We are committed to providing a service that promotes human rights, equality and diversity and does not discriminate against any staff, potential staff, members, partners, service users or anyone that deals with us in any way.
To support this, we promote equality and integrate an anti-discriminatory approach into all areas of our work. This ensures that barriers to accessing services and employment are identified and removed, and that no person is treated less favourably on the grounds of their:
- Age including specific ages and age groups;
- Disability including cancer, HIV, multiple sclerosis, and physical or mental impairment where the impairment has a substantial and long-term adverse effect on the ability to carry out day-to-day activities;
- Gender re-assignment where people are proposing to undergo, are undergoing or have undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing physiological or other attribute of sex;
- Marriage and civil partnership;
- Pregnancy and maternity;
- Race including colour, nationality and ethnic or national origins;
- Religion or belief, including a lack of religion or belief, and where belief includes any religious or philosophical belief;
- Sexual orientation, meaning a person’s sexual orientation towards persons of the same sex, persons of the opposite sex and persons of either sex.
Our public duty covers eliminating unlawful discrimination (both direct and indirect), harassment and victimisation; advancing equality of opportunity between different groups and fostering good relations between different groups.
To meet these requirements we have:
- developed an Equality Policy;
- collected and published appropriate equality data that informs policy and decision making, including the HRA's gender pay gap information which is also available here;
- ensured all directly employed staff, secondees, agency workers, contractors, volunteers, members, new recruits etc. (this is not an exclusive list) are able to raise issues or concerns either through their line managers or through defined processes such the Staff Partnership Forum or the bullying and harassment / grievance / raising concerns / complaints policies;
- undertaken an Equality Impact Analysis (EIA) when taking forward any policy (defined by the Equality and Human Rights Commission (EHRC) as a function, strategy, procedure, practice, project, or decision) so that the needs of protected groups are integrated into our business activities;
- ensured all directly employed staff, secondees, agency workers, contractors, volunteers and members complete mandatory Equality & Diversity training;
- undertaken an equality survey of volunteer members every 2 years (see the 2016 report); and
- ensured the HRA website complies with all accessibility requirements.