Equality and Diversity Policy

The template in our 'Document Templates' was last updated on 24 September 2024 and was issued by our employment law, HR and health & safety services partner WorkNest.

The template is for our members only. Every effort was made to ensure the template's contents were correct at publication. We cannot accept responsibility for errors, omissions and changes to information after publication.

Summary

This template policy on equality and diversity includes a how-to guide on how to use the template, and the information should be tailored to meet the specific needs of your parish or town council. Parish and town councils should contact LALC for HR-related support, and we strongly recommend that they seek HR guidance when drafting policies.

How to promote equality and diversity

Equality and diversity should be promoted and celebrated in the workplace due to the benefits they can bring to the parish or town council in serving the community. It is also essential for staff to understand the legal framework around equal opportunities to avoid unlawful discrimination and help ensure that the work environment is one where individuals feel they are treated fairly and with respect.

• Understand — Be aware of the legislation around discrimination, harassment, and victimisation and what these terms mean. It is unlawful to discriminate directly or indirectly in recruitment or employment because of certain protected characteristics as outlined in the Equality Act (age, disability, sex, gender reassignment, pregnancy, maternity, race, sexual orientation, religion, or because someone is married or in a civil partnership).
• Apply — Apply the principles of equality and diversity in your daily role and help create an inclusive environment where differences are recognised and valued. When recruiting, limit person specifications to those necessary for the effective performance of the role and assess candidates objectively. Ensure that training and development are available to all. Regularly review practices and procedures to maintain fairness and ensure that a commitment to equality and diversity is reflected.
• Consider — Consider how you can make reasonable adjustments for employees with disabilities. Remember that it is unlawful to fail to make reasonable adjustments to overcome barriers or services caused by disability. Reasonable adjustments may also be required for candidates applying for positions. Ensure that disability and personal or home commitments do not provide the basis of employment decisions except when necessary.

The benefits of quality and diversity

Embracing equal opportunities and being a diverse and inclusive place to work can bring many benefits to the parish or town council, including:

• Increased creativity
• Better decision making
• Faster problem solving
• Retention of employees
• Attraction of top talent
• Higher employee wellbeing
• Enhanced employee engagement

Responsibility

Staff and councillors ensure the council meets its commitment to promoting equality and diversity and avoiding unlawful discrimination. Employees can be held personally liable. Employees who believe they have been discriminated against should report this under the grievance procedure.