Equality, Diversity and Inclusion Policy

1.    POLICY PURPOSE 

1.1    The intention of having an Equality, Diversity, and Inclusion (EDI) policy at One Manchester is to ensure that all residents, employees, and stakeholders are treated fairly, with dignity and respect. As a community-focused organisation, One Manchester (OM) is committed to creating inclusive environments where people from diverse backgrounds feel valued and have equal access to housing, services, and employment opportunities.

1.2    The policy aims to eliminate discrimination, promote social cohesion, and challenge inequalities within the communities it serves. By embedding EDI principles into its operations, One Manchester fosters a culture of belonging, encourages diverse perspectives, and improves service delivery to better meet the needs of all residents. 

1.3    Additionally, the policy aligns with legal requirements and best practices, ensuring the organisation remains accountable in its mission to build stronger, more inclusive communities.

2.    POLICY SCOPE 

2.1    This policy applies to all employees, including full-time, part-time, temporary workers, volunteers, contractors, and agency staff. It also extends to conduct in places of work, outside the workplace when related to work, such as meetings and social interactions.

2.2    Employees should be mindful that their social media activity may reflect on One Manchester and should align with our values.

3.    POLICY STATEMENT 

3.1    At One Manchester, we are dedicated to fostering an inclusive and diverse environment. 

3.2    Our HEART values- Honest, Enterprising, Accountable, Respectful, and Trustworthy—drive our mission to create opportunities, support communities, and transform lives. 

3.3    Equality, to us, means fairness, breaking down barriers, eliminating discrimination, and ensuring that everyone has equal opportunities. We follow the Equality Act 2010 and actively challenge discrimination when it arises. 

3.4    Diversity is about celebrating differences and ensuring that every individual feels valued. We accept that everyone has unique experiences, and by embracing this, we create a workplace where people feel respected, safe, and able to contribute meaningfully. 

3.5    We recognise that the barriers to achieving true equality of opportunity range from overt prejudice in favour of, or against, particular groups or individuals to unwitting ignorance of different lifestyles and needs. On whatever level it exists, discrimination is neither acceptable nor tolerable.

3.6    Inclusion is essential in creating a fair, respectful, and thriving society. It ensures that people of all backgrounds, abilities, and identities feel valued, heard, and empowered to participate fully in social, educational, and professional settings. 

3.7    There are baseline behaviours, as set out in this policy, with which everyone is required to comply with.

4.    THE IMPACT OF DIVERSITY AND INCLUSION

4.1    We consider diversity and inclusion to mean celebrating difference and valuing everyone. Each person is an individual with differing needs and characteristics and by respecting these, everyone can feel valued for their contribution. 

4.2    In One Manchester “Inclusion is the culture where people are treated with respect, we recognise and celebrate our differences and people can come to work, feel comfortable and confident to be their whole selves, feeling valued and able to add value”.

4.3    Promotes Equality and Fairness – Inclusion helps eliminate discrimination and biases, ensuring everyone has equal opportunities to succeed.  

4.4    Encourages Diversity of Thought – When people from different backgrounds collaborate, they bring unique perspectives and ideas, leading to innovation and creativity.

4.5    Strengthens Communities – Inclusive environments foster a sense of belonging, reducing social divisions and increasing cooperation and mutual respect.

4.6    Boosts Economic Growth – Diverse and inclusive workplaces perform better, as they attract talent, enhance productivity, and improve decision-making.

4.7    Improves Mental and Emotional Well-being – Feeling included and accepted reduces stress, increases self-confidence, and fosters positive relationships.

4.8    Prepares Future Generations – Teaching inclusion from a young age helps build a more accepting and understanding society, where everyone has the opportunity to thrive. 

4.9    Enhance our reputation – enabling us to maintain our competitive edge as a sustainable, social business.

4.10    Inclusion is not just a moral obligation but also a strategic advantage for places of work, and communities like those we support. Creating inclusive spaces benefits everyone and leads to stronger, more harmonious societies.

5.    RELEVANT LEGISLATION & REGULATION

5.1    Equality Legislation

5.2    We comply with the Equality Act 2010, which protects individuals from discrimination based on:

• Age
• Disability
• Gender
• Religion or belief
• Race, ethnicity, or nationality
• Gender reassignment
• Marriage or civil partnership
• Sexual orientation
• Pregnancy or maternity

5.3    In addition to these protected characteristics, we also consider factors like income, education, and occupation, which may impact a person’s opportunities.

5.4    Types of Discrimination (Under the Equality Act 2010)

•    Direct discrimination – Treating someone less favourably due to a protected characteristic.
•    Indirect discrimination – When policies or rules disproportionately disadvantage certain groups.
•    Victimisation – treating someone less favourably  for raising concerns about discrimination.
•    Harassment – Creating a hostile, intimidating, or offensive environment based on a protected characteristic.
•    Disability-related discrimination treating someone unfavourably or them being put at a detriment for something that is as a result of their disability and this is not objectively justified. 
•    Failing to make reasonable adjustments for people with disabilities.

