Diversity and Equality Policy

Last updated: March 12, 2025

Skylight Children’s Care Homes is committed to creating a workplace that promotes equal opportunities and safeguards against unlawful discrimination, whether direct or indirect, on the basis of race, sex, pregnancy and maternity, marital or civil partnership status, part-time status, gender reassignment, disability, religion or beliefs, age, or sexual orientation.

This policy seeks to eliminate unfair and discriminatory practices within the organization and to promote the full participation of our diverse community. We are dedicated to actively combating all forms of discrimination and appreciate the advantages that a varied workforce offers. Supporting this principle is a fundamental employment value that all employees are expected to uphold.

We are dedicated to identifying and eradicating unlawful discriminatory practices, procedures, and attitudes, and we expect our employees to support this commitment and contribute to its achievement in every possible way.

Additionally, we uphold the rights of all employees and service users to be treated with dignity and respect. This commitment extends to every facet of employment, including:

• Recruitment and selection processes, encompassing job advertisements, descriptions, and interview techniques
• Training initiatives and programmes
• Evaluation and performance assessment
• Career advancement and promotion opportunities
• Employment terms and conditions, along with access to job-related benefits and resources
• Handling grievances and enforcing disciplinary procedures
• Selection for redundancy based on skills, qualifications, experience, capabilities, and productivity.

The practice of equal opportunities is continually evolving in response to shifts in social attitudes and legislation. Skylight Children’s Care Homes will regularly review its policies and make necessary adjustments to enhance equality of opportunity. This commitment extends to all employment policies and procedures, not solely those directly related to equal opportunities and diversity.

Unlawful Reasons for Discrimination

Sex

It is impermissable to treat an individual less favourably based on their sex, marital status, civil partnership, pregnancy or maternity, gender reassignment, or transgender identity. This protection applies to men, women, and individuals who are undergoing or planning to undergo gender reassignment. Sexual harassment towards any gender can be considered a form of sex discrimination; for example, asking a candidate during an interview whether they plan to have children constitutes discrimination based on gender.

Age

It is impermissible to treat a person less favourably because of their age. This applies to people of all ages. This is not relevant at present to the calculation of redundancy payments.

Disability

It is not allowed to treat a disabled person less favourably than a non-disabled individual. Reasonable accommodations must be implemented to ensure that disabled individuals have equal access to services and the same opportunities for employment, training, and promotion as those without disabilities.

Race

It is not acceptable to treat someone less favourably due to their race, skin colour, nationality, or ethnic or national origins. Skylight Children’s Care Homes is dedicated to being an anti-racist organisation and regularly conducts reflective reviews of all existing policies, procedures, and practices to identify and address any systemic inequalities.

Sexual Orientation

It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because they are homosexual, heterosexual or bisexual.

Religion or Belief

It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.

Reasonable Adjustments

Skylight Children’s Care Homes has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:

• Modifying the physical workspace
• Redistributing certain responsibilities of a disabled employee
• Transferring a disabled employee to a position that is more appropriate for their needs
• Moving a disabled employee to a more accommodating office
• Allowing a disabled employee time away from work for medical treatment or rehabilitation
• Offering training or mentoring opportunities for a disabled employee
• Providing or adapting equipment, as well as instructional and training materials for disabled employees
• Any other modifications or adjustments that Skylight Children’s Care Homes deem reasonable and necessary, as long as they fall within the company’s financial capabilities. If an employee has a disability and believes that adjustments could be made, they should refer to the Disability Policy and reach out to their manager, who will strive to implement reasonable changes to the working environment or circumstances.

Responsibility for the Implementation of this Policy

All employees, workers, subcontractors, and agents of the Company must conduct themselves in a manner that does not expose any other employees or service users to direct or indirect discrimination, harassment, or victimisation based on their race, sex, pregnancy or maternity, civil partnership or marital status, gender reassignment, disability, religion or beliefs, sexual orientation or age. The cooperation of all employees is vital for the successful implementation of this policy.

All management is required to adhere to this policy and to ensure that all employees, subcontractors, and agents do the same. Employees may be held individually and independently liable for their discriminatory behaviour, and in certain cases, an Employment Tribunal may order them to pay compensation to the affected individual. The Company is committed to fulfilling the objectives of this policy and strives to ensure compliance with applicable legislation and codes of practice.

Discrimination and harassment can be complicated matters, and there is no universal approach for addressing every suspected or reported case. In some instances, employees may effectively resolve a concern by discussing it with their immediate manager. If an employee believes they have been harassed by a third party, they should first approach their line manager with complete details of their complaint to explore the possibility of an informal resolution. If an employee prefers to submit a formal complaint, they should refer to Skylight Children’s Care Homes’ Company Policy. We take all claims of unlawful discrimination or harassment seriously, and such matters will be handled in accordance with the Disciplinary Procedure. Serious Discrimination will constitute Gross Misconduct.

If an employee is accused of unlawful discrimination or harassment, a thorough investigation will be conducted. During this investigation, the employee will have the chance to respond to the accusation and explain their actions. If it is determined that no unlawful discrimination or harassment took place, the matter will be closed. However, if it is found that the complaint is false or made with malice, the complainant may face disciplinary action. Conversely, if it is concluded that the employee’s conduct constitutes unlawful discrimination or harassment, they may face disciplinary measures, which could include summary dismissal for gross misconduct.

