EQUALITY AND DIVERSITY

Policy

The Care Worker Agency & We Care has a strong commitment to equal opportunities and whilst care is all about people, it is vital that individuality is both accepted and celebrated.  The Company believes in promoting the human rights, choices, preferences and respecting the individuality and wishes of both our customers and staff. All staff must respect the cultural, social values and beliefs of our customers.

The Care Worker Agency & We Care believes that every individual is unique and that all people should have equal opportunities to do their job, develop themselves within their chosen role and their own abilities and to seek personal fulfilment.

The Company also believes in promoting equality of opportunity for customers accessing our service and in expressing their views pertaining to all aspects of their care and support, to help them achieve their preferred outcomes and maintain independence and control.  

Adopting such a philosophy and approach to Equality and Diversity will ensure The Care Worker Agency creates an organisational culture based on openness and transparency, which will benefit all stakeholders and promote the safety, well being and equal opportunities for all.

Diversity is defined as ‘the acknowledgement and respect of differences within and between groups of people’.  Equality is defined as ‘the framework that enables opportunity, access, participation and contribution that is fair and inclusive’.

Human rights are basic rights which all people are entitled to and include the right to life, liberty, fair hearing, private and family life, freedom of conscience, religion, expression and association and freedom from degrading treatment and discrimination.

Matters of equality affects all people, however there may be particular groups who are more likely to be discriminated against and are as such are protected by legislation.

This includes seven strands of equality as follows:

  • Age (includes both older and younger persons);
  • Disability (includes physical, sensory, mental health and learning disabilities);
  • Gender;
  • Race;
  • Religion or belief;
  • Sexual Orientation;
  • Transgender.

The Company is committed to actively opposing all forms of discrimination on grounds of gender, race, age, disability, sexual orientation, religion or lifestyle. However, it must be recognised that other socially excluded people also face disadvantage and discrimination, for example refugees, asylum seekers, homeless people, and people who abuse drugs and alcohol.

Legislation to protect and promote the rights of people, currently relates to discrimination on the grounds of gender, sexual orientation, race, disability, religion, transgender and age.

(Please refer to Appendix 1 for the legislative framework relating to equality and diversity matters)

The Company will challenge any form of direct or indirect discrimination and will not tolerate any form of victimisation or harassment against staff and customers. Definitions/examples of the aforementioned forms of discrimination are outlined below:

Direct discrimination

This can be defined as treating a person less favourably than another person in the same or similar circumstances or segregating them from others solely because they are, for example, a lesbian, a gay man or because they have a disability or illness. It can include refusing to employ someone who has the required skills because they are deaf or pregnant would constitute such.

Indirect discrimination

Applying a provision, criterion or practice which disadvantages particular groups of people and which is not justified as a means of achieving a legitimate aim. For example the setting of language tests, where language skills or fluency are not really needed for a job would be indirect discrimination.

Victimisation

This can occur when a person is treated less favourably or is discriminated against because he or she has pursued or intends to pursue their rights in respect of alleged discrimination.

Harassment

Harassing or abusing people or groups of people because, for example, they are a member of a national, racial or ethnic minority group, a woman, a lesbian, a gay man, someone with a disability or who is homeless.

The Care Worker Agency & We Care aims to promote anti-discriminatory practice proactively through the policies and procedures in place regarding the protection of existing employees, the recruitment of new staff and through the delivery of our service to customers.

Procedure

Employees (Existing and New)

