DCW30-Equality, Diversity, and Inclusion Policy

Registration Number: {{org_field_registration_no}}

Equality, Diversity, and Inclusion Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} provides a fully inclusive and accessible home care service, upholding the principles of equality, diversity, and inclusion (EDI) in all aspects of our operations. We are committed to creating a workplace and care environment where service users, staff, and stakeholders are treated fairly, with dignity and respect, and free from discrimination.

This policy complies with the Equality Act 2010, the Human Rights Act 1998, the Social Services and Well-being (Wales) Act 2014, and the Regulation and Inspection of Social Care (Wales) Act 2016【32】. It aligns with Care Inspectorate Wales (CIW) regulations【35】to promote inclusive, person-centred care.

2. Scope

This policy applies to:

Service users receiving care from {{org_field_name}}.
All employees, including care workers, management, and office staff.
Volunteers, agency staff, and contractors working on behalf of {{org_field_name}}.
External professionals and visitors engaging with the organisation.

It covers:

Commitment to equality, diversity, and inclusion
Legal and regulatory compliance
Service user rights and inclusive care delivery
Staff responsibilities and workplace inclusion
Harassment and discrimination prevention
EDI training and monitoring

3. Commitment to Equality, Diversity, and Inclusion

At {{org_field_name}}, we commit to:

Providing equitable care that respects the individual needs, preferences, and cultural identities of service users.
Fostering a diverse and inclusive workforce, ensuring all staff feel valued, supported, and respected.
Eliminating discrimination, harassment, and victimisation in the workplace and service delivery.
Challenging inequality and promoting opportunities for all individuals, regardless of background.

4. Legal and Regulatory Compliance

This policy ensures compliance with the following legislation and regulatory frameworks:

Equality Act 2010 – Protects individuals from discrimination, harassment, and victimisation based on protected characteristics, including age, disability, gender, race, religion, sexual orientation, and more.
Human Rights Act 1998 – Ensures fundamental human rights, including the right to dignity, privacy, and freedom from discrimination【29】.
Social Services and Well-being (Wales) Act 2014 – Requires care services to be inclusive, person-centred, and accessible to all individuals.
Regulation and Inspection of Social Care (Wales) Act 2016 – CIW standards mandate that regulated care providers uphold equality, diversity, and inclusion in service provision【32】.

5. Service User Rights and Inclusive Care Delivery

5.1 Person-Centred Care and Individual Needs

Every service user will receive a care plan tailored to their personal, cultural, and religious preferences.
Communication support (e.g., interpreters, braille, easy-read formats) will be provided to ensure accessible information.
Dietary, religious, and cultural needs will be fully accommodated in care provision.

5.2 Accessibility and Reasonable Adjustments

Physical and communication barriers will be identified and removed to ensure equitable access to care.
Reasonable adjustments (e.g., adapted equipment, flexible care plans) will be made for service users with disabilities or special needs.
Staff will receive training on accessibility best practices, ensuring inclusive and adaptive care.

5.3 Non-Discriminatory Service Provision

All service users will be treated with dignity, respect, and fairness.
Care plans will not be influenced by personal biases or stereotypes.
Discriminatory behaviour from staff or other service users will not be tolerated and will be reported following the Whistleblowing Policy (DCW29).

6. Staff Responsibilities and Workplace Inclusion

6.1 Equal Opportunities in Recruitment and Employment

Job opportunities will be accessible to all individuals, regardless of background.
Fair and unbiased selection criteria will be applied during recruitment.
Flexible working arrangements will be considered to support staff with caring responsibilities, disabilities, or other needs.

6.2 Inclusive Workplace Culture

Staff must treat all colleagues with dignity and respect, fostering a supportive work environment.
Zero tolerance policy on discrimination and harassment – Any reported incidents will be investigated thoroughly.
EDI policies and initiatives will be reviewed regularly to improve workplace inclusivity.

7. Preventing Harassment, Bullying, and Discrimination

7.1 Definitions and Zero Tolerance Approach

Discrimination includes unfair treatment based on protected characteristics (e.g., age, disability, gender, race).
Harassment includes unwanted conduct that violates dignity or creates a hostile environment.
Bullying includes repeated behaviour intended to intimidate, degrade, or undermine an individual.
All complaints will be taken seriously and investigated following the Handling and Prevention of Bullying and Harassment Policy (DCW32).

7.2 Reporting and Handling Complaints

Staff or service users who experience or witness discrimination can report concerns through:
- Confidential discussions with the Registered Manager.
- Formal complaints procedure (DCW14).
- Whistleblowing procedures (DCW29) for anonymous reporting.
Investigations will be conducted fairly, ensuring due process and protection from victimisation.

8. EDI Training and Monitoring

8.1 Mandatory Staff Training

All employees will complete EDI training as part of induction and receive annual refresher courses.
Training covers:
- Recognising unconscious bias.
- Providing inclusive, person-centred care.
- Legal rights and responsibilities under the Equality Act 2010.

8.2 Data Monitoring and Reporting

Workforce diversity data will be collected to ensure fair representation and equal opportunities.
Service user feedback will be reviewed to assess the effectiveness of inclusive care delivery.
Regular audits will be conducted to monitor compliance and identify areas for improvement.

9. Monitoring and Compliance

The Registered Manager is responsible for ensuring that EDI principles are upheld across all aspects of the organisation.
CIW will assess compliance with EDI requirements during inspections.
Action plans will be implemented to address any identified shortfalls in equality, diversity, and inclusion practices.

10. Related Policies

This policy should be read in conjunction with:

Staff Conduct and Code of Ethics Policy (DCW28)
Handling and Prevention of Bullying and Harassment Policy (DCW32)
Whistleblowing (Speaking Up) Policy (DCW29)
Confidentiality and Data Protection Policy (DCW34)
Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13)

11. Policy Review

This policy will be reviewed annually or sooner if required due to legislative updates, CIW regulations, or operational needs. Updates will be communicated to all staff, and additional training will be provided as necessary.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.