The CCG has a policy to provide equal opportunity in all employment matters regardless of gender reassignment sexuality, marital or family status, disability, age, race, colour, gender, nationality, ethnic origin or religion, faith or belief. It is committed to recognising and valuing diversity and aims to provide an environment where employees can work with dignity and respect, free from bullying, harassment and discrimination. We are committed to ensuring that complaints in all cases will be treated sensitively, confidentially, thoroughly and swiftly. All employees who have been discriminated against can expect action to be taken on their behalf and support. Equal opportunities is about good management practice, in order to maximise employees’ potential and to create a framework ensuring all employees and job applicants receive equal access in relation to employment, terms and conditions, training, promotion or services.
While the CCG holds primary responsibility for fair employment practices, equal opportunities depends as much on its employees at all levels to ensure its success. Employees should be aware that discrimination on the grounds of race, sex and disability, age, sexual orientation etc is illegal. Employees are expected in particular:
Not to induce others to practice discrimination and not allow oneself to be so influenced e.g. where responsible for recruitment and selection, training, promotion or transfer.
Not to harass, abuse, intimidate or make remarks about other employees on account of their sex, race, disability etc, or on the grounds that an individual has made a complaint or provided information for an investigation.
To inform Managers/Team Leaders if they suspect discrimination is taking place in accordance with their legal obligation Managers and Team Leaders
Lead by example.
Ensure employees are aware of their responsibilities, within the law and the Trust’s policy on Equal Opportunities, and re-affirm these regularly.
Ensure recruitment and selection, grievance, disciplinary, training and promotion issues are dealt with in a fair and consistent manner.
Human resources policy summary
The CCG will employ people on a job share basis where necessary and will consider all requests for job sharing. It is recognised that job sharing represents a flexible response to the management of staff, providing career opportunities for those who choose not to work full time.
The CCG is ‘Positive about Disabled People’ in relation to both access to services and employment. Our advertisements will carry the ‘two ticks’ disability symbol.
The Criminal Records Bureau (CRB), an executive agency of the Home Office is responsible for carrying out a disclosure service to enable employers to make informed recruitment decisions in order to protect vulnerable members of society. This includes obtaining information held on the police national computer and records held locally by the forces. An offer of employment for any post for which a Standard or Enhanced Criminal Records Bureau Disclosure is required, will be made subject to such clearances being received as satisfactory.
A Standard CRB Disclosure will contain details of any spent and unspent convictions, as well as cautions, reprimands and warnings and if you are applying for a post working with children or vulnerable adults it will indicate whether you are barred from working with these groups of people.
An Enhanced CRB Disclosure will contain the same details as a Standard disclosure but may also contain non-conviction information, which the Chief Police officer may feel is relevant.
If the post that you apply for is exempt from the Rehabilitation of Offenders Act 1974, you must disclose all spent and unspent convictions, cautions, reprimands and final warnings. If you have a criminal record this will not necessarily prevent you from obtaining employment with the CCG as each application will be looked at on a case by case basis taking into account the nature of the job you are applying for, the relevance and seriousness of the conviction, the length of time since the conviction and the circumstances and background to the conviction. However not declaring a conviction, spent or otherwise, warning or reprimand may lead to disciplinary action, which could result in dismissal.
The CRB has produced a Code of Practice to ensure information released in disclosures is used fairly, which can be viewed on the CRB website at www.crb.gov.uk.
The CCG has adopted a set of values and behaviours that define all our work. These values and behaviours are integral to everything we do to deliver the best level of healthcare services to local people.