In addition to fulfilling our legal and regulatory requirements, we are committed to developing an organisation which values people from all sections of the community. We will work to eliminate discrimination and have an equitable approach to the rights and responsibilities of everyone. 

We expect everyone involved in our organisation to uphold the principles in this policy, including our

·         Board and Committee members

·         Employees

·         Contractors

·         Other stakeholders

Policy Aims & Objectives

The main aims of the policy are to ensure that:

·         Our culture, structures, policies, procedures and practices actively contribute to developing a diverse organisation, delivering appropriate services.

·         The particular needs of each person are recognised and respected whether or not they are covered by legislation

·         Staff are fully aware of our commitments

·         We develop and maintain a proactive approach to diversity issues

·         Our commitments are widely known and respected in the external environment

·         We comply with statutory and regulatory requirements

How The Policy Will Be Implemented

This policy will be implemented by:   

1. Overall responsibility being held at Board and Chief Executive level

2. An expectation that all staff and Board members are committed to ensuring the policy is effective and that they are competent to implement it  

3. All staff having an understanding of diversity and what it means for them in their day to day work including regular training activities 

4. An action plan, agreed at Board level, which is annually reviewed and updated Areas of work audited on a rolling programme basis 

5. Diversity commitments incorporated into the Vision, Values Statement, Business  Plan, Best Value and policy reviews, team annual plans and organisational development activities 

6. Continuing to develop appropriate service delivery and personnel policies, procedures and practices 

7. Sharing good practice throughout the organisation and examining good practice elsewhere 

8. Using key documents from the Housing Corporation, National Housing Federation and the Institute of Personnel and Development etc. to audit, plan, implement, monitor and review progress

Progress on the implementation plan will be monitored and reviewed twice a year by the Board and quarterly by the Senior Management team. In the first year, there will be a working group of middle range and front line staff involved in detailed planning and implementation.  

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