Diversity Policy

1. Policy Statement

Green Life Innovations (GLI) has an Equal Opportunities policy which should be read alongside this policy.

As well as offering equal opportunities, GLI values diversity and recognises that each and every person is an individual with unique characteristics and cultural backgrounds. The core work of GLI is reaching people who are traditionally marginalised, and working with them to help them overcome barriers so they can reach their potential. GLI recognises that this ethos is just as important for staff, trustees and volunteers within the organisation.

2. Principals

GLI aims to:-

•  Create an environment in which individual differences are accepted, and the contribution of all our employees, volunteers, learners and service users is recognised and valued.

•  Create a working environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated.

•  Ensure that training and development and progression opportunities are available to everyone.

•  Promote equality in the workplace, by good management practices.

•  Offer all employees and volunteer regular supervisions and at least annual appraisals where clear actions plans can be formulated.

•  Regularly review services to ensure they are accessible to all groups in the community, and all staff and volunteers.

•  Monitor and review the policy annually.

3. Positive Action

GLI will act positively in providing equal opportunities and valuing diversity. All opportunities will be open to all staff and training and skills development will be made available for employees who wish to consider progression.

The Equal Opportunities policy and this Diversity policy will form part of staff training, both on Induction and that training will be regularly updated.

 The Equal Opportunities Policy and this Diversity policy will form part of the staff handbook and contracts of employment.

Acts of discrimination by an employee will be treated very seriously and if necessary dealt with by the Disciplinary Procedures.

3.1 Recruitment

Job Descriptions will be prepared for all posts. A list of essential and preferred criteria will also be prepared. Care will be taken to ensure these do not exclude certain groups.

Where posts require a DBS check, there will be no automatic rejection of candidates with unspent convictions. All returns will be risk assessed, and the candidate will be rejected only if the conviction indicates a risk to vulnerable people.

GLI will make any reasonable adjustment possible to facilitate the employment of a candidate with disabilities.

GLI asks all applicants to fill our monitoring forms which will be reviewed on a regular basis.

3.2 Flexible Working Arrangements

GLI will consider requests for flexible working constructively and creatively, balancing the needs of the organisation with the needs of the individual – but with a positive approach in all cases

3.3 Annual Leave

All employees will be asked to use annual leave for religious holidays. Whilst the organisation is Christian based, and therefore closed at Christmas and Easter, where possible requests for leave to celebrate other religious festivals will be allowed. Employees should follow normal procedure for booking leave.

4. Responsibilities of Employees and Volunteers

All Employees and Volunteers have the following duties:

•  To follow procedures in this and other company policies.

•  To draw the attention of the management to any area of suspected or alleged discriminatory practices.

To refrain from harassing, intimidating other employees, trustees, volunteers, or service users on the grounds cited in the Equal Opportunities Policy Statement.