  • The Care Worker Agency & We Care clearly states in its statement of purpose and aims and objectives for the service the company’s commitment towards promoting and addressing matters of equality and diversity for all.
  • The Care Worker Agency & We Care is an equal opportunities employer and seeks to employ the best person for the required post in line with our Recruitment Policy which includes an Equality Monitoring Form for optional completion. This will help us promote good practice in monitoring our recruitment practice, the make-up of our workforce and any improvements that may be necessary for example, to enhance employment opportunities and staff retention initiatives.
  • The Care Worker Agency & We Care will seek to recruit from as broad a base as possible and people will be recruited within the requirements of the law, suitability and relevant regulations but within these constraints diversity in age, nationality and background will be encouraged.
  • The Care Worker Agency & We Care will not recruit or manage staff with any positive or negative reference to their race, ethnic background, sexual orientation, religious beliefs or political views.  
  • Staff members will not impose their personal views or beliefs on customers at any time.
  • All staff are required to comply with the Company’s Code of Practice which states that The Care Worker Agency & We Care will not tolerate any form of discrimination and will work actively against it. Staff must also comply with Codes of Practice set out by other relevant professional bodies including the General Social Care Council (GSCC) England; Northern Ireland Social Care Council (NISCC) and Scottish Social Services Council (SSSC).
  • The Care Worker Agency & We Care will ensure that the relevant policies and procedures are in place to protect staff including our Bullying and Harassment policy; Grievance and Whistle Blowing Policy.
  • The Care Worker Agency & We Care will initiate the relevant policies and procedures where necessary to ensure that all staff are protected from harassment, bullying or discrimination including disciplinary procedures where appropriate.
  • The Care Worker Agency & We Care will actively encourage staff to use the Whistle Blowing policy should they have concerns and will endeavour to protect the confidentiality of both staff and customers as part of this policy.
  • Records relating to staff including matters of equality and diversity will be confidentially and securely kept.
  • Staff will receive regular appraisal and supervision and this will include addressing and reviewing matters of equality and diversity.
  • Staff will receive training in equality and diversity matters as part of their induction programme including an understanding of the meaning of prejudice and equal opportunities in relation to the customers they will be supporting.
  • Staff will receive training in Safeguarding people from abuse or the potential for abuse which will include an understanding of how diversity, beliefs and values of people may influence the identification, prevention and response to safeguarding concerns in order to further promote safety and awareness of equality impacts.
  • Staff providing support to customers must be able to communicate effectively to ensure that the individual's care is not compromised.
  • The Care Worker Agency & We Care will provide ongoing training and development opportunities for staff as required in specific areas identified as part of their development needs including equality and diversity refresher training. All staff will have access to the same opportunities for development and promotion.  

