Equality and Diversity

All employees have a duty to co-operate to ensure that this policy is effective to ensure equal

opportunities and to prevent discrimination. Disciplinary action will be taken against any employee

who breaches this policy and serious breaches will be treated as gross misconduct.

 

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.

To that end, the purpose of this policy is to provide diversity and equality to all in employment,

irrespective of their protected characteristics such as; gender, gender reassignment, race, ethnic

origin, pregnancy, disability, age, nationality, national origin, sexuality, religion or belief, marital

status, civil partnership and social class. We oppose all forms of unlawful and unfair discrimination.

 

All employees, whether part time, full time or temporary, will be treated fairly, equally and with

respect. Selection for employment, promotion, training or any other benefit will be on the basis of

aptitude and ability.

​

Our Commitment:

 

• To ensure our activities are of high quality and responsive to our client's needs, ensuring that

our employees adequately respond to the needs of our client.

 

• Incorporation of the Ten Principles of the UN Global Compact into strategies, policies and

procedures, and establishing a culture of integrity, so the company is not only upholding its

basic responsibilities to people and the environment, but also setting the stage for our longterm success.

 

• Every employee is entitled to a working environment which promotes dignity and respect to

all. No form of intimidation, bullying or harassment will be tolerated.

 

• To ensure that our company fulfils its legal obligations under the equal opportunities

legislation and complies with provisions contained in various codes of practice.

 

• The commitment to diversity and equality in the workplace is good management practice and

makes sound business sense.

 

• To create an environment in which individual differences and the contributions of all our staff

are recognised and valued.

• Breaches of our diversity and equality policy will be regarded as misconduct and could lead

to disciplinary proceedings.

 

• The policy will be monitored and reviewed annually.

 

Implementation - The responsibility for enforcement of this policy rests with the Directors, who will

monitor the effectiveness of the policy and associated initiatives. All employees have an obligation

to avoid discrimination and promote equal opportunities. The implementations of initiatives in

support of the policy are the responsibilities of the Directors, Managers and Supervisors.

 

Equality and Diversity at Work

 

To ensure that equality underpins all aspects of our employment policies, procedures and practices,

we aim to:

 

• Ensure that our employment, training and development policies, procedures and practices

comply with this policy and do not discriminate intentionally or unintentionally against any

group or individual;

 

• We intend to become an employer of choice by promoting and developing policies that

support a work-life balance, equal pay and ensuring that we maximise employment

opportunities for all;

 

• Monitor our employment processes by age, disability, gender, sexual orientation, religion and

race and take action to address any inequalities that are apparent;

 

• Recruit employees in a manner which is fair and open;

 

• Ensure employees are aware of their personal responsibility to apply this policy;

 

• Eliminate discrimination in the provision of training and development to ensure that all

employees can realise their full potential and contribute to the company;

 

• Ensure that all Managers / Supervisors undertake relevant training in equal opportunity

issues to raise their awareness, understanding and importance of equal opportunities in the

workplace and in service delivery;

 

• Promote a culture of fairness and respect in all employment policies, procedures and practices

 

• Provide appropriate training and development opportunities to all employees regardless of

protected characteristics.

 

• Take positive action to encourage under-represented groups to apply for posts or specific training

• Ensure pay structures reward all employees fairly

 

• Recognise that employees have the right to work in a supportive and safe environment free

from harassment

 

• Ensure that we have in place procedures for equal pay

 

• Make reasonable access adjustments, wherever possible, to enable the employment and

redeployment of staff with disabilities.

 

Guidelines for Recruitment

 

1. The governing factor for appointments will be based on merit, competence and the ability to

do the job.

 

2. All jobs will be promoted externally and internally.

 

3. All job advertisements will carry wording designed to encourage applicants from all sections

of the community.

 

4. Recruitment literature will describe jobs without gender, race or disability bias.

 

5. Strive to increase the participation rate and employment outcomes of Aboriginal and/ or Torres Strait Islanders across all levels to reflect participation levels in society.

 

6. Consideration will be given to using a range of advertising media to encourage and attract

applicants from all sections of the community.

 

7. All applicants will be assessed in the same way using the same evaluation a selection​

 

8. Selection criteria will not be set to unlawfully discriminate (directly or indirectly) on the

grounds of gender, gender reassignment, race, ethnic origin, pregnancy, disability, age,

nationality, national origin, sexuality, religion or belief, marital status, civil partnership, social

class and should solely be related to the requirements of the job.

