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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Equality, Diversity, and Inclusion Policy

1. Introduction

At {{org_field_name}}, we are committed to fostering an inclusive, respectful, and equitable environment for everyone we support, employ, and work alongside. We recognise the rich diversity of individuals and communities across Scotland and strive to ensure that every person—whether a service user, employee, or stakeholder—is treated with dignity, fairness, and respect.

Purpose of This Policy

The purpose of this policy is to outline our commitment to promoting equality, diversity, and inclusion (EDI) in every aspect of our home care services. We believe that everyone has the right to high-quality, person-centred care that respects their unique needs, backgrounds, and life experiences. By embedding EDI principles into our daily practice, we aim to:

• Provide fair and accessible care that meets the diverse needs of the individuals we support.
• Create a safe, inclusive, and supportive workplace where all employees feel valued and empowered.
• Prevent discrimination, harassment, and victimisation in all forms.
• Ensure compliance with legal and regulatory obligations, maintaining the highest standards of care.

Our Commitment to Equality, Diversity, and Inclusion

We actively promote a culture where differences are celebrated, and where everyone—regardless of age, disability, gender identity, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sex, or sexual orientation—feels welcome, respected, and heard. Our approach is guided by person-centred values, ensuring that each service user receives care that reflects their preferences, beliefs, and aspirations.

We recognise that discrimination, bias, and inequality can exist in society, and we take proactive steps to eliminate barriers within our service. We work continuously to educate our team, challenge stereotypes, and ensure our policies and practices promote genuine inclusivity.

Legal and Regulatory Framework

This policy is underpinned by the following key legislation and national standards, which set the foundation for our commitment to equality and diversity in home care:

• Equality Act 2010 – Ensures protection against discrimination, harassment, and victimisation in relation to protected characteristics.
• Human Rights Act 1998 – Establishes the fundamental rights and freedoms to which every individual is entitled.
• Health and Social Care Standards (Scotland) – Outlines the expectations for person-centred, dignified, and respectful care.
• Scottish Social Services Council (SSSC) Codes of Practice – Defines professional standards for social care workers and employers, ensuring fair and ethical practice​.
• The Public Sector Equality Duty (Scotland) – Requires us to promote equality and address disparities in care delivery.

2. Scope

Our Equality, Diversity, and Inclusion (EDI) Policy applies to everyone connected to our service. We are committed to ensuring that all individuals—whether they receive care, provide care, or engage with our organisation in any capacity—are treated with fairness, dignity, and respect.

Who This Policy Applies To

This policy applies to:

• Service Users – Every person receiving our home care services is entitled to high-quality, person-centred care that respects their rights, choices, and individual circumstances.
• Employees – All staff, including carers, management, and support teams, must adhere to this policy and contribute to an inclusive workplace and service environment.
• Volunteers and Contractors – Anyone working with or on behalf of our organisation is expected to uphold the principles of equality, diversity, and inclusion.
• Stakeholders and Partners – We work with external agencies, healthcare providers, local authorities, and community organisations that share our commitment to EDI principles.

Applicability in Service Provision and Employment Practices

This policy influences every aspect of our work, ensuring that inclusivity and fairness are embedded in:

• Service Delivery – We provide care that is accessible, culturally sensitive, and tailored to individual needs, ensuring that all service users feel valued and respected.
• Recruitment and Employment – Our hiring processes are fair and unbiased, ensuring equal opportunities for all candidates regardless of background. We also provide ongoing training and development to promote awareness and understanding of EDI.
• Workplace Culture – We foster a supportive and inclusive work environment where every employee is respected, heard, and encouraged to thrive.
• Policies and Procedures – Every policy we implement, from safeguarding to complaints handling, aligns with our commitment to equality and non-discrimination.
• Decision-Making and Governance – EDI principles guide our strategic decisions, ensuring that our services remain inclusive and responsive to the diverse needs of the communities we serve.