Customers

  • The Care Worker Agency & We Care clearly states in its statement of purpose and aims and objectives for the service the company’s commitment towards promoting and addressing matters of equality and diversity for all.
  • Customers will be provided with an information pack which includes the Company’s Code of Practice, which states that The Care Worker Agency & We Care will not tolerate any form of discrimination and will work actively against it. All staff are required to comply with the Company’s Code of Practice and other Codes set out by professional bodies relevant to that country.
  • Customers will also be provided with the Company’s compliments and complaints policy. Full details are provided regarding who they may contact in the event of a concern or complaint. This includes contact details of external organisations and the regulatory authority, as well as local advocacy services.
  • Customers will have equal access to information regarding the service provided by The Care Worker Agency & We Care. Where a request for information is made in a specific format, the Company will make every attempt to provide this and/or ensure that the customer and/or their representative fully understand the information and service provided.
  • The Care Worker Agency & We Care will ensure that accessible meeting room(s) and facilities are made available for customers and others who may wish to visit our office(s) and who may have specific needs or disabilities. This may include securing externally based meeting facilities if necessary where office locations are unsuitable to meet a customer’s specific needs regarding access and in line with the Disability Discrimination Act 1995.
  • The Care Worker Agency & We Care will ensure that all customers are able to communicate and express their views as much as possible and within their ability to do so and where appropriate will consult significant others including a customer’s representative and/or advocate.
  • The Care Worker Agency & We Care will provide information to customers and/or their representatives regarding independent advocacy services where this may be required.
  • We will also ensure that there are systems in place for customers and/or their representatives/advocates to raise specific needs or concerns relating to equality, diversity and human rights. For example, complaints policy, customer care plan reviews, surveys and face to face feedback opportunities and safeguarding procedures.
  • The Care Worker Agency & We Care will not discriminate against any customer’s gender, race, age, disability, sexual orientation, religion or lifestyle and will operate a person centred approach to the assessment and care planning process. This includes discussing and recording the customers’ preferences, cultural and religious needs and beliefs and any other matters they wish to include in the care plan as well as a risk assessment framework.
  • The Care Worker Agency & We Care will manage risk through effective procedures and consultation with the customer and/or their representative and ensure appropriate plans are in place to minimise risk while maintaining the human rights, dignity, choice and independence of customers. All such risk assessments will be documented and agreed with the customer and/or their representative.
  • The Care Worker Agency & We Care will ensure that valid consent is obtained from customers relating to all aspects of their care and support and that such consent is monitored and reviewed as part of the ongoing care plan. This will include the signing (and review) of agreed care plans and risk assessments, as well as other aspects of care such as administration of medication.
  • The Care Worker Agency & We Care will ensure that where there are concerns around mental capacity and consent, significant others are consulted (including customers representatives, advocates, other professionals) to promote and protect the best interests of any individual. For example, to request/initiate best interest meetings with the people who know and understand the customer in line with the principles of the Mental Capacity Act 2005 (amended by the Mental Health Act 2007).
  • Where support with nutritional requirements forms part of the customers care plan the company will respect and take account of their individual preferences and needs including their cultural and religious requirements.
  • Where support with medication administration forms part of the customers care plan the company will ensure this is provided appropriately by taking account of cultural and religious beliefs.
  • Where required The Care Worker Agency & We Care will make any reasonable adjustments to care plans and care provision to avoid unlawful discrimination in order to meet customers' individual needs and reflect their values and diversity.
  • Whilst the company accepts that there are certain tasks which a customer may have specific requirements for example about the gender of their care worker, in every other respect equal opportunities pertain.
  • The Care Worker Agency & We Care will promote the safety and well being of customers through a thorough staff recruitment process and relevant procedures for taking action should the conduct of staff or others be discriminatory towards any individual.
  • Customers who make specific requests for staff based on prejudicial views will normally be refused. Not only will the company not discriminate, it will not be involved on purely moral and ethical grounds.
  • Staff members will not impose their personal views or beliefs on customers at any time.
  • The Care Worker Agency & We Care staff are required to report all matters of concern in line with our Incident Reporting Policy and this must include matters relating to discriminatory practice or abuse to the care manager (or more senior manager if necessary where there is a potential for a conflict of interests). Staff may also use the Whistle Blowing Policy.
  • All matters pertaining to a customer’s care, equality and diversity, personal preferences and beliefs, will be documented in a dignified respectful manner and stored/maintained in a securely and confidentially and the customers privacy respected.
  • Any information shared with other agencies or individuals will be with the express permission of the customer (where possible) and/or their representative(s) while recognising there may be occasions requiring urgent or emergency decision-making.

The policy will form part of the Staff Handbook.

Related Policies:

Accident and Incident Reporting

Care Planning

Code of Practice

Comments, Compliments and Complaints

Confidentiality

Consent and customer involvement

Customer Information Guide

Dignity

Disciplinary

Food Hygiene, Preparation and Nutrition

Grievance

Induction

Information Sharing

Medication Administration

Record Keeping

Recruitment

Risk Assessment

Safeguarding Adults

Safeguarding Children

Safeguarding Making Referrals

Staff Handbook

Statement of Purpose

Supervision and Appraisal

Whistle Blowing Policy

APPENDIX 1

LEGISLATIVE FRAMEWORK RELATING TO EQUALITY & DIVERSITY MATTERS

The relevant legislation includes:

Race Relations Act 1976

Sex Discrimination (Gender Reassignment) Regulations 1999

Disability Discrimination Act 1995

Equal Pay Act 1970

Sex Discrimination Act 1975

Race Relations (Amendment) Act 2000

Human Rights Act 1998

Race Relations Amendment Regulations 2003

Employment Equality (Religion Regulations 2003 or Belief) Regulations 2003

Employment Equality (Sexual Civil Partnership Act 2004 Orientation) Regulations 2003

Gender Recognition Act 2004

Equality Act 2006

Racial and Religious Hatred Act 2006

Employment Equality (Age) Regulations 2006

Equality Act - Gender Equality Work and Families Act 2006 Duty (GED) 2006

Equality Act – Sexual Orientation Sex Discrimination (Amendment of 2006

Legislation) Regulations 2008

Disability Discrimination Amended Act 2005

Equality Act 2006 – Part 2 Religion or Belief Provisions

Reviewed April 2025 by Fay Townsend-Jackson