Equal opportunities

Policy
Pecan was formed as an expression of the work of the church. Therefore we consider it vital that we treat every client, employee, volunteer and stakeholder in a way which reflects the value they have in God’s sight.

Pecan recognises that disadvantage and discrimination exist in society, and is committed to striving to eliminate these inequalities. Pecan aims to be fair, reasonable and just in all its responsibilities.

Pecan is committed to ensure that no person or group of persons being recruited for or attending a Pecan course will be treated less favourably than any other person or group of persons because of their race, colour, ethnic or national origins, or because of their religion or belief, gender, sexual orientation, gender re-assignment, disability, appearance, age or marital status.

We consider that unemployed people are excluded from full participation in society. Pecan is committed to action that counteracts this exclusion. In particular, Pecan encourages and trains clients to gain control over their own lives.

This policy applies to both employment of staff and delivery of our projects, and includes:

Discrimination – We aim to treat all clients, users of our services, students, employees, volunteers, job applicants, suppliers and other stakeholders fairly and we will not unlawfully discriminate on the grounds of their race, colour, nationality, ethnic or national origin, religion or belief, gender, gender re-assignment, sexual orientation, marital status, age or disability.

We intend to ensure requirements or conditions, do not unfairly or unjustifiably limit access to services, jobs, or volunteering opportunities. Pecan will actively challenge unlawful discrimination in all forms.

Equal access – Pecan is committed to increasing access to services, volunteering and job opportunities and learning and development opportunities by having policies and practices which take account of diverse needs.

Core value inclusion – Equality and diversity is part of Pecan’s core values and forms part of the framework within which all policies, procedures and practices within the organisation are developed, implemented and reviewed.

Valuing Diversity – It is clear that much is gained from having a diverse workforce to better meet the needs of our clients and customers. We are keen to ensure that we have a diverse workforce for the positive benefit that this brings to the organisation and to our clients and customers.

Maintaining records – To ensure that this policy is operating effectively in terms of employment, we maintain records of employees’ and applicants’ equalities data. This information is monitored and formally reviewed annually by Pecan’s CEO. To ensure this policy works in practice we also monitor the records of our clients and volunteers regularly.

Procedures and responsibilities
It is the responsibility of every employee of Pecan to put this policy into practice. All members of staff, whether full-time, part-time and regardless of length of service are required to comply with this policy. This is to help create a positive working environment that is open, friendly and welcoming.

All employees are made aware of this policy in their induction as well as in staff meetings. They are asked to sign it to acknowledge they have read and understood the policy.

Any act of unlawful discrimination by employees or any failure to comply with the terms of the policy will result in disciplinary action and can result in termination of employment All staff will be suitably supported to be aware of the forms which discrimination can take, to guard against them and to avoid any action which might influence others to discriminate unfairly.

Responsibility for the implementation of this policy and for dealing with matters arising from it lies with managers within their departments. They must ensure that any complaints of discrimination, bullying or harassment are dealt with swiftly, sensitively and effectively.

Monitoring and evaluation
The Chief Executive and Trustees of Pecan are responsible for the effective implementation of this policy and the procedures associated with it. They ensure that there is a regular review of this policy and are provided will all statistical information required to do this by the HR Manager.