6.    OUR LEGAL AND ETHICAL RESPONSIBILITIES

6.1    As a registered housing provider, we comply with The Public Sector Equality Duty (PSED), which requires us to:
•    Eliminate discrimination, harassment, and victimisation.
•    Advance equality of opportunity for all individuals.
•    Foster good relationships between different communities.

6.2    Regulatory Compliance and Our Commitment to EDI 

6.3    This policy meets the requirements of the regulatory framework which requires registered housing providers to respond to the needs of diverse colleagues and customers. Registered providers are required to treat all residents and tenants with fairness and respect including protected characteristics and those with additional support needs. 

6.4    At One Manchester, we are fully committed to meeting the expectations of the Regulator of Social Housing (RSH), Homes England, by ensuring that EDI principles are embedded across all aspects of our governance, service delivery, and employment practices. We recognise that a strong commitment to EDI is essential for delivering high-quality, fair, and accessible services that meet the needs of the diverse communities we serve.

6.5    Our approach to EDI is guided by the following regulatory standards and expectations:

6.6    Governance and Leadership

6.7    We will ensure that:

•    Our Board and Executive Management Team reflect the diversity of the communities we serve and are equipped with the knowledge and skills to drive EDI improvements.
•    EDI principles are fully embedded in our decision-making processes, ensuring that policies, practices, and services are inclusive and equitable.
•    We regularly review the diversity profile of our Board and leadership teams and take action to address any underrepresentation.

6.8    Fair and Accessible Services

6.9    We are committed to providing services that meet the diverse needs of our tenants and communities. To achieve this, we will:

•    Conduct Equality Impact Assessments (EqIAs) to evaluate how our policies and practices affect different groups and take appropriate action to mitigate any potential disadvantages.
•    Ensure that our services are accessible, inclusive, and responsive to the needs of tenants with protected characteristics, including making reasonable adjustments for customers with additional needs.
•    Engage meaningfully with all tenants, ensuring that the voices of underrepresented and marginalised groups are heard and reflected in service improvements.

6.10    Tenant Voice and Empowerment

6.11    We recognise the importance of tenant engagement and participation in shaping our services. We will:

•    Provide opportunities for tenants from all backgrounds to participate in decision-making and service design.
•    Use diverse and inclusive communication channels to ensure that all tenants can provide feedback and influence the services they receive.
•    Regularly review and act on tenant feedback to ensure continuous improvement in our EDI practices.

6.12    Workforce diversity and inclusion

6.13    We are committed to creating an inclusive and diverse workplace where all employees can thrive. Our commitments include:

•    Fair Recruitment and Progression: Ensuring that recruitment, promotion, and career development processes are transparent, free from bias, and provide equal opportunities for all.
•    Diversity Monitoring: Regularly reviewing and monitoring workforce diversity data to identify and address any disparities.
•    Training and Development: Providing ongoing EDI training to all staff and board members to equip them with the knowledge and confidence to promote inclusion and challenge discrimination.

7.    COMPLIANCE WITH THE PUBLIC SECTOR EQUALITY DUTY (PSED)

7.1    As a registered provider of social housing, we will fulfil our obligations under the Equality Act 2010 and the Public Sector Equality Duty (PSED) by:

•    Eliminating Discrimination: Identifying and addressing barriers that prevent fair access to services and employment.
•    Advancing Equality of Opportunity: Taking proactive steps to ensure that all individuals, regardless of background, have the opportunity to thrive.
•    Fostering Good Relations: Promoting understanding and positive relationships between different communities to build stronger, more inclusive neighbourhoods.

8.    MONITORING, EVALUATION, AND REPORTING

8.1    To ensure transparency and accountability, we will:

•    Conduct Regular Reviews: Report annually to our Board on our performance against EDI objectives, highlighting areas for improvement.
•    Engage with Scrutiny Panels: Involve our Scrutiny Panel in reviewing and assessing the effectiveness of our EDI policies and practices.
•    Analyse Feedback: Capture and act on feedback from tenants, staff, and stakeholders to inform policy development and service delivery.

9. CONTINUOUS IMPROVEMENT AND ACCOUNTABILITY

9.1    We are committed to fostering a culture of continuous improvement by:

•    Regularly reviewing this policy and updating it in line with legislative changes and emerging best practices.
•    Engaging with external agencies and sector partners to stay informed about new developments in EDI and apply them within our organisation.
9.2    Ensuring that all staff, managers, and board members understand their role in championing EDI and are held accountable for delivering positive outcomes.

