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Diversity & Equalities Policy

StreetVibes (SV) aims to be an equal opportunity employer and service provider, and has a policy for this purpose. This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment. This policy also covers the means by which SV’s services are communicated and delivered. This policy is available on the SV website.

To ensure that this policy is operating effectively (and for no other purpose), SV maintains records of employees' and applicants' personal details in relation to the protected characteristics as defined by the Equality Act 2010. These characteristics are:

  • age;
  • disability;
  • gender reassignment;
  • marriage and civil partnership;
  • pregnancy and maternity;
  • race;
  • religion or belief;
  • sex;
  • sexual orientation.

Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. SV’s aim is that the composition of its workforce should reflect that of the community and its members and learners.

SV’s Managing Director is responsible for the effective operation of its Diversity and Equalities Policy, in accordance to the Equality Act 2010.

Vacancy advertising 

Wherever possible, all vacancies will be advertised simultaneously internally and externally. Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally. Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, universities etc with significant minority group representation as well as to minority press/media and organisations. Wherever possible, all vacancy advertisements will include an appropriate short statement on equal opportunity.


Selection and recruitment 

Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job. Wherever possible, more than one person will be involved in the selection interview and recruitment process, and all should have received training in equal opportunities. Reasons for selection and rejection of applicants for vacancies will be recorded.

Positive action - training, promotion and conditions of service 

Underrepresented groups will be encouraged to apply for training and employment opportunities with the company. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit. Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups. Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

Personnel records 

In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees' and job applicants' personal information as it relates to the ‘protected characteristics’ defined in the Equalities Act 2010 . Where necessary, employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted. Such records will be analysed regularly and appropriate follow-up action taken.

General 

The cooperation of all employees is essential for the success of this policy. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.

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*This policy is reviewed annually. This policy was last revised August 2018.