Equality & Diversity Policy

Policy Statement
Solon was founded with the objective of providing housing and associated amenities for people in greatest need, on a fair and equitable basis. Solon acknowledges that in society certain groups and individuals are unfairly and unlawfully discriminated against.  Solon is committed to helping redress the effects of unfair discrimination and disadvantage and to ensuring that equality of opportunity and diversity become integral features of all its activities. Solon will continue to ensure that it does not unlawfully discriminate. 

The purpose of this policy statement is to set out Solon's commitment to eliminating discrimination from all aspects of its work and to outline policy priorities. Detailed guidance and procedures to be followed to achieve the policy objectives are set out in the separate Code of Practice, which is available on request.

Scope of the policy
The Diversity Policy applies to the following areas:

• Provision of housing and related services.
• Staff recruitment, employment and training.
• Housing development & maintenance, including the selection and employment of contractors and consultants.
• General procurement of goods and services.
• Governance, including shareholders and the Board of Management.

Policy objectives
The objective of the policy is to eliminate unfair discrimination and, where appropriate, take positive action to redress the effects of discrimination in relation to:

• Access to Solon homes, quality of accommodation offered to people in need and provision of management, maintenance and other related services to all tenants and licensees. This includes the protection of tenants' rights in relation to racial and other forms of harassment.
• Recruitment and selection procedures, and ensuring equality of opportunity for all job applicants and prospective applicants.
• Staff management and support, and provision of training and development opportunities on an equitable basis so all employees are treated fairly on the basis of their relevant merits and abilities.  This includes the protection of the rights of staff in relation to racial and other forms of harassment.
• The design, development and maintenance of Solon's housing, and the selection, employment and practices of its development and maintenance contractors and consultants.
• Opportunities for individuals to become shareholders and Board Members.
• The selection, employment and practices of Solon's other general suppliers, contractors and consultants.

Solon recognises that the achievement of the above objectives will require changes to current practice and is committed to providing the necessary training and support to enable the Board of Management and the staff team to understand and meet their responsibilities under the policy.

The relevant statutory requirements are contained in:

• The Race Relations Act 1976.
• The Sex Discrimination Act 1975.
• The Disability Discrimination Act 1995.
• The Protection From Harassment Act 1997.

Solon will abide by these Acts.

Solon will also comply with the requirements of:

• The Housing Corporation's Regulatory Code and Guidance relating to race equality and equal opportunities.
• The Race Equality Code of Practice for Housing Associations.
• The CRE Codes of Practice in Rented Housing and Employment.
• The Equal Opportunities Commission Code of Practice for Employment.

Target groups
The following groups are more likely to experience discrimination and disadvantage than others and therefore, the policy objectives focus on them to varying degrees:

• Black and minority ethnic groups.
• Women.
• People with disabilities, including mental illness.
• Lesbians and gay men.

Race and cultural diversity targets
Specifically in relation to black and minority ethnic people, and in line with the HC Regulatory Code and Guidance, the Code of Practice incorporates targets in the following areas:

• Lettings.
• Tenant satisfaction.
• Dealing effectively with racial harassment.
• Governing body membership.
• Staffing.
• Representation in the Tenants' Forum (tenants' association).
• Employment performance of suppliers, contractors and consultants.

Responsibility for implementation
Solon's Board, having formally adopted the Equalities and Diversity Policy, accepts responsibility for its implementation and for monitoring its effectiveness, and has established the Tenant Participation & Equal Opportunities Working Group to ensure this is achieved.

Day-to-day responsibility for implementation lies with the Chief Executive and the other members of the Senior Management Team. There is also a designated equal opportunities officer (currently the Administration Officer) and other officers, (Housing Officers) designated to deal with harassment. All these staff have a responsibility to undertake stated duties and report to the Board, via the Chief Executive. Besides the statutory duty not to discriminate, all staff have a responsibility to ensure the positive application of this policy.

The success of any policy, however, depends not only on the degree of commitment of all employees, but also on the extent to which the Chief Executive and other Managers turn commitment into action. Together with the Chief Executive, the Senior Management Team has a particular duty to ensure that the requirements of this policy for all the areas of work under its control, in respect of the target groups prioritised above, are planned and met.

The policy will be implemented by:

• Operating the procedures and practices outlined in the separate Solon Code of Practice.
• Annual review of current practices and identification of weaknesses in procedures, or where practicable ongoing review and improvement.
• Devising and implementing new procedures for monitoring equal opportunities in various functions, usually as part of the annual review, but earlier if practicable and sensible.
• Establishing equality targets and regular performance reviews.
• Subject to internal discussion and agreement, and compliance with relevant legislation, devising and implementing positive action programmes where appropriate.
• Monitoring progress and reporting to the Board via the Tenant Participation and Equal Opportunities Working Group at regular intervals and periodically reviewing the policy itself.

Breaches of this, as of all other Solon policies, may be the subject of disciplinary procedures.

Monitoring the Equalities and Diversity Policy and implementation programme
The Board has responsibility for monitoring progress via the Tenant Participation and Equal Opportunities Working Group. Regular reviews will be undertaken to monitor:

• Performance against targets.
• Effectiveness of procedures.
• Feedback on how the policy is operating; and
• Progress of implementation programmes (including positive action) with respect to agreed timetables.

The Tenant Participation and Equal Opportunities Working Group will report regularly and make recommendations to the Board as necessary. Minutes etc. will be published and circulated with Board reports and also circulated to staff via Managers.

Subject to Board approval on 21 May, 2003, the Board has delegated authority to the Tenant Participation and Equal Opportunities Working Group for the review and approval of the Equalities and Diversity Policy and Code of Practice, and other strategies, and action plans, advising the Board of any material changes and budgetary implications.

Monitoring is important to test whether the policy and procedures are working, and to enable Solon to take remedial action if they are not. Monitoring methods and reasons for specific monitoring are explained in more detail in the Code of Practice.

Resources
Solon will allocate appropriate resources, to ensure full and effective implementation of this policy.

The Administration Officer will co-ordinate the collection of monitoring information. Housing Officers have also been designated to deal with harassment. Heads of department, managers and other staff, have other responsibilities set out under the policy. These officers will undertake key roles in implementing the policy. The importance of their roles, and the priority Solon places on this work will be recognised and they will be given any necessary support, ongoing training, guidance and powers necessary to enable them to do their jobs. Difficulties and obstacles encountered in doing their jobs should be drawn to the attention of the respective head of department or the Chief Executive to ensure they are resolved.

Future action/the next step
The Chief Executive will establish action plan targets to:

• Co-ordinate, run and service the Tenant Participation and Equal Opportunities Working Group.
• Set out the responsibilities of heads of department for implementing the policy.
• Set out the responsibilities of the Administration Officer.
• Oversee and manage the work of the heads of department and the Administration Officer in implementing the policy.
• Plan annual and other reviews identified as necessary during the year.

Board approval
This policy was agreed by Solon's Tenant Participation and Equal Opportunities Working Group at its meeting on 28 May, 2003 and will be reviewed in April 2005.

Solon South West Housing Association Limited is registered as a Charitable Housing Association under the Industrial & Provident Societies Act 1965 - Registration No. 21136R. The Association is registered with the Housing Corporation under the Housing Act 1974 - Registration No. LO125, and is a member of the National Housing Federation.