Team 1C (“the charity”) is committed to achieving an environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This policy aims to remove unfair and discriminatory practices within the Organisation and to encourage full contribution from its diverse community. Team 1C is committed to actively opposing all forms of discrimination. We also aims to provide a service that does not discriminate against its beneficiaries in the means by which they can access any services and/or goods it supplies.
We believe that all trustees, volunteers or beneficiaries are entitled to be treated with respect and dignity. Any and all personal data used in connection with this policy shall be collected, held, and processed in accordance with the Charity's GDPR Policy.

Objectives of this Policy
To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.

Designated Officer

Name: Claire Lewis
Position: Chair

Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect, and includes discrimination by perception and association.

Types of Discrimination
 

Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
 

Indirect Discrimination
This is the application of a policy, criterion or practice which the charity applies to all trustees, volunteers or beneficiaries but which is such that:
It is it detrimental to a considerably larger proportion of people from the group that the person the charity is applying it to represents;
The charity cannot justify the need for the application of the policy on a neutral basis; and the person to whom the charity is applying it suffers detriment from the application of the policy.
Example: A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.
 

Harassment
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
 

Victimisation
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.

Unlawful Reasons for Discrimination

Sex
It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual
harassment of men and women can be found to constitute sex discrimination.
Example: Asking a woman during an interview if she is planning to have any (more) children
constitutes discrimination on the ground of gender.
 

Age
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. 
 

Disability
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
 

Race
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.

Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, heterosexual or bisexual.
 

Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.

Positive Action in Recruitment
Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ means the steps that the charity can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the charity. If the charity chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.

Reasonable Adjustments
The charity has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
Making adjustments to premises;
Re-allocating some or all of a disabled employee’s duties;
Transferring a disabled employee to a role better suited to their disability;
Relocating a disabled employee to a more suitable office;
Giving a disabled employee time off work for medical treatment or rehabilitation;
Providing training or mentoring for a disabled employee;
Supplying or modifying equipment, instruction and training manuals for disabled employees;
or
Any other adjustments that the charity considers reasonable and necessary provided

such adjustments are within the financial means of the charity.

Team 1C will also seek to make reasonable adjustments for trustees, volunteers, beneficiaries and visitors where it has the financial means to do so.

Responsibility for the Implementation of this Policy
All trustees, volunteers, and agents of the charity are required to act in a way that does not subject any other person to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all trustees and volunteers is essential for the success of this Policy. Trustees are expected to follow this Policy and to try to ensure
that all other trustees and volunteers.

Team 1C takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.

Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to the charity guidelines on code of behaviour

Equality and Human Rights Commission
Manchester
Arndale House
The Arndale Centre
Manchester
M4 3AQ

Helpline Telephone Number:
Phone: 0808 800 0082
Textphone: 0808 800 0084
Website: www.equalityhumanrights.com

Citizens Advice Bureau
3rd Floor North
200 Aldersgate Street
London
EC1A 4HD
Website: www.citizensadvice.org.uk
Community Legal Services Direct
Telephone: 0845 345 4 345
Website: www.clsdirect.uk

The Extent of the Policy
The charity seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all trustees and volunteers. Team 1C offers goods and services in a fashion that complies with the spirit of this Policy.
This Policy does not form a part of any employment contract with any employee and it's contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the charity.
Team 1C reserves the right to amend and update this Policy at any time.

This policy has been approved & authorised by:
Name: Claire Lewis
Position: Chair
Date Ratified:
Review Date:

Awaiting Ratification: December 2022