Diversity & Inclusion Policy – 2023

Last Updated: 02 January 2023

Updated by Sarah Hayford

DIVERSITY & INCLUSION POLICY

The Land Collective CIC is committed to supporting the principle of equal opportunities, and opposes all forms of unlawful or unfair discrimination on the grounds of colour, race, nationality, ethnic origin,

sex, pregnancy, marital or civil partnership status, disability, neurological conditions, religion, belief, age, sexual orientation, gender identity or expression, socio-economic status, trade union membership or on the fact that an individual is a part-time worker, volunteer or fixed term employee.

Our aim is to recruit, train and promote the best person for the job and to create a working environment free from unlawful discrimination, victimisation and harassment in which all employees are treated with dignity and respect. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds.

All employees will be made aware of the requirements of this policy and will be obliged to cooperate to ensure that the policy is carried out effectively. Any form of discrimination may be unlawful and will be treated as a disciplinary offence resulting, if appropriate, in disciplinary action.

Note that the Diversity & Inclusion Policy, and complaints procedure, may be changed by The Land Collective CIC in its absolute discretion at any time.

SCOPE OF POLICY

This policy applies to the advertisement of jobs, recruitment, terms and conditions of employment, career development, counselling, training, promotion, grievance and disciplinary procedures and all other aspects of employment.

All employees are required to comply with the Diversity & Inclusion Policy when dealing with other members of staff, programme participants, job applicants, clients, suppliers, and contacts of the Organisation, and anyone else with whom they come into contact during the course of their term.

In particular, all employees must take care to guard against more subtle and unconscious forms of discrimination which may not be immediately obvious. This may result from generalisations about the capabilities, characteristics or interests of a particular group which influence the treatment of individuals.

RECRUITMENT

The Land Collective CIC will ensure that information about vacancies will be circulated as widely as possible in the circumstances to ensure that it reaches all sections of the community regardless of colour, race, nationality, ethnic origin, sex, pregnancy, marital or civil partnership status, disability, religion, belief, age, sexual orientation, gender identity or expression, socio-economic status, trade union membership or on the fact that an individual is a part-time worker or fixed term employee.

All applications will be welcomed and will be considered on the relative merits of the applicant against the job and/or person specification for the position.

Job and person specifications will only include criteria which are objectively required for the duties and responsibilities of the vacancy.

If there is a genuine and lawful reason for limiting the vacancy to a particular group, this will be clearly stated, and the grounds for it, on any advertisements.

Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions. For example:

• Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any workplace adjustments);
• Questions to establish if an applicant is fit to attend an assessment or any workplace adjustments that may be needed at the interview or assessment.
• To monitor diversity in the range of applicants (which will not form part of the decision-making process); and
• To take positive action to assist applicants with disabilities.

DISABILITY CODE OF PRACTICE

The Land Collective CIC values the individual contribution of all employees and prospective employees from all sectors of the community at large. The Land Collective CIC recognises its social, moral and statutory duty to employ and/or onboard people with disabilities and will do all that is practicable to meet this responsibility.

The Company operates, therefore, the following Code of Good Practice on Disability:

• The Land Collective CIC will take steps to raise awareness of disability throughout the organisation, particularly targeting all staff involved in recruitment and selection processes.
• The Land Collective CIC will take reasonable steps to ensure that the working environment, working practices and terms and conditions of employment do not prevent people with disabilities from taking up positions for which they are suitably qualified and, in all other respects, the best person for the job.
• The Land Collective CIC will take steps to ensure that all people with disabilities have the same opportunities, subject to reasonable cost limitations/practicalities, as other staff to develop their full potential within the organisation.
• The Land Collective CIC will encourage the participation of employees with disabilities to ensure that, wherever possible, its employment practices recognise and meet their needs and will consult employees with disabilities on actions to make sure they develop and use their abilities at work.
• The Land Collective CIC will continue to provide services and facilities to clients with disabilities.

BREACHES OF THIS POLICY

If you believe that you may have been discriminated against you are encouraged to raise the matter through our Grievance Procedure.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Staff who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are found to have been made in bad faith will, however, be dealt with under our Disciplinary Procedure.

Any member of staff who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and, as such, may result in summary dismissal from their post. We take a strict approach to serious breaches of this policy.

MONITORING

To ensure that this policy is operating effectively, and to identify groups that may be underrepresented or disadvantaged within the Company, we may monitor employees and applicants’ ethnic group, caring commitments, gender, disability, sexual orientation, gender identity or expression, socioeconomic status, religion, and age.

Provision of this information is voluntary, and it will not adversely affect an individual’s chances

of recruitment or any decision related to their employment. Analysing this data helps the Organisation to take appropriate steps to avoid discrimination and improve equality and diversity.