Introduction

This policy outlines Revolution’s commitment to equality of opportunity and equal treatment in employment and access to services, and it provides guidelines for anti-discriminatory practices.

Scope

This policy applies to:

• Employees of Revolution, including those employed directly and through agencies.
• Contractors, Trustees, and customers, particularly regarding service provision.
• The policy addresses discrimination and equality concerning the ‘protected characteristics’ as defined in the Equalities Act 2010:
  • Age
  • Disability
  • Race
  • Sex
  • Religion or cultural beliefs
  • Gender reassignment
  • Marital status and civil partnership
  • Sexual orientation
  • Pregnancy and maternity

Responsibilities

• All staff, contractors, Trustees, and students are expected to treat others with dignity and respect.
• The Revolution Manager is responsible for the advice on equality and diversity issues and ensuring the policy is current.

Aims

Revolution aims to:

• Promote equality of opportunity.
• Celebrate and value diversity.
• Eliminate all forms of unlawful discrimination.

General Purpose

Revolution will ensure that all practices prohibit discrimination on any grounds, including:

• Direct, indirect, associative, and perceptive discrimination.
• Harassment and victimization related to any protected characteristic.

Employment Practices

• Revolution is committed to fostering equality and diversity in its employment practices.
• Practices such as selection, recruitment, training, and promotion will be regularly reviewed to ensure compliance with this policy.
• All training opportunities will be openly advertised to ensure inclusivity.

Revolution as Service Provider

• In its role as a service provider, Revolution strives to ensure accessibility in its products and services, especially to individuals with disabilities or other protected characteristics.
• Specific arrangements will be made to enhance accessibility and ensure non-discriminatory policies.

Data Collection

• Adheres to the Data Protection Act for all data collection relevant to monitoring the impact of the Equalities Act.
• Data will be collected in a common format and only where it is reasonable and practicable.

Revolution Equality and Diversity Action Plan

• The action plan outlines objectives to enhance diversity and promote equality continuously.
• It addresses public trust, fair justice, workforce reflection of the community, and opportunities for employee development.

Responsibilities of the Equality and Diversity Management Board

• Monitored and measured by the Equality and Diversity Management Board, accountable to the Strategic Management Board.
• Led by the Equality and Diversity Champion, Ovais Ahmed.

Aims of the Action Plan

The plan aims to:

• Integrate equality and diversity into departmental strategies and practices.
• Foster an inclusive business culture where all staff feel supported and are able to reach their full potential.
• Maintain high standards in interactions with customers, partners, stakeholders, and the community.

Key Focus Areas of the Action Plan

• Raising the profile and embedding equality and diversity.
• Conducting equality audits.
• Enhancing data collection practices.
• Engaging staff comprehensively.
• Strengthening community ties.