Equality & diversity statement
SchemeServe operate with a diverse clientele and encourage a diverse workforce. As a result, no discrimination, bullying or harassment based on individual differences will be tolerated. These differences include, but are not limited to gender, trans-gender status, sexual orientation, marital status, race, disability, age, pregnancy and maternity, religious belief, political opinion, philosophical including ethical beliefs.
- Equal opportunities; equality, diversity & inclusion
SchemeServe is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society, and for each employee to feel respected and able to give their best.
The policy’s purpose is to:
- Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time.
- Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.
- Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, Terms and Conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
The organisation commits to:
- Encourage equality, diversity, and inclusion in the workplace.
- Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
- This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, the public and any others during the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
- Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilized.
- Review employment practices and procedures when necessary to ensure fairness, and update them and the policy to take account of changes in the law.
- Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
The Equal Opportunities policy is fully supported by Senior Management and has been agreed with employees.
Details of the organisation’s grievance and disciplinary policies and procedures can be found at within the employees contract. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
- SchemeServe will make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours (nb: managers are expected to seek advice and guidance from external agencies where appropriate to maintain disabled people in employment).
SchemeServe will include disabled people in training/development programmes; and give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their aptitudes and abilities to allow them to be able to do the job.
Transgender & non-binary
- SchemeServe is committed to equality for trans, non-binary and intersex people and to creating a culture in which equality of opportunity is promoted actively and in which unlawful discrimination, harassment or victimisation based on a person’s gender identity and/or gender expression does not occur.
We commit to our staff;
Treating people as their self-determined gender. This includes respecting the name, title and pronouns that have been requested.
Paying respect to trans, non-binary and intersex people in relation to decision making that may affect trans, non-binary and intersex people.
Ensuring that people have their rights to privacy and confidentiality adhered to.
Not assuming a person’s gender identity.
Encouraging a gender-neutral language.
Respecting and having acceptance of (and flexibility for) mental and physical healthcare needs and make reasonable adjustments.
Maternity & Paternity Leave
- SchemeServe employees will be entitled to reasonable time off with pay during pregnancy for ante-natal care.
- Provided that the Employee has completed the required period of continuous employment she will be entitled to Statutory Maternity Pay when she is absent from work due to pregnancy or confinement.
- SchemeServe employees can choose to take either one week or two consecutive weeks’ paternity leave (not odd days).
- During the paternity leave, most Employees are entitled to Statutory Paternity Pay (SPP) from their Employers. SPP is paid by the Employer for either one or two consecutive weeks as the Employee has chosen.
- Employees must inform SchemeServe of their intention to take paternity leave.
- SchemeServe employees will be entitled to Statutory Adoption Leave. Statutory Adoption Leave is 52 weeks and is made up of: 26 weeks of Ordinary Adoption Leave, and 26 weeks of Additional Adoption Leave.
- SchemeServe employees will be entitled to reasonable time off without pay as parental leave. Provided that the Employee has completed the required period of continuous employment he/she is entitled to at least 18 weeks leave up to the child’s 18th birthday.