Templum CIC (Templum) recognises that everyone has an equal right of access to its goods and services.
Templum will adhere to the legislative framework complying with the Equality Act 2010 (See Annex 1.1 and 1.2), the Human Rights Act 1998 and Equality and Human Rights Commission Codes of Practice (See Annex 1.3) ; we will ensure our practices adhere to the principles of all relevant equality legislation and pay due regard to the Public Sector Equality Duty actively working to:
- Eliminate unlawful discrimination, harassment and victimisation
- Advance equality of opportunity
- Foster good relations between different groups of people and the communities we
work with
The way we work is not only governed by the legislation that outlaws discrimination
and promotes equality, but also wholly encompasses the core values of the organisation.
Templum delivers services in a way that recognises the importance of inclusion, bringing opportunities and access for all individuals.
We are committed to promoting equality, valuing diversity, ensuring accessibility and
respecting human rights. Are mission is: to influence social change to create a fairer and safer society.
Templum will:
- Take pro-active steps to address discrimination, harassment, bullying and
victimisation in all of its forms in groups, workshops and service delivery. - Ensure that everyone directly associated with our organisation – staff,
service users, clients, associates, contractors and visitors are aware of our
commitment in these areas and how this policy affects them. - Identify, and take positive and practical steps, to remove any barriers to the
participation of people who are currently under-represented as staff, service users
or associates. - Seek to develop and maintain a workforce that reflects the community within which
we serve. - Ensure that there are clear procedures to ensure compliance with relevant legal
requirements (e.g. recruitment) and that staff, volunteers and associates are
offered training to put these procedures into practice. - Ensure that the accessibility of our buildings, services and information is routinely
reviewed and improved, where possible. - Ensure that staff receive appropriate support, training and advice to assist them to
deal sensitively with challenging equalities issues. - Develop internal working arrangements and structures that will assist in the
promotion of anti-discriminatory practices, and the sharing of effective practice to
this end. - Enable staff, associates and contractors to have equal access to relevant training
and opportunities for development and ensure that terms, conditions and
employment practices do not discriminate against any group. - Ensure that managers establish and maintain suitable systems to ensure that we
can effectively monitor and evaluate compliance and progress in relation to
promoting equality of opportunity.
Templum is committed to equal opportunities. We recognise and embrace our
responsibility to promote equality of opportunity for staff, service users and others
associated with the organisation. This means that we, our associates, and our contracted services, will ensure that none of our paid employees, volunteers, service users or organisations to whom we provide services is unfairly discriminated against on the grounds of their ‘protected characteristic’ including: age, disability (including: mental health and those with hidden disabilities), gender reassignment, marriage or civil partnership, pregnancy or maternity, race (including: colour, nationality, ethnic or national origin), religion or belief (including: political belief and those with no religion or belief), sex and sexual orientation. In addition, we will not discriminate on the grounds of: social standing, status, responsibility for dependents, social class, employment status or unrelated criminal convictions.
Templum is an anti-discriminatory organisation committed to influencing social change, the promotion of equal opportunity and the elimination all forms of discrimination and harassment covered by the Equality Act 2010 (See Annex 1.1 and 1.2) including:
- Direct Discrimination
- In-Direct Discrimination
- Discrimination by Perception
- Discrimination by Association
- Victimisation
- Harassment
We recognise the various types of discrimination related to protected characteristics and what prevents individuals and groups gaining equal access to societies resources and services. We are committed to taking practical steps to address inequality and
discrimination by complying with relevant legislation and developing best practice.
It is our policy to redress the balance, as far as is lawful, in favour of all under-represented and disadvantaged groups, including: age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex and sexual orientation. We recognise that “positive action”, to meet the needs of specific groups facing discrimination, can make a practical contribution to addressing discrimination and inequalities.
We define “positive action” within the context of the Equality Act 2010: Positive action enables an employer, or an organisation, to increase participation from a wider section of society through opportunities such as training and mentoring schemes. Examples of positive action could include: training and mentoring schemes for under-represented groups.
Templum commits itself to taking positive action to ensure that its activities and provision of services, its recruitment procedures for staff and volunteers and its recruitment of Board members are within the spirit and letter of current legislation and our Equalities Policy.