10.    EMPLOYMENT

10.1    We are dedicated to creating an inclusive and supportive working environment where all employees can thrive. We will:

•    Fair and Transparent Recruitment: Recruit, develop, and promote employees based on merit, ensuring decisions are free from bias or discrimination.
•    Diversity and Representation: Regularly review our workforce profile to ensure that it reflects the communities we serve and take steps to address any disparities.
•    Training and Awareness: Equip staff with the necessary skills and knowledge to identify, understand, and respond to diversity-related issues.
•    Reasonable Adjustments: Make reasonable adjustments in the workplace to support employees with disabilities and other protected characteristics.
•    Zero Tolerance for Discrimination and Harassment: Maintain a safe and inclusive working environment where bullying, harassment, and discrimination are not tolerated.

11.    PROVIDING HOMES

11.1    We aim to provide good-quality homes and services that reflect the diverse needs of our communities. We will:
•    Inclusive Housing Provision: Ensure that housing allocation, lettings, and sales processes are fair and free from discrimination.
•    Accessibility and Adaptations: Provide suitable housing solutions for tenants with disabilities or mobility needs by making reasonable adjustments to meet their requirements where possible.
•    Responsive Asset Management: Consider the diverse needs and aspirations of residents in our asset management strategy, ensuring homes remain accessible, safe, and inclusive.

12.    MEETING THE DIVERSE NEEDS OF OUR CUSTOMERS

12.1    At One Manchester, we are committed to delivering high-quality, inclusive services that meet the diverse needs of our customers and communities. We will ensure that our services are accessible, responsive, and continuously improved based on meaningful customer feedback and data.

12.2    Our Commitments, We will:

•    Take Swift and Decisive Action on Hate Crime and Harassment: Respond promptly and effectively to all reports of hate-related crime, harassment (including racial and other forms), anti-social behaviour, and domestic abuse, ensuring the safety and wellbeing of our customers.
•    Ensure Accessibility and Compliance with Equalities Legislation: Ensure that all publicly accessible areas of our offices comply with equalities legislation, providing safe and inclusive spaces for customers.
•    Deliver Inclusive and Accessible Communication: Provide clear, accessible information about customers’ rights, responsibilities, and available services. We will offer information in alternative formats and languages, including British Sign Language (BSL) and community languages, where required.
•    Undertake Regular Equality Impact Assessments (EqIAs): Proactively assess the impact of our services, policies, and practices through a structured programme of EqIAs to ensure they promote inclusivity and eliminate potential barriers.
•    Leverage Customer Data to Tailor Services: Maintain and analyse comprehensive customer profile data to better understand individual and community needs. This information will help us personalise services and identify trends to improve service delivery.
•    Consider Vulnerability and Disability Legislation in Legal Actions: Prior to taking legal action, we will consider the implications of disability and vulnerability, ensuring that appropriate safeguards are in place.
•    Ensure Equal Access to Employability and Training Opportunities: Make employability support, volunteering, work placements, and training opportunities accessible to all sections of the community, promoting inclusive pathways to personal and professional development.
•    Identify and Remove Barriers to Service Access: Regularly monitor who is accessing our services and take proactive steps to address any disparities or barriers faced by underrepresented groups.
•    Offer Multiple Communication Channels: Provide a variety of contact methods, including effective digital services, to meet diverse customer preferences and ensure ease of access.
•    Foster Inclusive Customer Involvement: Encourage and welcome participation from diverse communities in service design, decision-making, and scrutiny processes. We will provide opportunities for all customers to contribute meaningfully to shaping the services they receive.
•    Monitor and Act on Customer Satisfaction: Regularly assess customer satisfaction across all services, identifying and addressing any disparities across diverse customer groups to ensure equitable outcomes.
•    Promote Inclusion and Take Action Against Discrimination: Promote community cohesion by addressing all forms of discrimination, hate crime, harassment, and victimisation through prompt, responsive, and effective action.
•    Support Vulnerable Customers to Sustain Their Tenancy: Through our Neighbourhood services/  Tenancy Support and Wellbeing Service, identify and assist customers with additional support needs, providing, procuring, or signposting them to relevant advice and services to help sustain their tenancies.

13.    WORKING WITH CONTRACTORS, PARTNERS AND SUPPLIERS

13.1    We expect all our contractors, partners, and suppliers to share our commitment to EDI. By working collaboratively, we can ensure that services provided to our customers are fair, accessible, and inclusive.

13.2    Our Commitments, We will:

•    Set Clear Expectations on EDI Standards: Ensure that all contractors, partners, and suppliers understand and commit to supporting our EDI principles and practices.
•    Require Effective EDI Policies: Require contractors, partners, and suppliers to have a current and effective EDI policy. Where such policies are not in place, we will expect these organisations to work in accordance with our own EDI commitments.
•    Support Partners in Understanding Customer Needs: Where appropriate, support partner organisations to better understand the diverse needs of our customers, enabling them to deliver services that are inclusive, responsive, and equitable.

