Race Relations Policy

Version: 1.0 2009-06-06. James Gardner

Introduction

1. 3aims Ltd is committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic society, and where people feel they are respected and valued, and can achieve their potential regardless of race, colour, nationality, national or ethnic origin.
2. 3aims Ltd will follow the recommendations of the Commission for Racial Equality’s (CRE) code of practice in employment to achieve racial equality in all its employment policies, procedures and practices. The aims of this policy are to ensure that:
   1. No one receives less favourable treatment, on grounds of race, colour, nationality, or ethnic or national origins, or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on non-racial grounds, or victimised for taking action against racial discrimination or harassment, or instructed or put under pressure to discriminate unlawfully.
   2. The organisation is free of conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive or humiliating working environment.
   3. Opportunities for work, training and promotion are equally open to candidates from all racial groups.
   4. Selection for work, promotion, transfer and training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit.
3. This policy applies to all aspects of work, from recruitment and selection to termination of work and former workers’ rights.
4. We will take the following steps to put the policy into practice and make sure it is achieving its ends.
   1. The policy will be a priority in any tender applications or business proposals
   2. The 3aims Ltd Directors will be responsible for ensuring this policy is enforced in the organisation.
   3. The policy will be communicated to all workers, job applicants and sub contractors.
   4. All workers will be trained on the policy; on their rights and responsibilities under the policy, and in law; and on how the policy will affect the way they carry out their duties. Everyone will clearly understand what constitutes acceptable and unacceptable conduct in the organisation.
   5. Managers and workers in key decision-making areas will be trained on the potentially discriminatory effects of practices, conditions, and criteria on some racial groups, and the importance of being able to justify decisions.
   6. Complaints about racial discrimination or harassment in the course of their work will be regarded seriously, and may result in disciplinary sanctions, and even termination of locum contract.
   7. Opportunities for work, promotion, transfer and training will be advertised widely, internally and externally, and all applicants will be welcomed, irrespective of race, colour, nationality or ethnic or national origin.
   8. All workers will be encouraged to develop their skills and qualifications, and to take advantage of promotion and development opportunities in the organisation.
   9. Selection criteria will be exclusively related to the job or training opportunity.
   10. Information on the ethnic and racial backgrounds of workers and applicants for work, promotion and training will be collected and analysed, to monitor the workforce, and each stage of the recruitment and selection process. The information will be held in strictest confidence and will only be used to promote racial equality and prevent unlawful racial discrimination.
   11. Requirements, conditions, provisions, criteria and practices will be reviewed regularly, in the light of the monitoring results, and revised, if they are found to, or might, discriminate unlawfully on racial grounds.
5. All contracts for goods, facilities or services will include a clause prohibiting unlawful racial discrimination by contractors and their staff, and by any sub- contractors and their staff. The clause will also recommend the CRE code of practice in employment as basic good practice. Contractors, suppliers and agencies will be expected to have the following minimum standards of racial equality in employment:
   1. An effective racial equality policy.
   2. The name of the person responsible for putting the policy into practice.
   3. A statement that unlawful racial discrimination and harassment are regarded seriously, and may result in disciplinary sanctions, and even dismissal.
   4. A complaints procedure for racial discrimination and harassment at work.
6. Customers and clients will be made aware of the policy, and of their right to fair and equal treatment, irrespective of race, colour, nationality or ethnic or national origin.

This policy was endorsed by the Director and has the full support of the board. All staff and workers are responsible for familiarising themselves with this policy.