Equal Opportunities Policy - Revision history

Rebekah Hook: Ownership of policy changed from Ethos & Values Steering Group (no longer active) to Chair of Trustees.

2026-05-01T17:11:08Z

Ownership of policy changed from Ethos & Values Steering Group (no longer active) to Chair of Trustees.

← Older revision		Revision as of 17:11, 1 May 2026
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	{\| class="wikitable"		{\| class="wikitable"
	!Group or individual responsible for review		!Group or individual responsible for review
	!~~[[The Ethos and Values Steering Group]]~~		!Chair of Trustees
	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''

Immi: /* Recruitment of Ex-Offenders */ added 'additional safeguards and risk-assessment measures' section

2026-01-02T15:36:06Z

Recruitment of Ex-Offenders: added 'additional safeguards and risk-assessment measures' section

@@ Line 92: / Line 92: @@
 In line with our equal opportunities principles, we recognise the valuable contribution that individuals with criminal records can make and are committed to ensuring that they are not unfairly discriminated against.
-* We actively promote equality of opportunity for all job applicants, including those with a criminal record, in line with the Rehabilitation of Offenders Act 1974 and [https://www.gov.uk/government/publications/recruitment-of-ex-offenders-guidance/recruitment-of-ex-offenders-guidance current guidance from the UK Government on the recruitment of ex-offenders].
+We actively promote equality of opportunity for all job applicants, including those with a criminal record, in line with the Rehabilitation of Offenders Act 1974 and [https://www.gov.uk/government/publications/recruitment-of-ex-offenders-guidance/recruitment-of-ex-offenders-guidance current guidance from the UK Government on the recruitment of ex-offenders].
-* During recruitment, we assess applicants’ suitability for roles based on their skills, experience, and ability to perform the role, and not solely on the existence of a criminal record.
-* Disclosure of a criminal record does not automatically preclude employment or volunteering opportunities with us. However, certain roles are subject to a Disclosure and Barring Service (DBS) check. Any information disclosed through this process will be handled confidentially and will only be considered in relation to the specific role being applied for, and in line with relevant legislation and safeguarding requirements.
+During recruitment, we assess applicants’ suitability for roles based on their skills, experience, and ability to perform the role, and not solely on the existence of a criminal record.
-* All applicants are encouraged to provide information about any unspent convictions at the appropriate stage of recruitment. Where appropriate, a conversation will be arranged to discuss the context of any disclosed convictions and to provide an opportunity for the applicant to explain.
-* We adhere to the principles of fairness by ensuring that only relevant and proportionate information is considered, and decisions are made on a case-by-case basis.
+Disclosure of a criminal record does not automatically preclude employment or volunteering opportunities with us. However, certain roles are subject to a Disclosure and Barring Service (DBS) check. Any information disclosed through this process will be handled confidentially and will only be considered in relation to the specific role being applied for, and in line with relevant legislation and safeguarding requirements.
 == Policy review ==
 We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

Rebekah Hook at 13:28, 23 September 2025

2025-09-23T13:28:19Z

← Older revision		Revision as of 13:28, 23 September 2025
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	This policy outlines our commitment to creating a safe and inclusive environment for all and should be read in conjunction with [https://www.legislation.gov.uk/ukpga/2010/15/contents The Equality Act 2010].		This policy outlines our commitment to creating a safe and inclusive environment for all and should be read in conjunction with [https://www.legislation.gov.uk/ukpga/2010/15/contents The Equality Act 2010].

	This policy will be reviewed as required and at least ~~annually~~ by the group or individual responsible for review and authorised by the Trustees as below:		This policy will be reviewed as required and at least every three years by the group or individual responsible for review and authorised by the Trustees as below:
	{\| class="wikitable"		{\| class="wikitable"
	!Group or individual responsible for review		!Group or individual responsible for review

Seymour Jacklin: /* Recruitment of Ex-Offenders */

2025-05-29T06:23:24Z

Recruitment of Ex-Offenders

← Older revision		Revision as of 06:23, 29 May 2025
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	In line with our equal opportunities principles, we recognise the valuable contribution that individuals with criminal records can make and are committed to ensuring that they are not unfairly discriminated against.		In line with our equal opportunities principles, we recognise the valuable contribution that individuals with criminal records can make and are committed to ensuring that they are not unfairly discriminated against.

