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Equal Opportunity Policy
Equal Opportunities Statement Solihull Mind are positively committed to opposing discrimination against people on the grounds of race, colour, religion, gender, class, age, disability, marital status, sexual orientation, their trade union activities, unrelated criminal convictions, because they have dependants, or because they have been, or are, in contact with, mental health services. We welcome the enrichment and cultural diversity that follow as a consequence of this policy. We acknowledge that we have a duty - both moral and legal - to ensure that we are not unfairly discriminating in our employment or management practices, or in the services we provide for people with mental health problems. The aim of Solihull Mind's Equal Opportunity Policy is to ensure that anybody who expresses an interest in working for the organisation (either paid or voluntary), is not discriminated against on the grounds race, ethnicity, culture, sex, marital status, HIV status, disability, age or sexual orientation; and that the people Mind works with are similarly not discriminated against, and furthermore are involved in the development of the policies and services of the organisation. The measures outlined below are the means by which Solihull Mind aims to combat discrimination in its employment practices, in its services, and in the role of the Management Committee. Appendix 6 contains information on relevant Legislation and types of unfair discrimination. This policy applies to everyone who use our services as well as those providing them.
The office location, and venues for meetings, events etc. will be accessible to people with a physical disability.
1. Staff To ensure that prospective employees are not discriminated against and are recruited and selected on the basis of their merits and abilities, mandatory procedures for advertising and selection will be followed. The procedure is attached as Appendix 1. An outline of individual employees responsibilities is attached as Appendix 2. 2. Volunteers In recruiting volunteers all attempts will be made in terms of advertising etc., to encourage applications from all sections of the community. All applicants will be subject to the standard recruitment procedure detailed in Appendix 3. 3. Selection and Induction Solihull Mind aims to offer a comprehensive induction and training programme to new volunteers; there will also be an opportunity for additional 'specialised' training should this be required. Volunteers will be made aware of the Equal Opportunity Policy as part of their induction and training programme. Volunteers will need to demonstrate that they are committed to the principles and philosophy of Solihull Mind and their Equal Opportunities Policy (see appendix 4.)
1. Members of the management committee will be expected to be fully committed to the principles and philosophy of Sollihull Mind (see appendix 4). 2. Members of the management committee will be responsible for ensuring the implementation and monitoring of the Equal Opportunity Policy. 3. The composition of the management committee should reflect the Equal Opportunity Policy. 4. A statement clarifying the expectations of the role of a management committee member is attached at Appendix 5. This policy will be reviewed bi-annually unless new information requires an earlier review.
Staff recruitment procedure 1. Staff vacancies will be advertised as widely as possible to encourage applicants from all sections of the community. 2. Advertisements will contain the statement; "Solihull Mind strives to be an equal opportunities employer and welcomes applications from people with personal experience of mental health problems". 3. For each vacancy a job description and person specification will be drawn up. 4. The selection panel members will include a service user and will all have been trained in equal opportunities and the recruitment procedure. 5. Each applicant should receive: a) an application
form 6. All applications will be assessed against the person specification using a defined scoring system, and the shortlist will be drawn up on this criteria alone. 7. Interviews will be designed to: a) assess candidates'
ability/suitability for the specific job 8. The interview panel will ask comparable questions of each candidate, and will not ask irrelevant or discriminatory questions. Where appropriate the question may take the form of a scenario. 9. A record will be kept of each selection process (short listing and interviewing), and the final decision reached on the basis of the criteria laid down in the person specification. 10. All employees will receive a written letter of offer of employment and a contract of employment. 11. All unsuccessful candidates will be given the opportunity for feedback. 