Legislation and policies
Equality Act 2010
The Equality Act 2010 replaces the anti discrimination laws with a single Act. It simplifies the law, removing inconsistencies and making it easier for people to understand and comply with it. It provides a framework for smarter and more streamlined processes. It also strengthens the law in important ways to help us tackle the discrimination and inequalities which still exist in our society.
The new Equality Act 2010 covers the following protected characteristics:
- sexual orientation
- religion and belief
- maternity and pregnancy
- civil partnerships and marriage.
Human Rights Act 1998
The Human Rights Act 1998 sets universal standards to ensure that a person’s basic needs as a human being are recognised and met. Public authorities should have arrangements in place to ensure that they comply with the Human Rights Act 1998.
It is unlawful for a healthcare organisation to act in a way that is incompatible with the Act. The Act urges public authorities to apply a human rights framework to decision making across public services in order to achieve better service provision.
Mental Health Act 2007
The Mental Health Act 2007 received Royal Assent on 19 July 2007. It amends:
- the Mental Health Act 1983
- the Mental Capacity Act 2005
- the Domestic Violence, Crime and Victims Act 2004.
The main purpose of the 2007 Act is to amend the 1983 Act. It is also being used to introduce 'deprivation of liberty safeguards' through amending the Mental Capacity Act 2005 (MCA) and to extend the rights of victims by amending the Domestic Violence, Crime and Victims Act 2004.
Other related policies
We are committed to promoting equality of opportunity by ensuring that our services and employment practices are respectful individual needs and differences.
Bullying & harrassment policy
We will not tolerate any form of:
- inappropriate behaviour.
The organisation has affirmed its commitment to the promotion of equality, diversity and human rights in service delivery and employment. Our policy will clearly indicate our expectations.
Mediation policy & process
We have a mediation scheme for the maintenance of high quality employment relationships between all staff. It is recognised that working relationships can become strained and fragmented during periods of organisational change. Examples of this could be:
- differences in management approach
- cultural differences
- differences of opinions
- personality styles
Try to deal with workplace conflict now. The Trust has trained mediators who can help resolve conflict or issues. If these are left unresolved they could potentially cause further problems at work. This could also include any incidents of bullying and harassment on the grounds of:
- gender reassignment
- marital status
- pregnancy and maternity
- religion and belief
- sex and sexual orientation.
Call us now for more information:
Telephone 07766 778613 (9am to 5pm Monday to Friday).
The mediators will work with individuals to address issues and help you find a mutual agreement, or way forward