(F)
person centred service, job descriptions and interviews, in order that they will be able to assess their own suitability for
a post. All applicants shall be informed that Disabled Persons Housing Service (Fife) encourages equal
opportunities and operates an equal opportunity policy. This information may be conveyed through
advertisements, job descriptions, leaflets, application forms and formal or informal interviews. Recruitment
literature shall not imply that there is a preference for one group of applicants. Posts
will, where appropriate, be open to job sharing and this should be communicated to applicants. Application
forms will not ask for information which could be used, consciously or unconsciously, to discriminate against certain categories
of person. All interviews shall be thorough, conducted on an objective basis and shall
deal only with the applicant's suitability for the job and ability to fulfil the job requirements Flexible arrangements, which take account of specific needs and may enable
a person to work in a paid or unpaid position, will be discussed and implemented wherever possible. Services Information about services will
be circulated to minority groups through representatives and organisations. Where possible, arrangements will be made to access specialist communication
skills such as interpretation or signing. Recruitment of volunteers will be proactive in seeking
volunteers from minority groups with the intention of increasing accessibility to our service. Training Any training provided by DPHS(F) will be run within the Organisations equal opportunities policy. All training
provided by agencies which is accessed by DPHS(F) will be challenged through evaluation forms or by complaint if necessary
if equal opportunities ethics are breached. Training provided by DPHS(F) will be charged in accordance with our charging
policy which takes account of an organisation’s ability to pay and the benefit of awareness raising related to disability
and housing issues. Evaluation & Monitoring Disabled
Persons Housing Service (Fife) will monitor and evaluate both recruitment of staff and access to the service through a system
of anonymous information gathering. This information will be used to monitor our equal opportunities
policy and review our recruitment and publicity strategies. Complaints Discrimination, victimisation and harassment are legitimate grounds for a grievance complaint.
Validated complaints of this nature whether from a customer, relative, professional worker, colleague or member of
the public will lead to disciplinary action against the staff member involved All staff within DPHS(F) are expected
to uphold our equal opportunities policy in all aspects of their work with the Organisation.
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