12. The above procedure will be reviewed as required and is taken in conjunction with Mind's Model Code of Good Practice in Recruitment and Selection. Appendix 2 Individual employees' responsibilities While the prime responsibility rests with Solihull Mind for ensuring that there is no unlawful discrimination, individual employees also have certain responsibilities - individual attitudes and activities are of crucial importance. In particular, individual employees must: Co-operate with measures introduced by the Local Director/Executive Committee to ensure equal opportunity and non-discrimination. Inform the Local Director/Chairperson if they suspect that discrimination is taking place or where Mind's policy is not being adhered to. Individual employees must not: Discriminate directly or indirectly; for example, as supervisors or managers, or as persons responsible for selection decisions in recruitment, promotion, transfer, or training etc. Induce, attempt to induce, or put pressure on other employees, trade unions/staff associations or managers to practise unlawful discrimination. Victimise, or attempt to victimise, individuals on the grounds that they made complaints, helped others who made complaints, or provided information on discrimination. Harass, abuse,
or intimidate other employees or people using our services on the
grounds of their race, sex, or disability. Recruitment procedure for volunteers
2. As well as requesting personal details for record purposes, the application form will also attempt to establish why a person is interested in becoming a volunteer. 3. The application form will ask for the names and addresses of two people who can be approached for references and we will request an Enhanced CRB check. Unless there are extenuating circumstances, voluntary work will not commence before these are received. 4. All potential volunteers will undergo an induction/training period with the relevant staff member. The nature and extent of this training will vary according to the individual concerned. 5. At the end of this induction/training, a volunteer will be asked to endorse the philosophy and principles of Solihull Mind. 6. If at any point during the recruitment process, the staff member (if necessary with the support of the management committee) makes the judgement that a person is not suitable to become a volunteer, then that applicant may be rejected. 7. This procedure in no way detracts from the Equal Opportunity Policy. Aims and Philosophies The overall aim of Solihull Mind is to promote the interests of, and provide support to, people with mental health problems. Mind believes that people who have mental health problems have the same rights as any other person; that they should not be disadvantaged or subject to prejudice and should have the right to live an ordinary life in the community with the necessary support and care to ensure fulfilment and independence. Mind also believe that people who use mental health services should be fully involved in the planning and delivery of those services.
To promote Mental Health and to foster and encourage greater understanding of mental health problems. To encourage and aid the development of good quality voluntary and statutory mental health services. To represent the concerns and common interests of users of services and their families.
Those people who are labelled, treated or diagnosed as "mentally ill" have the same rights as any other person and should not be disadvantaged or subject to prejudice. Mind recognises the value of people with experience of mental health problems and wishes to listen and learn from them. Mind seeks to foster and enable user consultation and participation in the planning and delivery of mental health services.
Services should be provided in appropriate and valued settings, and wherever possible, incorporated into mainstream facilities. Services should reflect the fact that each person is an autonomous individual with the right to self determination. Each person has the right to make informed decisions about their life. This should be encouraged, and services should allow people to take part in decisions about the facilities they use. Services should be age-appropriate, and treat people with dignity, respect, and in a way which encourages self confidence and esteem Services should reflect the needs of the individuals using them rather than the service providers. Services should
be provided in a way which enables and empowers people rather than
restricts and controls them. Expectations of the role of a management committee member
2. Within the management committee, there will be a nominated chairperson, treasurer, and secretary, who will perform the tasks expected of these officers. 3. Members will be expected to demonstrate their continued support for Solihull Mind by attending at least half of the scheduled Executive meetings in any year, and in event should not miss more than three consecutive meetings. Where members miss three consecutive meetings, and/or fail to attend half the scheduled meetings, their membership will cease: where there are extenuating circumstances it is at the discretion of the management committee to decide otherwise. 4. The procedures under which the management committee operates are outlined in Solihull Mind's constitution. 5. Members of the management committee will be asked to support the Local Director in the work s/he undertakes for Solihull Mind , assuming that this is appropriate and within the terms of her/his job description. 6. The Local Director will report to each meeting of the management committee. The Local Director will use this mechanism to request the support of members on particular items. Where members have items for the agenda, these should be forwarded to the Local Director and/or chairperson for inclusion. 7. The continuing funding of Solihull Mind is the concern of the management committee as a whole. Members will therefore be responsible for ensuring that appropriate bids for funding are made. 8. Members of the management committee are encouraged to visit the office of Solihull Mind, and to spend time with the staff. 9. The Local Director will undertake to keep members informed of new initiatives in the area of mental health. 10. Members will be expected to attend, where possible, Solihull Mind's training days, or other conferences and seminars of interest. 11. The size
