The Lake District National Park Authority is committed to the principle of equal opportunities for all, and the aim of this policy is to ensure that employees, job applicants and individuals in receipt of our services are treated fairly and equally at all times.
The Authority seeks to prohibit improper discrimination of every type and its policy is therefore to ensure that all persons are treated fairly irrespective of their:
colour, ethnic origin, race, sex, sexual orientation, nationality, age (within the context of the normal retirement age) or youth, religion, political beliefs, trade union membership or non-membership, marital and physical or mental status, disability, pregnancy and maternity or any other factors which are in no way relevant in terms of individuals receiving our services or in terms of an individual’s ability to perform a job.
The Authority’s policy is to respect all the people we deal with (such as employees and all external contacts) and to treat them fairly. Furthermore, the Authority requires all employees irrespective of position to comply with this policy at all times.
The Authority is committed to ensuring that all practices and procedures in operation do not discriminate directly or indirectly against any individual. This includes:
Further details of the Authority’s commitments and actions it will take with respect to these areas are given in appendix 1.
The Authority believes that an effective equal opportunities policy will help it make full use of the talents of all employees which will result in a healthy and more productive atmosphere and so create a better quality of working life.
We accept the right of everyone to be different and recognise the value of having a diverse workforce, where men and women with different backgrounds, skills and abilities contribute in their own way to the work of the Authority.
The Authority will:
The Authority requires all line managers:
All employees will be provided with a copy of this policy and are required to comply with it at all times.
Any employee offending will be dealt with under the disciplinary procedure and, if found guilty, unless assurances of future non-discriminatory actions are forthcoming, an employee repeating any act of discrimination may be dismissed.
In addition, employees should be aware that whilst the Authority can be held liable in law for acts of discrimination committed by employees, individual employees can also be held personally liable for acts of discrimination which they commit, authorise, contribute to or condone in relation to other employees and members of the public.
All employees will be provided with a copy of the policy and all job applicants will receive a copy of the policy with their application form.
In addition, Members, volunteers and others providing services on behalf of the Authority will be issued with a copy.
The National Park Officer will be responsible for monitoring the effectiveness of the Equal Opportunities Policy and reporting the outcome to Members on a yearly basis.
As part of the monitoring, recruitment and selection procedures, along with the Authority’s policies, procedures and conditions of service will be reviewed as appropriate to check they conform with the law and current best practice in the provision of equal opportunities. The number of complaints about discrimination will also be monitored and reported.
The annual stress audit and the Personal Development Review system, along with exit interviews (carried out before an individual leaves the Authority’s employment to establish why they are leaving) are mechanisms which should also give the Authority an idea about the effectiveness of its equal opportunities policy in the workplace.
As already stated, the Authority will treat any complaints from an employee or any other individual concerning discrimination very seriously, and will fully investigate the matter. Appropriate action to rectify the matter will be taken.
Where an employee is found to have acted in a discriminatory way, the disciplinary procedure will be applied.
If you believe that any form of discriminatory action against you has occurred in the course of your employment (either by someone at the Authority or someone from outside), then you should in the first instance talk in confidence to your line manager. If this is not possible, for whatever reason, your complaint should be raised with a member of the Senior Management Team or the Personnel Officer. You may do this via your Staff Representative or the Union if you prefer.
You have recourse to the Authority’s Grievance Procedure if you feel it is appropriate.
In addition, employees are reminded that they have access to the free counselling service, the Employee Assistance Programme (EAP) if they wish. Leaflets are available at each place of work or alternatively your line manger or the Personnel Officer can be contacted.
Employees are reminded that while there is a duty to report the suspected discriminatory action of others, under the Authority’s Confidential Reporting Policy employees are assured protection from possible reprisals or victimisation if they make such a disclosure in good faith and with a reasonable belief that discrimination has occurred.
If you believe or consider a colleague of acting in a discriminatory manner, you should report this to your line manager or, if this is not appropriate, to a member of the Senior Management Team or the Personnel Officer. Your Staff Representative or the Union will offer you support if you wish.
The Authority will not tolerate the following forms of discrimination in the workplace:
Such forms of discrimination can be a source of great distress to employees concerned. A separate staff note deals with these sort of discrimination and the procedures for raising a complaint should you feel you are a victim.
The Authority is committed to ensuring that all practices and procedures in operation do not discriminate directly or indirectly against any individual. This includes:
The Authority aims to promote equality of opportunity for all employees in its policies, and as such all terms and conditions of service and employment policies and procedures will be applied fairly and consistently.
Examples of existing personnel polices which relate to equal opportunities are:
The Authority aims to ensure that there are no discriminatory barriers to the employment and promotion of any individual.
All appointments will be made on merit and to ensure this happens, the Authority will take the following actions:
In addition, the Authority will endeavour to offer appropriate training to employees involved in the recruitment and selection process.
Employees and Individuals with Disabilities
The Authority will endeavour to provide those who have physical or mental disabilities with specific assistance and arrangements to enable them to work for the Authority wherever and whenever this is reasonably practical. The Staff Note on Employing People with Disabilities provides more information on this.
The Authority has committed to plan and deliver training and development provision on the basis of equality of access for all. In other words, all individuals are to be given full and fair consideration for training opportunities, irrespective of their gender, race, colour etc.
As an organisation which provides a variety of services, the Authority will try at all times to ensure that all facilities and services and good supplied conform with the requirements of the Disability Discrimination Act (1995) and that they do not discriminate directly or indirectly against any individual or group. There is recourse to the Authority’s Complaints procedure if necessary.
The Authority will ensure that all external providers of services engaged on its behalf - for example those not directly employed by the Authority such as contractors, events leaders, volunteers and appointed Members - are aware of the Authority’s Equal Opportunities Policy. Such individuals will be required to undertake to conform with the Policy when providing services under the Authority’s name. If the Authority is made aware that any discriminatory action has occurred, then the matter will be investigated and appropriate action will be taken if the complaint is substantiated.
