Equality and Diversity Policy
Solacia Care’s Commitment to Equality and Inclusion
Introduction
Solacia Cares is dedicated to being an equal opportunities employer and service provider. We strive to create an inclusive and supportive environment free from unfair and unlawful discrimination. This policy ensures that no applicant, employee, or client is treated less favourably on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation, in accordance with the Equality Act 2010. We also aim to prevent any disadvantage arising from conditions or requirements that are not relevant to performance, ensuring that no person is victimised, bullied, or harassed.
At Solacia Cares, we value each individual for their diverse opinions, cultures, lifestyles, and circumstances. This policy applies to all areas of employment, including recruitment, selection, training, career development, and promotion. We closely monitor these areas and make necessary adjustments to our policies and practices to eliminate any direct or indirect discrimination, whether intentional or unintentional.
The HR Manager is responsible for implementing and monitoring this policy. Our personnel policies and procedures are designed to promote equality of opportunity and eliminate discrimination. We expect every employee to uphold these values to maintain a fair and inclusive workplace.
Our Commitment as an Employer
We are committed to:
- Continuously reviewing and updating our employment practices and procedures to maintain fairness and equality.
- We provide various packages and customised solutions to fit different budgets. Contact our sales team for a personalised quote.
- Creating an environment where individual differences and contributions are recognised and valued.
- Ensuring that all employees, workers, or contractors, regardless of their employment status, are treated with dignity and respect. We have a zero-tolerance approach to any form of bullying, harassment, or intimidation.
- Providing equal access to training, development, and career progression for all staff.
- Ensuring that equality in the workplace is not only a legal requirement but also sound business practice.
Our Commitment as a Service Provider
We are committed to?
- Treating breaches of our Equality and Diversity Policy as misconduct, which may lead to disciplinary action.
- Delivering our services equally to all clients, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex, sexual orientation, previous offending history, caring responsibilities, or social class.
- Ensuring our services meet the diverse needs of our clients and service users.
- Gaining the full support of senior management to implement this policy and ensuring that employees and representatives are engaged with our approach.
- Selecting individuals for employment, promotion, or training based purely on aptitude, skills, and ability.
- Monitoring and reviewing this policy annually to maintain its effectiveness and compliance with UK law.
- Providing clear procedures for clients, job applicants, and employees to raise concerns or complaints if they feel unfairly treated.
Ex-Offenders
We will not discriminate against employees or applicants based on their offending background unless there is a known risk to children or vulnerable adults.
Equal Pay
Solacia Cares ensures that all employees, regardless of gender, receive the same pay and benefits for the same work, work rated as equivalent, or work of equal value. We work to remove any inequalities related to pay by using transparent, objective criteria for determining remuneration.
Unconscious Bias
We recognise the impact of unconscious bias and aim to mitigate it in our employment practices. We commit to ensuring that decisions around recruitment, promotions, and training are made without bias and are focused on promoting diversity and inclusion. To achieve this, Solacia Cares will:
- Avoid the influence of personal relationships in decision-making.
- Make employment decisions collectively between HR and management.
- Use blind recruitment practices.
- Remove personal questions from job interviews.
- Use diverse interview panels.
- Base recruitment and promotion decisions on specific job criteria.
Equal Opportunity Policy Statements
Age
We Will:
- Challenge discriminatory assumptions related to age.
- Treat people of all ages with respect and dignity.
- Ensure equal access to employment, training, development, and promotion opportunities for all working-age individuals.
Disability
We Will:
- Challenge any discriminatory assumptions about disabled individuals
- Provide reasonable adjustments to ensure that disabled people have access to our services and employment opportunities.
Race
We Will:
- Promote racial equality across all areas of our organisation.
- Actively challenge racism wherever it occurs and respond swiftly and sensitively to any incidents.
Sex
We Will:
- Ensure equal access for all genders to representation, services, employment, and training.Age
- Challenge assumptions about gender and promote equal opportunities for all genders.
- Take positive steps to address discrimination based on gender.
Gender Reassignment
We Will:
- Support individuals undergoing gender reassignment and prevent discrimination.
- Respond proactively to any instances of discrimination, whether internal or external.
Sexual Orientation
We Will:
- Consider the needs of LGBTQ+ individuals and ensure they are supported and included in our workplace and services.
Religion or Belief
We Will:
- Ensure that the expression of beliefs does not infringe upon the rights of others.
- Respect employees’ religious beliefs and practices, accommodating them wherever possible.
Pregnancy or Maternity
We Will:
- Take into account the needs of employees during pregnancy or maternity to prevent any disadvantage.
- Ensure that employees are treated with respect and dignity, regardless of pregnancy or maternity.
- Challenge discriminatory assumptions about employees who are pregnant or on maternity leave.
Marriage and Civil Partnership
We Will:
- Challenge discriminatory assumptions and ensure that no employee is disadvantaged based on their marital or partnership status.
- Treat employees with respect and dignity, regardless of their marital or civil partnership status.
Monitoring and Review
This policy will be monitored regularly and reviewed at least annually to ensure its effectiveness and compliance with UK legislation. The HR Manager will compile monitoring reports for the Directors, summarising any complaints under this policy in anonymised statistical format for review. Employees involved in recruitment, selection, pay reviews, and promotions are responsible for ensuring adherence to these principles.
Solacia and it’s Subsidiaries remains dedicated to maintaining a fair, inclusive, and respectful workplace and service environment in full compliance with UK law.
Celebrating Diversity, Ensuring Equality: A Workplace for All
At Solacia, we are committed to fostering an inclusive environment where everyone is valued, respected, and treated fairly. Our Equality and Diversity Policy ensures that our practices promote equal opportunities for all, free from discrimination and bias. We believe that diversity enriches our community and drives our success.
Learn More About Our Commitment to Fair Pay.