Monitoring 

The company maintains a zero-tolerance policy regarding unlawful discrimination or harassment in the workplace and will take proactive steps to prevent such behaviour.

Skylight Children’s Care Homes will review its policies and make adjustments to enhance them as social attitudes and legislation evolve. This commitment encompasses all employment policies and procedures, not just those that specifically address equal opportunities and diversity.

Employment and Training

As an employer, the Company is dedicated to ensuring that all employees and job applicants are treated fairly and equally, without any unjustified discrimination. This dedication covers a range of aspects, including recruitment and selection, employment terms and conditions, transfers, training opportunities, promotion, grievance and disciplinary processes, demotions, redundancy decisions, references, dress code, work allocation, and all other employment-related activities. Employees involved in management, recruitment, and interviewing will be provided with appropriate training.

Recruitment and Selection

The company acknowledges the benefits of having a diverse workforce and will take steps to ensure that:

• The company aims to recruit from the widest pool of qualified candidates as possible.
• Employment opportunities are available and accessible to everyone based on their individual attributes and merit.
• When suitable, proactive measures are implemented to encourage applications from all segments of society, particularly from underrepresented groups in the workforce.
• Selection criteria and processes are designed to avoid unjustifiable discrimination based on gender, race (including colour, nationality, or ethnic origin), disability, marital status, sexual orientation, part-time status, age, religion, or belief, except in instances where lawful positive action is applied.
• When necessary, lawful exemptions, such as Genuine Occupational Requirements, may be utilised to recruit employees who can meet the specific needs of certain groups.
• All recruitment agencies representing the company are informed of the non-discrimination policy and are expected to adhere to it.

Conditions of Service

The company is committed to treating all employees fairly and fostering a workplace that is free from discrimination and harassment. It will honor the diverse backgrounds and beliefs of employees whenever applicable. The terms and conditions of employment will align with U.K. equal opportunities legislation. Benefits such as working hours, maternity and other leave policies, performance evaluation systems, dress code, and all other employment conditions will be designed to avoid any unlawful discrimination based on gender, race (including colour, nationality, or ethnic origin), disability, sexual orientation, marital status, part-time status, age, religion, or belief.

When suitable and required, we will strive to offer relevant facilities and working conditions that accommodate the specific needs of employees related to their gender, ethnic or cultural background, nationality, parental or caregiving responsibilities, disability, sexual orientation, marital status, part-time status, age, religion, or belief.

Promotion and Career Development

Promotion opportunities will be awarded solely based on merit, without consideration of any prohibited factors. We will conduct regular reviews of our recruitment and promotion criteria and processes to ensure they do not unfairly discriminate against any group. While we may implement positive action measures in accordance with relevant equal opportunities legislation to encourage applications from underrepresented groups, all recruitment and promotions will be based strictly on merit. Every employee will have equal access to training and career development opportunities that align with their skills and experience. Furthermore, the company will take appropriate positive action measures, as permitted by equal opportunities legislation, to provide targeted training and support for underrepresented groups in our workforce and to encourage their participation in training and career development initiatives.

Promoting Equality and Diversity

This company is dedicated to fostering equality and diversity both within its own operations and in the broader contexts where it has an impact.

Diversity

Diversity is defined as recognising and appreciating each person as an individual, valuing them in their roles as employees, caregivers, and family members. Individuals possess both similarities and differences. Diversity encompasses both visible and non-visible factors, including personal attributes such as gender, race, age, background, culture, disability, work-style and personality.

Leveraging these differences will foster a productive environment where everyone feels valued, their talents are fully utilised, and the organization’s goals are achieved. There is no one-size-fits-all approach to employee treatment, as each individual has their own unique needs, values, and beliefs. Skylight Children’s Care Homes is dedicated to creating a workplace that fully capitalises on the talents, skills, and experiences derived from diverse cultural perspectives found in a multi-ethnic society.

Definition of Discrimination

Discrimination refers to the unequal or differential treatment of individuals, resulting in one person being treated more or less favourably than others in the same or similar situations based on characteristics such as race, gender, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, age, sexual orientation, religion or beliefs. Discrimination can occur in direct or indirect forms. Employees will receive equality and diversity training as appropriate to their roles and responsibilities. All employees at Skylight Children’s Care Homes are expected to take action to prevent discrimination in the workplace and to promote equality at every level.

Skylight Children’s Care Homes is committed to showcasing its dedication to equality and diversity through its marketing and communication initiatives.

Policy Implementation

Management bears the primary responsibility for enforcing this policy and must actively promote equal opportunities. They are directly accountable for preventing discrimination against any employees and must clearly inform all staff that the company maintains a strict zero-tolerance stance on discrimination. Any incidents of discrimination will be addressed as disciplinary matters. Managers are responsible for ensuring that employees understand this policy and consistently adhere to it. Failure to fulfil the responsibilities outlined in this policy will be treated as a disciplinary violation. The HR team oversees the policy’s implementation. All employees are expected to be aware of the Diversity and Equality Policy and to ensure compliance while performing their duties or representing the company. Engaging in discrimination or harassment, or failing to uphold this policy, will result in disciplinary action.

Complaints of Discrimination

The company treats all complaints of discrimination or harassment based on any of the prohibited grounds with utmost seriousness and will respond appropriately. This includes complaints from employees, service users, suppliers, contractors, or other third parties. Each complaint will be investigated following the relevant Grievance or Complaints procedure, and the complainant will be informed of the findings.