Equality and Diversity Policy
Details of the British Library's approach to diversity.
- Purpose
- The Definition of Equality and Diversity
- Scope
- Policy statement
- Practical Support for a Diverse Workforce
- Work Life Balance
- Redeployment and Other HR Policies
- Review and Monitoring
- Training
- Communication
- Discrimination
- Complaints of Discrimination
- The People Strategy and Corporate Social Responsibility
- Responsibility
- Policy Responsibility
Appendix 1 - Glossary of Terms
Appendix 2 - Sources of Assistance for Disabled Employees
Appendix 3 - Practical Support for a Diverse Workforce
Appendix 4 - Performance Management and Staff with a Disability
1. Purpose
1.1 The British Library is committed to promoting equality and diversity and promoting a culture within which we actively value difference and recognise that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work. The Library aims to be an inclusive organisation, where diversity is valued, respected and built upon, so that we are able to recruit and retain a diverse workforce that reflects the communities it serves. Within this framework the Library specifically refers to measures it has in place to provide equality of opportunity and the facilities that it can provide to its diverse workforce and job applicants.
1.2 The Library also wishes to comply with relevant equality legislation and Codes of Practice. This policy pursues and builds on the statutory position to establish and pursue effective policies of promoting equality.
1.3 The Library aims to pro-actively tackle discrimination or disadvantage and ensure no individual or group is discriminated against for any reason with regard to employment or accessing its services.
1.4 Issues regarding harassment and bullying are covered in the Harassment, Bullying and Discrimination Policy. For issues regarding recruitment refer also to the Recruitment policy.
2. The Definition of Equality and Diversity
2.1 Equality can be described as breaking down barriers, eliminating discrimination and ensuring equal opportunity and access for all groups both in employment, and to goods and services; the basis of which is supported and protected by legislation.
2.2 Diversity can be described as celebrating differences and valuing everyone. Each person is an individual with visible and non-visible differences and by respecting this everyone can feel valued for their contributions which is beneficial not only for the individual but for the Library.
2.3 Equality and Diversity are not inter-changeable but inter-dependent. There can be no equality of opportunity if difference is not valued and harnessed.
3. Scope
3.1 This policy applies to direct employees of the British Library, workers (engaged through, or by, an employment agency or bureau and supplied to the Library on a temporary basis), and all job applicants regarding recruitment
3.2 Where the Library's services are provided by external contractors or third parties on the basis of a specification set by the Library, these contractors or third parties are responsible for adhering to the Library’s Equality and Diversity Policy whilst providing services on behalf of the Library.
3.3 This applies also to sub-contractors The Library will monitor the performance of contractors and/or third parties and take all necessary steps to ensure good performance and compliance with appropriate behaviours. However, if any issues become apparent with regards to diversity or equality in relation to any contractor or third party, these will be taken very seriously by the Library and raised in the strongest possible terms with the contractor or third party.
4. Policy statement
4.1 The British Library is committed to ensuring:
- that job applicants or existing members of staff are treated fairly in an environment which is free from any form of discrimination, on the grounds of gender, race, ethnic or national origin, nationality or colour, marital status, civil partnership, disability, part-time, caring responsibilities, gender reassignment, sexual orientation, religion or belief, age, membership or non membership of a trade union or spent convictions;
- all employment-related policies, practices and procedures are applied impartially and objectively;
- equality of opportunity to all and to provide staff with the opportunity to develop and realise their full potential;
- that the Library works towards achieving a diverse workforce at all levels
- employees of the Library work in an atmosphere of dignity and respect.
4.2 The Equality and Diversity policy provides a clear framework for translating our policy into action. It outlines the responsibilities of the Board, CEO, Executive Team, managers and individuals to comply and build on relevant legislation and Codes of Practice. Both management and Trade Union Side are strongly committed to its full and active implementation.
4.3 The Library will not tolerate processes, attitudes and behaviour that amounts to discrimination, including harassment, victimisation and bullying through prejudice, ignorance, thoughtlessness and stereotyping. Issues regarding harassment and bullying are covered in the Harassment, Bullying and Discrimination Policy.
4.4 The Library recognises the importance of monitoring, reviewing and reporting on its equality and diversity policy and practice and to measure progress in meeting our policy statement. (see Section 8)
5. Practical support for a diverse workforce
5.1 As an employer committed to diversity and equality the Library recognises its success depends on creating a working environment which supports the diverse make-up of its staff with supporting policies and procedures to create a framework of assistance. See Appendix III for further information.
