Equality, Diversity and Inclusion Strategy

1 Page 0 of 62 equality , Diversity and Inclusion Strategy 2015 - 2018 Final Draft V5 Page 1 of 62 Page 0 of 62 Severnside equality and Diversity Strategy Contents Page Glossary Foreword 3 Executive Summary 5 Vision 7 Why have we produced a Strategy 7 What are equality , Diversity and Inclusion ? 8 equality Groups 9 The National Context 10 The Local Context 11 What have we achieved so far 15 Strategy Outcomes Where do we want to go? 18 Publicising 24 Responsibilities 24 Monitoring and Measuring Success 26 Compliance with Legislation 26 Resources and Value for Money 26 Action Plan 27 Page 1 of 62 Glossary E D and I equality , Diversity and Inclusion BME Black and Minority Ethnic Protected Characteristics Groups of customers as defined by The equality Act 2010 HR Human Resources LGBT Lesbian, Gay.

2 Bisexual and Transgender MARAC Multi agency risk assessment committee NHF National Housing Federation STAR Survey Annual Customer Satisfaction Survey Resident Senate Severnside s Customer Scrutiny Committee ASTAR Active Severnside Tenants and Residents Stonewall Diversity Champions Programme Stonewall are an organisation set up to promote and encourage best practice in employment for LGBT groups 2 Ticks Accreditation Accreditation for human resources to show organisations encourage applications and facilitate employment from disabled people Domestic Abuse Champion Staff member accessible through Customer Service Centre NEETS Young people not in employment, education or training Page 2 of 62 Foreword Nine years ago Severnside embarked on an equality , Diversity and Inclusion programme to become an organisation where everyone, regardless of race, ethnic origin, colour, nationality, religion, culture, gender, gender reassignment, sexual orientation, age, disability, class, appearance, responsibility for dependents, unrelated criminal activity, HIV, AIDS, income or spent offender background could feel comfortable working.

3 We have made a huge amount of progress and have worked hard to ensure we have the right mix of employees and can attract the best people to achieve our business objectives. Our commitment to equality , Diversity and Inclusion can be seen across the organisation. The introduction of The equality Act 2010 brought new challenges as it extended protection to three additional areas of equality , gender reassignment; pregnancy and maternity; and marriage and civil partnership. The challenges also involved widening the duties to eliminate unlawful discrimination; advance equality of opportunity; and foster good relations between different groups beyond race, gender and disability.

4 Our equality , Diversity and Inclusion values run through Severnside, from our procurement processes through to the way we deliver services including responding to our customers requirements to access those services. We expect the same commitment from our contractors and partners and we work to make sure there is continuity throughout our service delivery. We have continued to support events to help raise awareness and break down barriers as part of Severnside equality , Diversity and Inclusion Page 3 of 62 Strategy action plans and the following gives just a flavour of the activities we have been involved in over the past few years.

5 We have achieved the Housing Diversity Network nationally recognised Accreditation for good practice in equality , Diversity and Inclusion both as an employer and as a landlord In 2014 we were awarded the Stonewall Most improved organisation in the West Midlands Our tenant and staff focus group has looked at the needs of minority groups and our diverse service users and staff; we consult regularly through our Resident Senate and Customer Panel and workshops on service initiatives. We hold cultural and respect events each year to encourage understanding and tolerance within our diverse communities We support the Rainbow Festival , Rock Against Racism and Kick Racism Out of Football events and local organisations such as Safe Ageing No Discrimination (SAND) and Gender Matters.

6 We have worked jointly with our partners to establish Hate Crime reporting centres in our neighbourhoods thus raising the profile and the importance of Hate Crime reporting for all affected residents and customers. For the last 5 years we have marked Holocaust Day with our partners Page 4 of 62 We have dedicated resources for victims of domestic abuse We supported one of our local Secondary Schools, working with a theatre company and The Hive (social enterprise organization working with young people in media and arts) to produce a video condemning Hate Crime which we now use as a training aid. The Hive along with residents from our sheltered housing schemes were involved this year in commemoration of the First World War through a multi-generational project.

7 We are delighted that we can demonstrate this progress. Our hope is that this refreshed version of Severnside equality , Diversity and Inclusion Strategy with its new objectives and focused action plan will assist in moving us forward even further in our commitment to and practical achievements in equality , Diversity and Inclusion . Signed by the Chair and CEO Page 5 of 62 Page 0 of 62 EXECUTIVE SUMMARY Severnside s equality , Diversity and Inclusion Strategy is effective from 2015 to 2018 and builds upon our previous equality , Diversity and Inclusion Strategies. It also provides a review of the last three years and an action plan is appended.

8 The Strategy outlines how we will ensure that our services and employment practices are fair and inclusive, that we promote equality of opportunity and how we will contribute to the development of good relations between and within our diverse communities. The Strategy supports equality , Diversity and Inclusion being second nature and mainstreamed into everything we do. Diversity is a key cross cutting thread within the corporate plan and this Strategy will help to ensure the delivery of two of our key values: Fair we will act in an ethical manner embracing and celebrating Diversity and ensuring probity. Respectful we will treat customers, partners and staff with care and respect.

9 Our provision of services within Shropshire has provided challenges but we have developed additional experience and understanding of diverse customer groups. This has led to service improvements including: Customers Communication needs of all customers recorded and taken into account for our services and in correspondence through a number of measures Page 1 of 62 including information on job cards for operatives and contractors, translation, large print and braille for flyers, letters and documents. Data collected on the protected characteristics and the specific requirements of customers to inform current and future service provision Increased awareness of sexual orientation, gender, transgender, cultural and religious requirements for service delivery Joint work with partners on Hate Crime reporting and awareness raising Working with our disabled customers to eliminate any disadvantage to them in accessing our services A number of colleagues trained in sign language Translation flyers, letters.

10 Documents and tenancy agreements for involvement and services The use of language line when appropriate A register of alternative language speaking employees in our customer service centre Web site development design and accessibility for visually impaired and for those requiring translation Working jointly with Experian through their rental exchange to ensure our customers can use their rent payments to create a credit history which allows them access to cheaper energy, loans, bank accounts, insurance and other forms of credit. Introducing a tenancy sustainment service which provides appropriate services based on assessed need to enable tenants to maintain a successful tenancy.