Page 62 - Part B

Information, Advice or Guidance

Most organisations will have an equality and diversity policy; this may cover such
things as:

• Statements outlining your organisation’s commitment to equality.

• Identification of the types of discrimination that an organisation is required
to combat across the protected characteristics of age, disability, gender
reassignment, marriage and civil partnership, pregnancy and maternity,
race, religion or belief, sex, and sexual orientation.

• Statements outlining the type of work environment your organisation
aims to create, including what is and is not acceptable behaviour at
work (also referring to conduct near the workplace and at work-related
social functions where relevant).

• Information about how policy will be put into action, including: how you will
deal with any breaches of the policy by employees, and how concerns and
complaints will be dealt with, whether these come from employees or (if
you have them) from your customers, clients or service users.

• Who is responsible for the policy.

• How you will monitor the policy and when you will review it.

• Details covering how the policy is linked in with your other policies.

Not only does such a policy help you and your organisation comply with the relevant
legislation, but it shows to all your clients that it is a matter you all take seriously.

Key Facts

• Monitoring in relation to equality and diversity is important to
identify areas where an organisation needs to improve how they
support all clients

• Any data obtained for the purpose of monitoring equality and
diversity should be kept confidential and anonymised where
possible.

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