5.2 The Library’s Equality Impact Assessment policy also sets out the process for ensuring the Library takes account of equality considerations which affect its staff and try to minimise or remove disadvantage .
6. Work/life balance
6.1 The Library is committed to employees who have commitments outside work, irrespective of whether they have caring responsibilities. The Library are committed to helping its employees fulfil their potential at work whilst finding the right work/life balance by offering a Flexible Working Hours Scheme and opportunities to job share where appropriate.
6.2 The Library aims to improve the working lives of its employees by having a framework of policies such as the Statutory Right to Request Flexible Working, Special Leave to help with caring responsibilities and domestic emergencies and Career Breaks.
6.3 The Library is committed to supporting employees with family commitments and as part of our family-friendly initiative offers a flexible way to meet childcare costs. The Library’s salary-sacrifice scheme allows parents to give-up some of their salary in place of childcare vouchers to be used to pay for childcare. The salary-sacrifice scheme enables employees to use their vouchers in a way which best suits their needs.
7. Library Policies
7.1 All Library policies such as the Recruitment Policy, the Learning and Development policy, the Managing attendance and Guidance policy, Restructuring, Redeployment and Redundancy policy, the performance management process, remuneration opportunities, hours of work, are designed to promote equal opportunity and protection against discrimination for all employees.
8. Review and monitoring
8.1 The Library undertakes monitoring above the statutory requirements to inform and improve our employment practices. If through monitoring any discrimination is identified the Library will take corrective action to eliminate it.
8.2 The monitoring of the Library’s workforce is produced across all areas of employment practice and is discussed at the Equality and Diversity Working Group (insert link) composed of management and the Trade Union Side, and by the various Action groups.
8.3 Such monitoring will be carried out using appropriate statistical analysis, and would normally deal with areas such as race, disability, gender, and age and ensure compliance with legislation. Any resultant statistics and analysis will be kept by the Human Resources Directorate and shared with the trade unions.
8.4 In addition, the Staff Survey is conducted regularly in order to gain the views of all employees and includes a section on diversity and the working environment. The Library will use the information from the Staff Survey to measure its record on meeting our equality and diversity policy aims.
8.5 The Library will publish its progress and achievements on equality / diversity in annual reports for instance:- The British Library Annual Report
- Statutory progress report on the Disability, Gender and Race Equality Scheme’s and action plans
- Statutory progress report for the Northern Ireland Equality Scheme
- An annual equality employment monitoring report which will measure our performance against our employment practices such as recruitment, promotions, turnover, grievances, training and performance management
8.6 The Library may also be required to report the progress on equality and human rights to the Equality and Human Rights Commission.
9. Training
9.1The Library is committed to ensuring its staff and managers are trained in equality and diversity. The Library will ensure that adequate training is provided so that managers are able to operate this policy. Examples include specific training on race, gender, gender identity, disability, sexuality, age and religion or belief, in accordance with the requirements of the law and good practice
9.2 Diversity and equality forms an integral part of The Library’s induction package and managers are to ensure that all new entrants are made aware of our Equality and Diversity Policy and Harassment, Bullying and Discrimination policy.
10. Communication
10.1 The Equality and Diversity policy is available on the intranet and the Library’s external website. Please contact HR Administration if you require a copy in an alternative format.
10.2 The details of this policy will be proactively communicated and promoted to all current staff and new starters.
11. Discrimination (see Appendix 1 - Glossary)
11.1 Discrimination in the context of the law may take three main forms:
- Direct Discrimination occurs when someone directly treats a person or a group of people unfavourably on the grounds of sex, race, ethnic or national origin, nationality or colour, marital status, gender reassignment civil partnership, disability, hours of work or caring responsibilities, sexual orientation, religion or belief or age or spent convictions. (Specific examples of these types of behaviour are attached at Appendix 1 – glossary)
- Indirect Discrimination occurs when a certain provision, criteria, condition or practices which on the surface may look fair and equitable when applied but can have a particular disadvantage effect on a particular group.
- Discrimination on protected grounds – there are currently nine grounds under equality legislation which prohibits discrimination: Sex or marital status, Gender re-assignment, Race, Religion or belief, Sexual orientation, Disability, Age, Part-time and Fixed time work
- Associative Discrimination occurs when an individual is discriminated against “on the grounds of association or perception” under the protected grounds of religion or belief, race, sexual orientation, disability, and age in employment. Gender is not currently included, but is under legislative review.
