Contents

  1. Introduction
  2. Scope
  3. PPC’s Commitment to you
  4. What PPC expects from you
  5. Discrimination
  6. Different types of discrimination under the Equality Act 2010
  7. Discrimination arising from disability
  8. Failing to make reasonable adjustments
  9. Harassment and sexual harassment

1. Introduction

This Diversity and Inclusion Policy encompasses a broader goal of fostering inclusion, respect and valuing diversity. It aims to create an inclusive culture that values and leverages diversity.

PPC is made up of brilliant people with unique backgrounds, characteristics, experiences, skills and motivations, and values people for the differences they bring. Fostering an inclusive culture helps everyone benefit from a wider range of perspectives, experiences and skills, creating a happier, more productive working environment.

To support this culture, this policy:

  • Outlines our commitment throughout the employment lifecycle to equality, diversity and inclusion and sets out how it puts this commitment into practice.
  • Explains the behaviours PPC expects of our people in support of this commitment.
  • Sets out the key steps PPC takes to make our culture as inclusive as possible, including our diversity and inclusion framework and how it ensures equality of opportunity throughout the employment lifecycle.

This policy does not form part of your contract of employment; PPC reserves the right to amend or withdraw it at any time.

2. Scope

This policy applies to anyone working for us, including councillors, staff (full-time or part-time), contractors, volunteers, interns and apprentices. It also relates to job applicants and is relevant to all stages of the employment relationship. This policy accompanies our Anti-harassment and Bullying Policy and Equal Opportunities Policy.

3. PPC’s Commitment to you

PPC believes that a culture of equality, diversity and inclusion supports wellbeing and enables our people to work better because they can be themselves and feel they belong.

PPC is committed to promoting a working environment based on dignity, trust and respect, and one that is free from discrimination, harassment, bullying or victimisation.

PPC ensures that our recruitment, promotion and retention processes do not treat people less favourably because of their:

  • Disability
  • Gender, gender identity or gender reassignment status
  • Marital status
  • Race, racial group, ethnic or national origin or nationality
  • Religion or belief
  • Sexual orientation
  • Age
  • Civil partnership status
  • Pregnancy or maternity
  • Paternity
  • Part-time status or fixed-term status

This list is not exhaustive.

4. What PPC expects from you

PPC expects everyone to take personal responsibility for observing, upholding, promoting and applying this policy. Creating the right environment is a responsibility we all share and requires ongoing commitment. PPC recognises that different aspects of identity can intersect (“intersectionality”), compounding bias or barriers for some individuals.

Treat colleagues and third parties (customers, suppliers, contractors, agency staff and consultants) fairly and with dignity, trust and respect. Make space for different viewpoints and constructively challenge inappropriate comments or ways of working. Dealings must be free from discrimination, harassment, victimisation or bullying. Breaches may lead to action under PPC’s Disciplinary Procedures, and individuals can be personally liable for discrimination and harassment.

5. Discrimination

The Equality Act 2010 prohibits discrimination because of protected characteristics (as listed above). Discrimination can be intentional or unintentional and may be direct, indirect, by association or by perception. There are also two types specific to disability: discrimination arising from disability and failing to make reasonable adjustments.Discrimination is not always obvious and can be subtle and unconscious (“unconscious bias”), for example:

  • Steering employees into particular types of work based on stereotypical assumptions rather than individual attributes and abilities.
  • Recruiting or promoting into particular roles because of assumptions about the reactions or preferences of others.
  • Using different standards for different groups to judge performance.

6. Different types of discrimination under the Equality Act 2010

  • Direct discrimination: Treating someone less favourably because of a protected characteristic (e.g., choosing not to recruit someone because they are disabled).
  • Indirect discrimination: A policy, procedure or way of working that applies to everyone but puts people with a protected characteristic at a disadvantage, unless it is justified. Example: requiring all staff to finish at 6pm could disadvantage some women with childcare responsibilities.
  • Associative discrimination: Less favourable treatment because someone is associated with a person who has a protected characteristic (e.g., their partner is transgender).
  • Discrimination by perception: Less favourable treatment because you perceive someone to have a protected characteristic even if they do not.

7. Discrimination arising from disability

Treating someone unfavourably because of something connected with their disability where such treatment is not justified (e.g., dismissing or withholding a bonus due to disability-related absence; disciplining someone for a loss of temper that was due to severe pain caused by cancer).

8. Failing to make reasonable adjustments

Employers are legally obliged to make reasonable adjustments so that aspects of employment or premises do not put a disabled person at a substantial disadvantage. Examples include:

  • Allocating some duties to a colleague
  • Changing working hours or place of work
  • Adjusting procedures for assessing job candidates
  • Modifying disciplinary and grievance procedures

9. Harassment and sexual harassment

Harassment is unwanted conduct related to a protected characteristic that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Sexual harassment includes:

  • Conduct of a sexual nature that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment; and
  • Less favourable treatment related to sex or gender reassignment because of a rejection of, or submission to, sexual conduct.

See the Anti-harassment and anti-bullying policy for reporting procedures.

Victimisation is treating someone detrimentally because they made or supported a complaint of discrimination or harassment. Bullying is offensive, intimidating, malicious, insulting or abusive conduct (often persistent) that undermines, humiliates or injures; it can be physical, verbal or non-verbal and can occur in person or online. If bullying relates to a protected characteristic, it may also constitute harassment.

Monitoring and Review

The Staffing Committee will review this policy at least every 3 years.

Adopted 25 November 2024