Adopted: 25 November 2024  |  Review Date: November 2027

1. Context

The Equality Act 2010 covers protected characteristics, prohibited conduct (including discrimination, reasonable adjustments, victimisation and harassment), services and public functions, premises, employment, contracts, and the public-sector equality duty (which applies to parish councils). PPC also strives to comply with all other relevant legislation and guidance, including the Human Rights Act 1998 and wider employment law.

2. The Policy

PPC is committed to being an effective Equal Opportunities organisation, ensuring everyone is treated fairly and with respect across recruitment, employment and service provision.

a. As an Employer

  • Provide quality and fairness for all and not discriminate on grounds of age, disability, sex/gender, sexual orientation, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including ethnic origin, skin colour, nationality and national origin), or religion or belief. (List not exhaustive.)
  • Treat all employees fairly regardless of position, hours or contract length; selection for employment, promotion, training or benefits will be based on aptitude and ability.
  • Require mutual respect; harassment and discrimination are unacceptable and subject to disciplinary action.

b. As a Service Provider

  • Ensure services provided by or on behalf of PPC are accessible to all without discrimination and all service users are treated with respect.
  • Work, where appropriate, with other agencies to promote equal opportunities.
  • Ensure contractors comply with PPC’s Equal Opportunities Policy.

3. The Policy in Action

a. As an Employer

  • Make employees aware of their rights and responsibilities to each other, the public and the Council on equality issues.
  • Provide routes to raise concerns via competent named personnel and treat unacceptable behaviour seriously.
  • Managers and Councillors have a key role and personal responsibility for successful implementation.

b. As a Service Provider

  • Promote equal treatment in service delivery and prevent disadvantage in access to services; where practices make access impossible or unreasonably difficult, take reasonable steps to change them.
  • Ensure, wherever practicable, PPC premises are accessible; where not, provide reasonable alternatives.
  • Communicate accessibly (e.g., large print/audio on request) and comply with all relevant legislation.

4. Recruitment

  1. Job descriptions and person specifications: Prepared for all posts, describing duties and required qualifications/skills; care is taken to avoid discriminatory content
  2. Advertising: Use a range of methods; normally advertise externally; state “Perranzabuloe Parish Council is an Equal Opportunities Employer”; ensure adverts do not exclude or discourage any group; reference job description/spec; give clear instructions to obtain packs.
  3. Applications and shortlisting: Use an application form with essential information (alternative formats on request); shortlisting by at least two people against objective criteria/person specification; formal qualifications considered only when necessary; shortlisted candidates receive full interview details; selectors are briefed on criteria, bias, and cross-cultural understanding.
  4. Interviewing: Conducted by a minimum of two people; objective questions aligned to the role (which may be shared in advance); ask about required adjustments; take notes and check work eligibility.
  5. Selection: Score candidates against criteria; highest scoring offered subject to satisfactory references and DBS check; unsuccessful candidates informed and offered brief feedback.
  6. DBS checks: Standard DBS requested in line with Safeguarding Policy; enhanced disclosures where roles meet DBS guidelines and stated in the pack.
  7. Ex-offenders: No discrimination against applicants with unspent convictions unless the post requires it; applications are considered individually.
  8. Induction and training: All employees, councillors and volunteers receive the Equality & Diversity Policy during induction.
  9. Flexible Working: Employees (from day one) may request flexible working under relevant legislation (Employment Relations (Flexible Working) Act 2023 etc.); up to two requests in any 12-month period; PPC responds within two months unless an extension is agreed and will consult before any refusal.
  10. Terms and conditions: Annual leave & religious holidays — PPC does not ask about religion and will not discriminate regarding festivals; annual leave processes apply. Cultural & religious needs — PPC will consider reasonable accommodation while maintaining efficiency.
  11. Training: Wide access to training; selection based on PPC needs and personal development; special needs (e.g., disability/caring responsibilities) considered with methods to help overcome barriers.

5. Role of Councillors and Employees

All staff and Councillors are responsible for implementing the policy; PPC may be vicariously liable for actions carried out in its name. The Clerk, supported by PPC, ensures implementation and appropriate resourcing. Everyone must follow procedures, flag suspected discrimination, and refrain from harassing or intimidating others.

  1. Employment: PPC is an equal opportunity employer; recruitment and management always adhere to the law and this policy.
  2. Grievance and Disciplinary Procedures: Complaints of discrimination are taken seriously without victimisation; discriminatory behaviour is investigated and dealt with under the Disciplinary Procedure.
  3. Bullying and Harassment: Everyone has the right to dignity and respect; complaints are raised via the Grievance Procedure and investigated, with Disciplinary Procedures followed as appropriate.

6. Monitoring of Equal Opportunities

  • The Staffing Committee monitors implementation as an employer; the Finance & Operations Committee monitors implementation as a service provider (involving community and voluntary groups where appropriate).
  • Staff complaints: handled via PPC’s Grievance Procedure; public complaints: via PPC’s Complaints Procedure.
  • Policy reviewed at least every two years or when legislation changes.