 

9. Age limits, age requirements or length of service restrictions will not be set a criterion for the

job unless they can be justified as they are likely to have a disproportionately adverse effect

on women and people from minority communities or if there is a genuine occupational

qualification complaint with Commonwealth or State legislation.

 

10. Disabled job applicants who meet the essential criteria of the job description will be

guaranteed an interview.

 

11. Where selection tests are used, tests will be specifically related to the job and in the case of

ability tests they should be fully validated so as to avoid any bias on the grounds of gender,

marital status, race or disability.

​

12. The staff responsible for short listing, interviewing and making or recommending an

appointment will be clearly informed of the selection criteria and the need for consistency.

 

13. Wherever possible, at least two people will interview applicants and all questions will relate to the selection criteria. No questions will be based on assumptions about roles in the home

and the family, or the assumed suitability of different ethnic groups for the post in question.

 

Where it is necessary to assess whether personal circumstances will affect the performance of

the job (for example, if the job involves irregular hours or extensive travel) this will be discussed

objectively and will be asked equally of all candidates. In the case of disabled applicants who

identify themselves at the application stage, appropriate interview arrangements (such as

accessible interview rooms or the assistance of a sign interpreter) should be offered to enable

candidates to compete on an equal basis.

 

Monitoring and Evaluation

 

To ensure we are achieving our policy objectives, we will monitor the effectiveness of our policy by

keeping records of our recruitment selections process. We will monitor and measure the

effectiveness of the policy reviewing our practices where there are shortfalls and developing

recommendations and implement them. This will take into account information such as Gender,

Race, Age, Disability, Criminal conviction and marital status.

 

Terms and Conditions

 

1. All vacant posts will be open for job-sharing unless considered unsuitable (with regards to

maintaining work efficiency) and should be advertised in manner so as to encourage job

sharing.

 

2. Any existing employee or any two existing employees will be able to apply to their manager

for a job-share arrangement in respect of their job.

 

3. When an employee becomes disabled as a result of an accident or illness reasonable

adjustments will be made to seek to ensure the employee continues in the job.

 

4. Where an employee has cultural needs that may appear to conflict with existing work

requirements, consideration will be given to varying the requirements especially where it may

be that the requirement is unjustifiable. In any such cases, advice should be sought from

their line manager.

 

5. Where an employee requests leave over and above annual leave entitlement to visit relations in other countries, the employee will be referred to the Companies Leave Policy. Options will be available to "accumulate" their annual leave and not have to take the allocation within the calendar year. I.e. use part of their leave entitlement from previous years as part of the extended leave requirement. In the event of this or in order to arrive at any other arrangement, advice should be sought from the line manager.

 

6. Where an employee experiences sexual harassment this will be viewed as a form of sex

discrimination which shall not be condoned or tolerated by the company.

 

7. Statistically, female employees are far more likely to suffer from such discrimination and it

can be defined as unwanted conduct of a sexual nature, or conduct based on sex which is

offensive to the recipient, which interferes with the recipient's work performance and creates

a hostile working environment. The rebuttal of such unwanted conduct is often followed by

threatened or actual employment retaliation. An employee experiencing conduct which is

believed to be sexual harassment should follow the stages in the issue resolution process.

 

8. Where an employee experiences racial harassment this will be viewed as a form of racial

discrimination which will not be condoned or tolerated by the company. Statistically, minority

ethnic employees are far more likely to suffer from such discrimination (though not

exclusively) and it can be defined as an unwanted conduct of racial nature, or conduct based

on race, it is offensive to the recipient and interferes with the recipient's work performance

creating a hostile working environment.

 

9. An employee experiencing conduct that is believed to be racial harassment should follow the stages outlined in the issue resolution process.

 

10. Provisions relating to maternity leave and pay are detailed in legislation and therefore

company policy. Maternity leave will not be treated as an obstacle to progression or career

development.

 

11. All other terms and conditions of employment will not be related to the gender, marital status, ethnic origin or disability of employees and as far as practicable will not obstruct or limit the employment or promotion of any employee.