14.    CUSTOMER SERVICE AND COMMUNITY ENGAGEMENT

14.1    Our goal is to create communities where everyone feels they belong. We will:
•    Accessible Services: Ensure that all services are accessible, inclusive, and responsive to the diverse needs of our customers.
•    Community Partnerships: Work collaboratively with partner organisations that demonstrate a commitment to equality, diversity, and inclusion.
•    Equality Impact Assessments: Conduct equality impact assessments on policies, services, and processes to ensure they promote fairness and inclusion.

15.    RESPONSIBILITY AND ACCOUNTABILITY

15.1    Delivering our EDI commitments is a collective responsibility. Specific roles include:

•    The Board: Ensuring compliance with legal and regulatory requirements and overseeing the implementation of this policy.
•    Executive Management Team: Embedding EDI principles across the organisation and monitoring progress.
•    Managers and Heads of Service: Promoting an inclusive culture within their teams and ensuring EDI practices are part of everyday operations.

15.2    All Staff: Championing diversity and inclusion in their roles and contributing to a positive and respectful working environment.

16.    RESPONSIBILITIES

16.1    The Equality, Diversity and Inclusion Officer and Director of Governance, Strategy and Business Assurance will be responsible for the review and update of this document.

16.2    All colleagues will be responsible for monitoring the implementation of this policy.

17.    EQUALITY, DIVERSITY AND INCLUSION STATEMENT

17.1    One Manchester promotes a diverse and inclusive environment for our customers and colleagues to thrive. We are  committed  to  enhancing  a  culture  that  respects  individuals, appreciates  difference  and  allows  everyone  regardless  of  background  to  reach their  full  potential. 

17.2    We accept our responsibility to comply with equalities legislation and regulatory requirements and aim to do more. We believe everyone requires access to the same opportunities. Through our behaviours, we aim to challenge and remove systemic barriers to equal opportunities and reduce the likelihood of all forms of discrimination, harassment, and victimisation within our organisation and our communities. 

17.3    We are committed to providing excellent customer services, which are fair, equitable and inclusive. As such, we will endeavour to understand and make any reasonable adjustments required for customers in line with One Manchester’s  Reasonable Adjustment Statement, and Reasonable Adjustment Policy and the Equality Act 2010

18.    EQUALITY IMPACT ASSESSMENT

18.1    An Equality Impact Assessment (EIA) has been completed and assessed.

18.2    The EIA found that this policy aims to support all characteristics and deter any form of discrimination.

19.    MONITORING AND REVIEW 

19.1    Compliance with this policy shall be monitored the Director of Governance, Strategy and Business Assurance

19.2    This policy shall be reviewed every 3 years. 

19.3    The Equality, Diversity and Inclusion Officer will be responsible for initiating a review of this policy and shall report to Director of Governance, Strategy and Business Assurance with any recommendations for all improvements required.

20.    CONTACT PERSON 

20.1    The Equality, Diversity and Inclusion Officer and Director of Governance, Strategy and Business Assurance have responsibility for the effective delivery of this policy.

21.    ASSOCIATED  LEGISLATION

21.1    This policy and any subsequent procedures have been written in accordance with relevant guidance, legislation and associated definitions, which includes but isn’t prescribed to:

•    Data Protection Act 1998 
•    Human Rights Act 1998
•    Equality Act 2010
•    Tenant Involvement and Empowerment Standard
•    Reshaping consumer regulation-Homes England 2023
 

22. ASSOCIATED POLICIES AND DOCUMENTS

22.1    Internal Documents:
•    Allocations Policy 
•    Recruitment Policy 
•    Tenancy Management Policy 
•    Grievance Procedure
•    Repairs Policy 
•    Agile Working Policy 
•    Complaints Policy 
•    Family Leave Procedure 
•    ASB Policy
•    Hate Crime Policy 
•    Pay Policy 
•    Domestic Abuse Policy 
•    Safeguarding Children and young people Policy 
•    Safeguarding Adults Policy 
•    Whistleblowing Policy 
•    Learning and Development Policy
•    Menopause and Andropause policy
•    Reasonable Adjustments Policy 

22.2    External Documents:

•    Equality Act 2010
•    Public Sector Equality Duty (PSED)
•    Human Rights Act 1998
•    Employment Rights Act 1996
•    Health and Safety at Work Act 19974
•    Equality and Human Rights Commission (EHRC) Codes of Practice
•    ACAS Guidance on Discrimination and Equality
•    Government Equalities Office Guidance