12. Complaints of Discrimination
12.1 The Library takes all claims of discrimination very seriously and will take appropriate action against those concerned. Discrimination occurs when someone directly or indirectly treats a person or a group of people unfavourably on the grounds of race, colour, nationality, ethnic origin, age, religion, gender, gender reassignment, sexual orientation, marital status, membership or non membership of a trade union or disability. This covers all behaviour including remarks and insinuation, both verbal and non-verbal, which cause offence.
12.2 Any member of staff who is subject to harassment, bullying or discrimination is encouraged to refer to the Library's policy on Harassment, Bullying and Discrimination (insert link). This provides details of the steps that can be taken to deal with such an issue. In addition, staff are reminded that they can obtain external, confidential help if they so wish by contacting the Library's Employee Assistance Programme, and/or their trade union representative.
12.3 If a member of staff considers they have not had adequate redress through the Harassment, Bullying and Discrimination procedures then they may seek recourse through the Grievance Procedure.
12.4 If a worker (engaged through, or by, an employment agency or bureau) considers they have been discriminated against they should raise their complaint directly with their employer.
13. People Strategy and Corporate Social Responsibility
13.1 The Library aims to be an employer of choice and through its People Strategy aims to ensure its workforce are able to make a valuable contribution to the work of the Library whilst ensuring we support our workforce’s health and well-being.;
13.2 The HR strategy is linked to the Library’s Corporate Social Responsibility strategy which is to have a positive impact within the local, national and international communities. One of the Library’s CSR aims is to improve the quality of life for our workforce, families and the local community
13.3 The Library actively encourages its employees to participate in local voluntary initiatives and may provide further support to initiatives, which encourage social inclusion in the Library's local communities. This may involve, for example, participation in literacy schemes or employees acting as mentors to local school children and volunteering opportunities. The Library's Corporate Social Responsibility intranet site can provide further details on these initiatives’.
14. Responsibility
14.1 Staff at all levels must ensure that there is no discrimination in any of their decisions or behaviour. All staff have a responsibility to guard against any form of discrimination and avoid any action which goes against the spirit of this policy.
14.2 Whilst all staff, have a collective responsibility to ensure this policy is successfully implemented, there are specific responsibilities within this.
The Board, Chief Executive and the Executive Team are responsible for:
- Providing leadership on the equality and diversity strategy and policy, acting as overall champions to ensure the policy is implemented;
- Communicating the strategy and policy, internally and externally;
- Strategic engagement with and accountable to the DCMS and the public.
Managers at all levels are responsible for:
- Implementing the policy as part of their day-to day management of staff and in applying employment policies and practices in a fair and equitable way
- Ensuring equality and diversity issues are addressed in performance.
- Ensuring all staff act in accordance with the equality and diversity policy providing necessary support and direction;
- Effectively manage and deal promptly when investigating issues relating to potential discrimination, including those matters concerning members of the general public who visit the British Library;
- Ensuring all service and service policy changes are Equality Impact Assessed. For further information refer to the Equality Impact assessment policy
Each employee is responsible for:
- Implementing the policy in their day-to-day work and their dealings with colleagues, readers and visitors;
- Ensuring his or her behaviour is appropriate within the policy and treat people with respect and dignity;
- Not discriminate against other employees or service users.
Human Resources are responsible for:
- Developing employment policy and strategy on equality and diversity;
- Providing guidance to line managers and staff;
- Supporting managers in investigating issues relating to potential discrimination, including those matters concerning members of the general public who visit the British Library;
- Monitoring employment policies and practices;
- Championing the issues, internally and externally;
- Facilitating training and development initiatives on equality and diversity, both at corporate and directorate level.
14.3 All British Library staff must (the list below is not an exhaustive):
- co-operate with any measures introduced to ensure equality of opportunity;
- report any suspected discriminatory acts or practices;
- not induce or attempt to induce others to practice unlawful discrimination;
- not victimise anyone as a result of them having reported or provided evidence of discrimination;
- not harass, abuse or intimidate others
14.4 The British library will not tolerate any behaviour from staff which breaches our equality and diversity policy. Any such breaches will be regarded as misconduct except for serious offences such as discrimination on protected grounds; harassment, bullying, or victimisation will be treated as gross misconduct and may lead to disciplinary action.
15. Policy Responsibility
15.1 Human Resources has the responsibility for ensuring the maintenance, regular review and updating of this policy. Proposed changes to the policy will follow the process as described in Section A: Introduction: paragraph 1.1 of this Staff handbook