 

12. Employees who have recruitment and selection responsibilities and/or who have supervisory responsibilities are encouraged to undertake training in recruitment, selection, and in equal opportunities to ensure awareness and fairness in their assessment and selection process enabling them to encourage and promote equal opportunities for all.

 

Appraisal, Training, Career Development, Promotion and Transfer

 

1. Where posts are internally promoted only (i.e. offering career-development and promotion

opportunities to existing employees), the same principles as those governing external

recruitment will apply.

 

2. The company personnel performance and development review should relate specifically to

the job/career of the individual and will avoid any bias or assumptions based on an

employee's gender, marital status, disability or ethnic origin or protected characteristics. The

scheme will only involve assessing employees' aspirations and mangers’ views on

employees' capabilities, performance and potential.

 

3. In the case of trainees or apprentices etc. merits where the criteria on which employees' pay rises through increment will not be based on criteria related to gender marital status, age, disability or ethnic origin.

 

4. All employees will be encouraged to take suitable opportunities for training and

advancement. In particular, in areas of work where certain groups are underrepresented

(especially in senior management), managers will take a pro-active role in ensuring

employees from such under-represented staff take up training opportunities that assist their

future possible entry into these areas of work.

 

5. Employees who have direct contact with members of the public are encouraged to undertake training on dealing with service users to ensure awareness of their customer needs and the public at large, ensuring satisfactory service delivery.

 

6. In situations where employees are being re-deployed due to changes in the operational

arrangements of CPS Services, the procedures for re-deployment (including ring-fencing and

priority candidates) will be free from bias on the grounds of gender, marital status, disability,

ethnic origin and any other protected characteristics.

 

7. Where employees are seeking re-deployment on the grounds of disability or ill-health (and

would otherwise be retired on the grounds of ill-health) assistance will be sought where

appropriate from external agencies.

 

Dismissal and Redundancy

 

1. In cases where employees are being dismissed, this decision will not be made on grounds of their gender, marital status, disability or ethnic origin and decisions will be made solely in

accordance with our Company's disciplinary process.

 

2. Intentional, direct and overt acts of race and sex discrimination, and racial and sexual

harassment will be regarded as gross misconduct and therefore a dismissible offence.

 

3. In cases where employees are selected for redundancy, decisions will not take account of

their gender, gender reassignment, race, ethnic origin, pregnancy, disability, age, nationality,

national origin, sexuality, religion or belief, marital status, civil partnership, social class and

no criteria (such as 'part-timer first' or 'last in first out') will be applied if it cannot be justified

and it has a disproportionately adverse effect on women and/or minority ethnic groups. In

particular, registered disabled people will not be made redundant without reasonable cause.

 

4. Where an employee has been found guilty of theft or bringing the company into disrepute,

the employee may be dismissed.

 

 

Equal Opportunities for All

 

1. This policy also seeks to ensure that our Company does not discriminate on the grounds of

age, sexual orientation, trade union activity, religious and political beliefs, poverty and social

exclusion. These areas are not covered by anti-discrimination' legislation or codes of Practice

in way legislation covers all protected characteristics of race, colour, ethnic or national origin,

gender, marital status or domestic responsibilities, and disability.

 

2. Strive to increase the participation rate and employment outcomes of Aboriginal and/ or Torres Strait Islanders across all levels to reflect participation levels in society.

 

3. The objectives and our Policies apply equally to these areas as it does for those that have

supporting legislation.

 

General Provisions

 

1. Whilst the overall responsibility for the Policy lies with the Managing Director, every

employee has a personal and legal obligation to avoid discrimination and to promote equal

opportunities for all. CPS Services will promote that employees are aware of these

obligations.

 

2. We will examine staffing information through workforce surveys, applications questionnaire, and on any other aspects of personnel activity in order to ascertain the make-up and experiences of the employees by gender, gender reassignment, race, ethnic origin,

pregnancy, disability, age, nationality, national origin, sexuality, religion or belief, marital

status, civil partnership, social class and in order to monitor progress in implementing

Policies.

 

3. All personnel policies and procedures, particularly those relating directly to equal

opportunities will be regularly reviewed to ensure they are operating in a non-discriminatory

manner and are adequately assisting the implementation of these policies.

 

4. Complaints of the discrimination by employees should be raised at an appropriate level of the grievance and complaints by job applicants should be made to the Management

Representative. Any complaints will be treated seriously, in confidence and sensitively.