	* We actively promote equality of opportunity for all job applicants, including those with a criminal record, in line with the Rehabilitation of Offenders Act 1974 and current guidance from the UK Government on the recruitment of ex-offenders.		* We actively promote equality of opportunity for all job applicants, including those with a criminal record, in line with the Rehabilitation of Offenders Act 1974 and [https://www.gov.uk/government/publications/recruitment-of-ex-offenders-guidance/recruitment-of-ex-offenders-guidance current guidance from the UK Government on the recruitment of ex-offenders].
	* During recruitment, we assess applicants’ suitability for roles based on their skills, experience, and ability to perform the role, and not solely on the existence of a criminal record.		* During recruitment, we assess applicants’ suitability for roles based on their skills, experience, and ability to perform the role, and not solely on the existence of a criminal record.
	* Disclosure of a criminal record does not automatically preclude employment or volunteering opportunities with us. However, certain roles are subject to a Disclosure and Barring Service (DBS) check. Any information disclosed through this process will be handled confidentially and will only be considered in relation to the specific role being applied for, and in line with relevant legislation and safeguarding requirements.		* Disclosure of a criminal record does not automatically preclude employment or volunteering opportunities with us. However, certain roles are subject to a Disclosure and Barring Service (DBS) check. Any information disclosed through this process will be handled confidentially and will only be considered in relation to the specific role being applied for, and in line with relevant legislation and safeguarding requirements.
	* All applicants are encouraged to provide information about any unspent convictions at the appropriate stage of recruitment. Where appropriate, a conversation will be arranged to discuss the context of any disclosed convictions and to provide an opportunity for the applicant to explain.		* All applicants are encouraged to provide information about any unspent convictions at the appropriate stage of recruitment. Where appropriate, a conversation will be arranged to discuss the context of any disclosed convictions and to provide an opportunity for the applicant to explain.
	* We adhere to the principles of fairness by ensuring that only relevant and proportionate information is considered, and decisions are made on a case-by-case basis.		* We adhere to the principles of fairness by ensuring that only relevant and proportionate information is considered, and decisions are made on a case-by-case basis.
	* We adhere to the UK Government guidance on the recruitment of ex-offenders, which can be found at:
	[https://www.gov.uk/government/publications/recruitment-of-ex-offenders-guidance/recruitment-of-ex-offenders-guidance](https://www.gov.uk/government/publications/recruitment-of-ex-offenders-guidance/recruitment-of-ex-offenders-guidance)

	== Policy review ==		== Policy review ==
	We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.		We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

Seymour Jacklin: /* Inclusive access to our services */ added section on recruitment of ex offenders

2025-05-29T06:20:08Z

Inclusive access to our services: added section on recruitment of ex offenders

← Older revision		Revision as of 06:20, 29 May 2025
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	We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.		We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

			== Recruitment of Ex-Offenders ==

			In line with our equal opportunities principles, we recognise the valuable contribution that individuals with criminal records can make and are committed to ensuring that they are not unfairly discriminated against.

			* We actively promote equality of opportunity for all job applicants, including those with a criminal record, in line with the Rehabilitation of Offenders Act 1974 and current guidance from the UK Government on the recruitment of ex-offenders.
			* During recruitment, we assess applicants’ suitability for roles based on their skills, experience, and ability to perform the role, and not solely on the existence of a criminal record.
			* Disclosure of a criminal record does not automatically preclude employment or volunteering opportunities with us. However, certain roles are subject to a Disclosure and Barring Service (DBS) check. Any information disclosed through this process will be handled confidentially and will only be considered in relation to the specific role being applied for, and in line with relevant legislation and safeguarding requirements.
			* All applicants are encouraged to provide information about any unspent convictions at the appropriate stage of recruitment. Where appropriate, a conversation will be arranged to discuss the context of any disclosed convictions and to provide an opportunity for the applicant to explain.
			* We adhere to the principles of fairness by ensuring that only relevant and proportionate information is considered, and decisions are made on a case-by-case basis.
			* We adhere to the UK Government guidance on the recruitment of ex-offenders, which can be found at:
			[https://www.gov.uk/government/publications/recruitment-of-ex-offenders-guidance/recruitment-of-ex-offenders-guidance](https://www.gov.uk/government/publications/recruitment-of-ex-offenders-guidance/recruitment-of-ex-offenders-guidance)

