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Policies

The Centre for Welfare Reform is an independent think tank.

We believe that all human beings are of equal value and that diversity is good. We work to advance respect for equality and diversity through every aspect of its work. We also work to ensure that this diversity is reflected in:

  • Our employment of staff
  • Our work with volunteers
  • Our selection of Fellows
  • Our partnerships with others

We aim to create a culture that respects and values individual differences, that promotes dignity, equality and diversity, and that encourages individuals to develop and maximise their true potential. We will not discriminate on the grounds of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion or age.  We oppose all forms of unlawful and unfair discrimination. All employees and volunteers whether part-time, full-time or temporary, will be treated fairly and with respect.

In short: treat others with the same respect with which you would wish to be treated


Our Principles

Our commitment to equality and diversity means:

  1. We will create an environment in which individual differences and the contributions are recognised and valued. 
  2. We will create a working environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated. 
  3. We will ensure training and development opportunities are available to all. 
  4. We will promote equality in the workplace, which it believes is good management practice and good business sense. 
  5. We will ensure that job applicants, staff and volunteers are treated fairly.
  6. We will try to ensure our work is accessible to all groups within society as possible.
  7. We will treat breaches of the Equality Policy seriously and to take disciplinary action when required. 
  8. We will provide information and training to all employees and volunteers so that they are fully aware of the issues relating to equality and diversity and their responsibilities relating to it. 
  9. We monitor and review our policies regularly.

Our Policies in Detail 

1. Positive action

We will positively promote the importance of human equality and value of our diversity. We will encourage everyone to develop and make the best of their abilities. This policy will be shared with all employees as an essential component of their work. Discrimination by an employee or volunteer will be treated very seriously and where appropriate will be a disciplinary matter.

2. Positive discrimination

Positive discrimination is illegal and the recruitment of 'quotas' of particular groups is also illegal. Discrimination in selection to achieve or secure a balance of persons of different racial groups is also not allowed under the Race Relations Act 1976. There is an exception, however, which may be appropriate for certain posts at the Centre, i.e. when a genuine occupational qualification (GOQ) is necessary or desirable for a particular group or sex. Both the Race Relations Act 1976 and the Sex Discrimination Act 1975 allow these exceptions. 

3. Recruitment 

When defining jobs and recruiting to those jobs care will be taken to ensure that neither the job description nor person specification is discriminatory.

4. Advertising

We will aim to attract the widest pool of appropriate applicants. We will not exclude, discriminate against, or discourage any particular group from applying nor make it difficult for any one from such a group to apply. 

5. Application and short listing processes

The application and short listing process will be designed to ensure that there is no involuntary bias towards or against any particular group. Care will be taken to ensure that processes are open and extend to include people from groups who might be indirectly excluded from recruitment.

6. Interviewing 

Questions asked will seek to gather objective evidence in support of the job description and person specification. The same questions will be asked of all candidates applying for the job. Disabled candidates will be asked if they need support during the interview process or adjustments should they be offered the position. Notes will be taken and evidence gathered in a consistent way for all candidates.

7. Selection 

Selection for posts will be objective and will not be based on personal bias. Scoring systems will be used when appropriate. Offers will be made to successful candidates, subject to satisfactory references and DBS check (where required). All unsuccessful candidates will be informed of the result of their application and offered feedback. 

8. Disclosure and Barring Service (DBS)

For certain positions we will request enhanced disclosures for all employees, and volunteers. This requirement will be clearly stated in the application pack. 

9. Ex-offenders 

We will not discriminate against ex-offenders with unspent convictions, unless required to do so because of the nature of the post. All applications will be considered on an individual basis. 

10. Flexible working

We will consider all requests for flexible working arrangements constructively and creatively, taking account of the balancing the needs of the organisation with the needs of the individual employee. We will offer a range of flexible working arrangements and will work collaboratively to identify solutions that suit both the individual and the organisation. 

11. Training 

All employees and volunteers be supported to access training to advance their skills. Special needs and requirements for people with disabilities or caring responsibilities will be taken into account whenever practicable and methods sought to help them overcome disabilities in taking up training opportunities.

12. Religion

We will respect people’s need to celebrate their religious festivals and meet the other demands of their religion. Employees are required to use part of their annual holiday entitlement to cover time off for these and must follow the normal holiday booking procedure. 

13. People with disabilities 

We will make genuine efforts to recruit people with disabilities and take reasonable steps to make the workplace and individual jobs accessible to people with disabilities. We will ensure that people have maximum access to employment opportunities and to meetings and events, regardless of any disability.

14. Grievance and disciplinary procedures 

We will take seriously any complaints of discrimination and will not victimise people who make such complaints. Staff will be made aware as part of the induction process of their responsibilities in relation to equality and diversity and that discriminatory behaviour will be fully investigated and dealt with using standard disciplinary procedures. 

15. Bullying and harassment

We uphold the right of all employees and volunteers to be treated with respect and dignity and to work in an atmosphere free of bullying and harassment. All employees and volunteers are responsible for ensuring that their own behaviour is sensitive to others and for ensuring that they do not condone or support the bullying or harassing behaviour of others. All complaints of bullying and harassment will be treated seriously and should be raised using the Grievance Procedure. All complaints will be investigated and where appropriate, the Disciplinary Procedures will be followed. 

16. Our work

We will endeavour to ensure that all its work is sensitive and appropriate to respond to the needs of all groups, whenever practicable, i.e. taking account of the needs of minority groups. We will take care to avoid unintentionally discriminatory passages appearing in published, printed or spoken material. We will continue to take a leading role in combating any form of discrimination. We will work with others to ensure that the diversity of the population in Wales is recognised and celebrated. 

17. Personal responsibility

All employees and volunteers have the individual responsibility to follow procedures introduced to ensure equal opportunity and non-discrimination. To refrain from harassing or intimidating other employees, volunteers or clients on any of the grounds cited in the policy statement.

18. Data protection

We will ensure that we fully comply with our legal obligations to protect private and confidential information. In particular we will ensure that we apply the key principles of the UK Data Protection Act in a way that is fitting to our ethical mission:

  1. We will only collect personal information if we have your explicit permission to collect and use it for our research or communication purposes.
  2. We will only collect personal information for reasons that we explain and which comply with our ethical mission. We will not use that information for any different purposes that we have not explained.
  3. We won't gather information that we don't really need.
  4. We will ensure the accuracy of any information we hold.
  5. We will erase any information that is no longer required.
  6. We will fully respect your rights to check any information we hold and all other relevant rights.
  7. We shall keep personal information safe, password protected and will avoid transferring it unnecessarily between systems or devices.
  8. We will never transfer personal data to any other organisation or country. We will never sell personal information.