 

Equal Opportunity in Service Delivery Customer First Policy

 

CPS Services takes active steps to provide equal opportunities, in service, delivery and the

employment of staff. We are committed to building on our existing achievements through improving

our services and employment practices. Equal opportunities mean that our customers will not be

treated less favourably because of their race, colour, national or ethnic origin, gender, marital status,

disability, sexuality, age or religious belief.

 

We are committed to equal opportunities, both in the delivery of services and the employment of

staff.

​

Our commitment to equal opportunities means we will encourage the development of

understanding and appreciation of diversity and lifestyles.

 

We expect our workforce to have a positive attitude to equality issues, treating each other equally

and regardless of their race, colour, national or ethnic origin, gender, marital status, disability,

sexuality, age or religious belief. All employees are responsible for complying with our policies in the

following ways:

 

Accessibility of Services

 

We will work with local people to provide a safe environment in accordance with our Occupational

Health and Safety Policies.

 

Planning and Improving Services

 

• We will ensure that the workforce and service delivered is reflective of the community it

​​

• The success of our service is demonstrated by our customer base and we aspire to

continually review and improve services ensuring they meet the needs of customers.

 

• We are a customer led organisation, committed to consulting widely with users and staff to

ensure that our service meets their requirements.

 

• We will ask our clients for feedback, this is part of our quality assurance designed to improve

services wherever possible.

 

• We will endeavour to enhance our reputation as a provider of high quality services.

 

 

Monitoring and Improving Performance

 

Monitoring

 

We will endeavour to improve service by continually monitoring the quality of our service, delivery

and the effectiveness of our equal opportunities policies.

 

We will;

 

• Monitor services regularly and bring forward action plans for improvement.

 

• Solicit feedback from our customers about our standard and quality of service delivery.

 

 

• Recognise and use the experience of staff in improving services.

 

• Monitor the effectiveness of our equalities policy to ensure that there is clear representation

and transparency in our recruitment and promotion processes.

 

• Provide regular public reports about the quality of the services, the views of those who use

them. This includes but is not limited to disabled people, the elderly, both adults and children

with physical or mental special needs.

 

Improving Performance

 

We pride ourselves in the quality of our services and want to keep our customers. We want our

customers to be honest with us and we will be honest when things go wrong and work quickly to put

them right.

 

We will:

 

• Provide clear information to the public and its customers on how to complain.

 

• Listen to complaints and comments and act upon them in an agreed time scale.

 

• Tell you what action we have taken on your complaint.

 

• Treat all complaints fairly in accordance with its equalities policy and framework and monitor

all complaints to ensure that this is being achieved;

 

• Use complaints to improve the quality of services.

 

 

Code of Conduct

 

It is of extreme importance to remember that when you carry out your duties you are representing

CPS Services and it is important that you understand and comply with our company's Equal

Opportunity Policies.

 

The aim of the our Equal Opportunity Policies is to ensure that customers, clients, stakeholders and

members of the public are treated equally and fairly and no one is discriminated against, harassed

or victimised because of their race, sex, disability, sexuality, marital status or religion.

Employees are urged to be considerate of others and avoid harassing, offending or discriminating

against our clients or members of the public as this is offensive. Should any employee be found

guilty of this they will face disciplinary action and could be dismissed for gross misconduct. Your

intention may not be to offend but people differ and have different needs, expectations and words at

all times.

 

To ensure that you understand what the company expects you to bear in mind at all times, we have

listed the following:

 

Sexual Harassment

 

Sexual Harassment is unwanted and unwelcome. This means comments, looks, actions,

suggestions or physical contact that people object to or find offensive.

 

There should be no unwanted physical contact that people object to which can be offensive.

You should never harass members of the public or clients for example by shouting or whistling.

Sexual harassment is not tolerated when experienced by women or men.

 

Physical contact can also include pats, pinches, unnecessary touching or brushing against

someone's body. Also, do not make suggestive remarks, use affectionate pet names, tell sexually

explicit jokes or make comments on appearance.

 

Our Staff

 

We will endeavour of have a workforce that reflects the communities serviced. This is achieved

through our Equality and Diversity Policy which is practised in recruitment and selection for jobs. We

encourage job applications from the widest possible pool providing opportunities for discriminated

against groups. We equally offer training and promotion to our staff.

