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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.

Data privacy

The Centre will protect any personal data we hold on your behalf.

We are committed to keeping any of your private information confidential. If you subscribe or give us your information in any other way we will never share that information with anyone else and we will only use it in ways you can control.

We promise to:

  1. Only hold information if you have given us permission
  2. Never give or sell your private information to any other person or organisation
  3. Let you see any information we hold on your behalf
  4. Make it easy for your to change any personal information we hold
  5. Delete all your information if you no longer want us to hold it

Personal data is held on the Mailchimp subscription system and should be accessible by every subscriber. 

If you have any questions please contact the administrator at admin@centreforwelfarereform.org

Privacy Policy in Full

This privacy policy sets out how the Centre for Welfare Reform uses and protects any information that you give the Centre for Welfare Reform when you use this website. The Centre for Welfare Reform is committed to ensuring that your privacy is protected. Should we ask you to provide certain information by which you can be identified when using this website, then you can be assured that it will only be used in accordance with this privacy statement.

The Centre for Welfare Reform may change this policy from time to time by updating this page. You should check this page from time to time to ensure that you are happy with any changes.

What we collect

We may collect the following information:

  • Name and job title
  • Contact information, including email address
  • Demographic information such as postcode, preferences and interests
  • Other information if we survey your opinion

What we do with the information we gather

We require this information to understand your needs and provide you with a better service, and in particular for the following reasons:

  • Internal record keeping
  • To improve our publications and services
  • To send you emails about new publications or other information which we think you may find interesting
  • To contact you for research purposes
  • To customise the website according to your interests.

Security

We are committed to ensuring that your information is secure. In order to prevent unauthorised access or disclosure, we have put in place suitable physical, electronic and managerial procedures to safeguard and secure the information we collect online.

How we use cookies

A cookie is a small file which asks permission to be placed on your computer's hard drive. Once you agree, the file is added and the cookie helps analyse web traffic or lets you know when you visit a particular site. Cookies allow web applications to respond to you as an individual. The web application can tailor its operations to your needs, likes and dislikes by gathering and remembering information about your preferences. We use traffic log cookies to identify which pages are being used. This helps us analyse data about web page traffic and improve our website in order to tailor it to customer needs. We only use this information for statistical analysis purposes and then the data is removed from the system. Overall, cookies help us provide you with a better website, by enabling us to monitor which pages you find useful and which you do not. A cookie in no way gives us access to your computer or any information about you, other than the data you choose to share with us. You can choose to accept or decline cookies. Most web browsers automatically accept cookies, but you can usually modify your browser setting to decline cookies if you prefer. This may prevent you from taking full advantage of the website.

Links to other websites

Our website may contain links to other websites of interest. However, once you have used these links to leave our site, you should note that we do not have any control over that other website. Therefore, we cannot be responsible for the protection and privacy of any information which you provide whilst visiting such sites and such sites are not governed by this privacy statement. You should exercise caution and look at the privacy statement applicable to the website in question.

Controlling your personal information

We will not sell, distribute or lease your personal information to third parties.

You may request details of personal information which we hold about you under the Data Protection Act 1998.

If you would like a copy of the information held on you please write to the Centre for Welfare Reform, Bierlow House, 8 Oakdale Road, Sheffield S7 1SL or contact us by email at admin@centreforwelfarereform.org. If you believe that any information we are holding on you is incorrect or incomplete, please email or write to us as soon as possible, at the above address. We will promptly correct any information found to be incorrect.

This policy was last updated on: 11 May 2018