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Beacon Church Equality, Diversity & Inclusion Policy

INTRODUCTION

Beacon Church Pheasey is fully committed to the promotion of equality of opportunity, valuing and embracing diversity and ensuring a holistic and inclusive approach in all fields of its activity. Beacon Church adheres to The Equality Act 2010.

SCOPE

In accordance with Beacon Church’s commitment to issues relating to equality, diversity and inclusion all its lay employees and ordained ministers, as well as volunteers, consultants, suppliers, contractors and agency workers, have a duty to act in accordance with this Policy, creating an environment free from discrimination.

AIM

The aim of this policy is to provide a framework of equality, diversity and inclusion in Beacon Church’s values:

– To ensure equality, diversity and inclusion are fully reflected in its employment practices and procedures.

– To ensure that it is compliant with the statutory employment duties under the Equality Act 2010.

  • To ensure employment policies and procedures are monitored and reviewed so that they do not operate against its Equality, Diversity and Inclusion Policy.
  • To ensure it attracts and retains a diverse workforce through appropriate recruitment and selection methods except in a matter of:

1. Occupational Requirement ‐ in the light of the Beacon Church’s Christian purpose and ethos it reserves the right to exercise legal exemptions under the Equality Act 2010 where it is declared that a Christian faith is integral to the work and requires membership of this or another recognised church;

2. Offending background ‐ in any case where the criminal record history relates to the requirements of the post.

DEFINITIONS

  1. Discrimination:

(a) ‘Direct Discrimination’ is where a person is treated less favourably than another not on the merits of the case but on grounds of a protected characteristic.

(b) ‘Discrimination by association’ occurs where a person is directly discriminated against by association with another individual who has a protected characteristic.

(c) ‘Discrimination by perception’ is where a person is directly discriminated against based on a perception that the person has a particular protected characteristic even if the person does not actually possess that protected characteristic.

(d) ‘Indirect Discrimination’ occurs when a provision, practice or a criterion that applies to everyone but particularly disadvantages people who share a protected characteristic. Although equally applicable to all possible applicants, this may nevertheless be discriminatory because:

(i) The number of persons of the same personal status who can comply with the requirement is considerably smaller than the number who cannot; and

(ii) The requirement cannot be shown to be justifiable.

2. ‘Harassment’ is unwanted conduct related to a protected characteristic which has the effect of violating an individual’s dignity.

3. ‘Victimisation’ occurs when an individual is treated badly or has suffered a detriment because they have made or supported a complaint or raised a grievance.

ROLES AND RESPONSIBILIITES

All employees and ministers are responsible for promoting equality, diversity and inclusion and conducting themselves in accordance with this policy. Particular responsibility lies with the Line Manager and senior officers within the employing body.

Line Managers / Supervisors will:

– Foster good relations between all employees and ministers, service users/providers.

– Ensure that their direct reports attend equality, diversity and inclusion workshops

periodically.

  • Be responsible for the selection, management and promotion of employees and ministers and be given information and / or training to enable them to minimise the risk of discrimination.

All employees and ministers will:

– Ensure that equality, diversity and inclusion is taken into account in undertaking their work to serve Beacon Church

– Be aware of their responsibilities and report inappropriate behaviour/s and raise any incident/s that breach this policy and procedure with their line manager.

– Familiarise themselves with this policy and procedure, ensuring that their practices are consistent with its contents.

  • Undertake equality, diversity & inclusion training.

RECRUITMENT AND SELECTION 

The principles of equality, diversity and inclusion are embedded within Beacon Church’s recruitment and selection procedures pursuant to the requirements of the Church of England.

BREACHES OF THIS POLICY

If any employee or minister believes that he/she has been subject to discrimination under this Policy, then he/she is encouraged to raise the matter with his/her line manager or supervisor or the Vicar or Archdeacon

Allegations regarding potential breaches of this Policy will be treated in the strictest confidence and investigated in accordance with the Grievance procedure. Employees or ministers who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are found to have been made in bad faith will, however, be dealt with under the Disciplinary procedure.

Any employee who is found to have committed an act of discrimination will be subject to disciplinary action. Such behaviour may constitute gross misconduct and, as such, may result in summary dismissal.

Approved by Beacon Church ECC 9 January 2024