Equal Opportunities and Diversity Policy

It remains a common misconception that the underlying principle of an equal opportunities policy is ' treating everyone the same'. On the contrary, an effective and lawful equal opportunities policy seeks to eliminate various forms of dicrimination, and encourage diversity.

The Law acknowledges seven prohibited discriminatory grounds, which are referred to as 'strands' by the  Equality and Human Rights Commission (EHRC).  These are : race, gender, disability, age, sexual orientation, gender reassignment, religion & philosophical belief.

Equality legislation applies in both the employment of staff, and in the delivery of services to customers or beneficiaries. In some cases, it also requires organisations defined as 'public bodies' to eliminate unlawful discrimination and promote equal opportunities in the exercise of public functions. This latter requirement has raised the question as to whether third sector organisations are infact public bodies when undertaking commissioned activities. For example, in the case of London & Quadrant v Weaver, the housing association ( which has a significant presence in Waltham Forest ), was considered to   be acting as a public authority.

Not all discrimination is unlawful. Many third sector organisations are established for beneficiaries defined by ethnic origin, gender,  disability,age, sexual orientation and religious & philosophical belief. In some cases, it may be a genuine occupational requirement (GOR) to employ a person from a particular ethnic minority, or gender. However, it is a complex legal area, and employers are recommended to contact the EHRC, prior to advertising a post as being exempt from any strand of anti-dicrimination legislation.