 

• We encourage staff with training on equal opportunities in service delivery within the framework of Company's policies.

 

• Ensure that staff treats everyone fairly and equally and to a high standard of behaviour.

 

• Do not use discriminatory practices in delivering services.

 

• Take disciplinary action against staff in breach of the policies.

 

• Develop the potential of staff from discriminated against groups, (through training, mentoring

and monitoring);

 

• Enhance our reputation as an equal opportunity employer;

 

• Provide a safe and harassment free environment for staff; Make sure staff are comfortable

with and clear about their rights and responsibilities.

 

 

Our Customers

 

CPS Services values its customers and has a duty of care to ensure that all customers are treated

fairly and without prejudice. Policies are consolidated with the principles of our Equality and

Diversity Policy and all members of staff are bound by this.

We have an expectation that its customers will not harass or discriminate against its staff and will

treat our staff fairly and equally. As we will act upon a member of our staff discriminating or

harassing our customers, we will also take action upon a customer harassing or discriminating

against our staff.

 

 

Sexual Orientation

 

It is unacceptable to victimise or harass clients, members of the public or colleagues on the grounds

of sexuality. This includes embarrassing or offensive jokes, remarks or name-calling, unnecessary

comments on dress appearance or lifestyle.

Harassment can take the form of intimidation or threatening to "expose" a lesbian or gay person to

colleagues or other people in the local community.

Victimisation is defined as treating a person less favourably than others would be in the same

circumstances because that person has made a complaint or allegation of discrimination or has

acted as a witness or informant in these proceedings.

Harassment, Discrimination and Victimisation to members of the public, customers or colleagues is

an offence and will not be tolerated. Disciplinary action will be taken against anyone found guilty of

committing such an offence.

 

 

Translation and Equality

 

CPS Services bridges communication gaps between us and service users who struggle to

communicate in English. The provision of language and communication assistance is one of the

ways CPS Services works with its service users, along with drawing on staff knowledge and

diversity.

 

 

Managerial Responsibilities

 

The responsibility for ensuring the effective implementation and operation of the arrangements will

rest with the Senior Management. Senior Management shall ensure that they and their staff operate

within the policy and arrangements, and that all reasonable and practical steps are taken to avoid

discrimination. Managers will:

 

• Demonstrate commitment to the Policy by incorporating it into plans and objectives; Be

responsible for the implementation and monitoring of the Policy within departmental

​

 

• Ensure that policies and strategies are communicated to all employees and allow for

discussion and feedback i.e. personal development plans, performance;

 

• Ensure that all employees understand their responsibilities i.e. any form of discrimination will

not be tolerated and will be treated as a serious offence which may lead to disciplinary

​

 

• Effectively manage and deal promptly and thoroughly with any complaints of discrimination

including harassment, victimisation and bullying;

 

• Deal promptly with complaints of inequality and ensure the matter is investigated thoroughly

and any other steps taken;

 

 

The Ten Principles of the UN Global Compact

 

Corporate sustainability starts with a company’s value system and a principled approach to doing

business. This means operating in ways that, at a minimum, meet fundamental responsibilities in the

areas of human rights, labour, environment and anti-corruption. By incorporating the Ten Principles

of the UN Global Compact into strategies, policies and procedures, and establishing a culture of

integrity, CPS Services is not only upholding our basic responsibilities to people and the

environment, we are also setting the stage for long-term success. The CPS Services adopted Ten

Principles of the United Nations Global Compact are;

 

Human Rights

Principle 1: Businesses should support and respect the protection of internationally proclaimed

human rights; and

Principle 2: make sure that they are not complicit in human rights abuses.

 

Labour

Principle 3: Businesses should uphold the freedom of association and the effective recognition of

the right to collective bargaining;

Principle 4: the elimination of all forms of forced and compulsory labour;

Principle 5: the effective abolition of child labour; and

Principle 6: the elimination of discrimination in respect of employment and occupation.

 

Environment

Principle 7: Businesses should support a precautionary approach to environmental challenges;

Principle 8: undertake initiatives to promote greater environmental responsibility; and

Principle 9: encourage the development and diffusion of environmentally friendly technologies.

 

Anti-Corruption

Principle 10: Businesses should work against corruption in all its forms, including extortion and

bribery.