of the management committee is laid down in the constitution. Any
suggestions for new members should be discussed by the members,
before any formal invitation is issued. Legislation and Unfair Discrimination
1. Sex Discrimination Act, 1975 (and its Amendments, 1986, 1999). This Act makes it unlawful to discriminate directly or indirectly (see Section 5) on the grounds of sex or marital status or to apply requirements or conditions which have a disproportionately disadvantageous effect on people of a particular sex or marital status where these cannot be justified. It also applies to discriminatory employment advertising and makes it unlawful to apply pressure to discriminate or to aid discrimination by another person. The 1999 Amendment prohibits discrimination in employment and vocational training on grounds of gender reassignment. 2. Race Relations Act 1976, Amendment 2000. This Act makes it unlawful to discriminate directly or indirectly on the grounds of colour, race, nationality (including citizenship), or ethnic or national origin, or to apply requirements or conditions which have a disproportionately disadvantageous effect on people of a particular racial, group and which cannot be justified on non-racial grounds. It also applies to discriminatory employment advertising and makes it unlawful to apply pressure to discriminate or to aid discrimination by another person. The 2000 Amendment strengthens the 1976 act by extending protection against racial discrimination by public authorities (this also includes those carrying out their functions ,such as ourselves); and it also places an enforceable positive duty on public authorities to tackle institutional racism and promote racial equality (this part of the act implemented in May 2002 does not apply to voluntary bodies such as ourselves). 3. Equal Pay Act, 1970 (and its Amendments) This Act established the right of women and men to equal treatment in relation to contractual terms and conditions of employment when they are employed on the same, or broadly similar, work, or work of equal value. 4. The Disability Discrimination Act 1995 This act makes it unlawful to discriminate against people with disabilities in employment and in the provision of goods and services. In addition to preventing employers from treating disabled people less favourably, the act also puts a duty on employers to make reasonable adjustments to enable a disabled person to carry out their employment. Although the employment part of the act does not apply to employers with less than 20 employees, such employers are encouraged to follow the good practice guidelines. 5. The Chronically Sick and Disabled Persons Act and its Amendments These Acts impose obligations on employers to provide access to premises and facilities for people with disabilities. 6. The Rehabilitation of Offenders Act, 1974 (and Exceptions Orders and Amendments) This Act provides that if a convicted person completes a specified period without being convicted of further offences the conviction can be regarded as "spent". These sentences then do not have to be revealed and may not be used as grounds for exclusion from employment or promotion. However, certain occupations are not covered by the Act. If the work involves direct contact with people who are receiving a health service, then applicants must disclose any convictions they might have.
There are four main forms of unfair discrimination: Direct discrimination occurs when a person is treated less favourably on the grounds of race, colour, nationality, ethnic origin, sex, marital status, sexual orientation, responsibility for dependants, age or disability. Indirect discrimination arises where a requirement or a condition although applied equally to the groups above, excludes or treats less favourably any of these groups and cannot be shown to be justifiable; for example, a height requirement excludes more women than men, or a requirement to wear skirts and not trousers which disadvantages some ethnic minority females, or a language requirement higher than the job requires. Victimisation results when a person is given less favourable treatment than others because: he/she has exercised his/her rights under this policy or legislation; for example, by making a complaint concerning discrimination or assisting others who have made a complaint. Harassment is any behaviour, deliberate or otherwise, directed at someone which they find offensive and that might threaten that employee's job security or create an intimidating environment.
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