Equality and Diversity Policy - Homecare We Care

Equality and Diversity Policy


4.1 All forms of discrimination are unlawful and prohibited under this policy. Homecare We Care Ltd takes a zero-tolerance approach to any type of discrimination, bullying, harassment and/or victimisation which one member of staff may perpetrate against another and/or against any other person, including but not limited to former employees, job applicants, clients, customers, suppliers and visitors.

4.2 Equally, this policy not only applies in the workplace but also outside of it when the member of staff is dealing with customers, suppliers or other work-related contacts, or when wearing a work uniform and on work-related trips or events including social events.

4.3 Any data collected as part of this policy will be processed in accordance with current data protection legislation, the Privacy Notice issued to staff and the Data Security and Data Retention Policy and Procedure of Homecare We Care Ltd. Homecare We Care Ltd appreciates that certain health data and medical reports will be special category data and Homecare We Care Ltd will process this data accordingly.

4.4 Homecare We Care Ltd complies with the Equality Act 2010 in all its processes regarding employees.

4.5 This policy does not form part of any employee’s contract of employment and we may amend it at any time


5.1 Homecare We Care Ltd will provide appropriate training on Equal Opportunities. Homecare We Care Ltd is committed to following the European Human Rights Commission Employment Statutory Code of Practice and has appointed an appropriate senior manager to have responsibility for Equal Opportunities training.

5.2 Recruitment and Selection

Any selection exercises including recruitment, promotion and redundancy selection, amongst others, will be carried out with regard to objective criteria which specifically avoid any issues of discrimination. Similarly, where possible, Homecare We Care Ltd will ensure that such exercises are carried out by more than one person.

Any vacancies will be advertised to as wide and diverse an audience as possible. Such advertisements will not discourage any individual or group from applying. Job applicants will not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children. Job applicants will not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law, for example, to check that the applicant could perform an intrinsic part of the role, for example, heavy lifting (taking account of any reasonable adjustments), or to see if any reasonable adjustments may be required at an interview. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, these forms will not be used for selection or decision-making purposes.

5.3 Disabilities

Homecare We Care Ltd is committed to ensuring that all members of staff have the ability to thrive in their career. If a member of staff is disabled or becomes disabled, whether this disability is obvious or not, Homecare We Care Ltd encourages them to tell Kimberley Heaton about their condition so that Homecare We Care Ltd can consider what reasonable adjustments or support may be appropriate.

5.4 Part-time and Fixed-term Work

Part-time and fixed-term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

5.5 Disciplinary Procedure

Any member of staff found to be in breach of this policy will be subject to disciplinary action. Serious cases of deliberate discrimination may amount to gross misconduct, resulting in dismissal. Please see the Discipline Policy and Procedure for further information.

5.6 Grievance Procedure

If a member of staff believes that they have suffered discrimination, then they should raise these issues through the Grievances Policy and/or Anti-Bullying and Harassment Policies of Homecare We Care Ltd. A member of staff will not be bullied or victimised for raising issues under this policy. However, if a complaint is made in bad faith and/or is knowingly false, the member of staff may be subject to the Discipline Policy and Procedure of Homecare We Care Ltd.

5.7 All staff should understand their responsibility to show consideration to and to not discriminate against colleagues and this will be reinforced in supervision

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