	== Policy review ==		== Policy review ==

Seymour Jacklin: /* Complaints of discrimination */

2025-04-28T04:35:01Z

Complaints of discrimination

← Older revision		Revision as of 04:35, 28 April 2025
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	As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see [http://www.acas.org.uk www.acas.org.uk]		As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see [http://www.acas.org.uk www.acas.org.uk]

	If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the [Complaints Policy]		If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the [[Complaints Policy]]

	Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.		Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

Seymour Jacklin at 10:46, 11 March 2025

2025-03-11T10:46:32Z

← Older revision		Revision as of 10:46, 11 March 2025
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	\|}		\|}

	= Our Policy =		== Our Policy ==
	This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.		This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

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	We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.		We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

	= Our commitments =		== Our commitments ==
	We will:		We will:

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	* Take seriously and address any breaches of this policy		* Take seriously and address any breaches of this policy

	= Equality Action Planning =		== Equality Action Planning ==
	Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.		Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

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	* Make sure that there are sufficient resources in place to implement this policy effectively		* Make sure that there are sufficient resources in place to implement this policy effectively

	= Inclusive access to our services =		== Inclusive access to our services ==
	As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.		As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

	We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.		We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

	= Policy review =		== Policy review ==
	We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.		We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

	= Complaints of discrimination =		== Complaints of discrimination ==
	If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.		If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

	As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk		As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see [http://www.acas.org.uk www.acas.org.uk]

	If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the ~~Handcrafted~~ Complaints Policy~~: Handcrafted Complaints Policy.docx~~		If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the [Complaints Policy]

	Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.		Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

Seymour Jacklin at 11:53, 14 January 2025

2025-01-14T11:53:44Z

← Older revision		Revision as of 11:53, 14 January 2025
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	We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.		We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

	This policy outlines our commitment to creating a safe and inclusive environment for all and should be read in conjunction with ~~the~~ Equality Act 2010.		This policy outlines our commitment to creating a safe and inclusive environment for all and should be read in conjunction with [https://www.legislation.gov.uk/ukpga/2010/15/contents The Equality Act 2010].

	This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:		This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

Seymour Jacklin at 11:51, 14 January 2025

2025-01-14T11:51:51Z

← Older revision		Revision as of 11:51, 14 January 2025
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	{\| class="wikitable"		{\| class="wikitable"
	!Group or individual responsible for review		!Group or individual responsible for review
	![[The ~~Human Resources~~ and ~~Wellbeing~~ Steering Group~~\|'''The Human Resources and Wellbeing Steering Group'''~~]]		![[The Ethos and Values Steering Group]]
	\|-		\|-
	\|'''Last review and approval'''		\|'''Last review and approval'''

Seymour Jacklin at 11:50, 14 January 2025

2025-01-14T11:50:51Z

← Older revision		Revision as of 11:50, 14 January 2025
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	This policy outlines our commitment to creating a safe and inclusive environment for all and should be read in conjunction with the Equality Act 2010.		This policy outlines our commitment to creating a safe and inclusive environment for all and should be read in conjunction with the Equality Act 2010.

			This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:
			{\| class="wikitable"
			!Group or individual responsible for review
			![[The Human Resources and Wellbeing Steering Group\|'''The Human Resources and Wellbeing Steering Group''']]
			\|-
			\|'''Last review and approval'''
			\|05/06/2024
			\|}

	= Our Policy =		= Our Policy =