3. Key Principles

We are committed to creating an environment where everyone is treated with dignity, respect, and fairness. Our approach to equality, diversity, and inclusion is guided by the following key principles:

3.1 Respect for All Individuals

We recognise and celebrate the diversity of our service users, employees, and stakeholders. We are dedicated to providing care and employment opportunities that respect each person’s identity, background, and personal choices. We uphold the rights of every individual, regardless of:

• Age
• Disability
• Gender reassignment
• Marriage or civil partnership status
• Pregnancy and maternity
• Race, ethnicity, or national origin
• Religion or belief
• Sex (gender)
• Sexual orientation

By ensuring person-centred care and inclusive workplace practices, we promote dignity and empower individuals to live fulfilling lives.

3.2 Commitment to Removing Discrimination, Harassment, and Victimisation

We have a zero-tolerance approach to discrimination, harassment, and victimisation in any form. This applies to service delivery, recruitment, workplace culture, and interactions with all individuals connected to our organisation. We are dedicated to:

• Preventing and addressing discrimination by fostering awareness and accountability.
• Providing clear procedures for reporting and handling complaints related to unfair treatment.
• Ensuring that all staff receive regular training on equality, diversity, and inclusion, empowering them to challenge discrimination when they encounter it.
• Complying with The Equality Act 2010 and other relevant legal frameworks to uphold anti-discrimination protections.

We take all reports of discrimination, bullying, harassment, or victimisation seriously and act swiftly to protect the well-being of our service users and staff.

3.3 Fostering an Inclusive Workplace and Service Environment

At {{org_field_name}}, we strive to create an environment where everyone feels valued, supported, and included. Our commitment to inclusion extends across:

• Service Provision – Ensuring that care is tailored to meet individual needs, cultural preferences, and communication requirements.
• Workplace Culture – Encouraging a respectful, open, and welcoming atmosphere where employees can thrive, express themselves freely, and contribute meaningfully.
• Recruitment and Career Development – Providing equal opportunities for all applicants and employees, ensuring that progression is based on merit, skills, and experience rather than background or personal characteristics.
• Collaboration and Community Engagement – Working with local organisations, advocacy groups, and stakeholders to promote diversity and inclusion beyond our organisation.

4. Legal and Regulatory Compliance

At {{org_field_name}}, we are committed to upholding the highest standards of equality, diversity, and inclusion by adhering to all relevant legal and regulatory requirements. Compliance with these laws and guidelines ensures that our care services are fair, inclusive, and respectful of the rights of every individual we support and employ.

Key Legislation and Standards

Our approach to equality, diversity, and inclusion is underpinned by the following legal and regulatory frameworks:

• Equality Act 2010 – This legislation protects individuals from discrimination, harassment, and victimisation based on protected characteristics, ensuring fairness in both service provision and employment.
• Public Sector Equality Duty (Scotland) – Requires us to actively promote equality, eliminate discrimination, and foster good relations between people of different backgrounds.
• Care Inspectorate Standards – The Care Inspectorate regulates and inspects our services to ensure that we meet the Health and Social Care Standards, which emphasise dignity, respect, inclusion, and person-centred care.
• Human Rights Act 1998 – Ensures that all individuals receiving care have fundamental rights, including respect for private life, freedom of expression, and protection from inhumane treatment.
• The Fair Work Framework (Scotland) – Promotes equality, inclusion, and respect in the workplace, ensuring fair treatment for all employees.

By complying with these regulations, we create a service environment that is safe, welcoming, and free from discrimination for both service users and employees.

Responsibilities Under the SSSC Codes of Practice

The Scottish Social Services Council (SSSC) Codes of Practice set out the professional standards expected of both social service workers and their employers. At {{org_field_name}}, we fully embrace these codes to ensure high-quality care and ethical conduct:

• For Social Service Workers (including carers and support staff):
  • Treat all individuals with respect, kindness, and dignity.
  • Uphold the rights and choices of service users, ensuring they receive care that aligns with their values and preferences.
  • Promote diversity and avoid discriminatory behaviour.
  • Challenge and report any discrimination, abuse, or unfair treatment.
• For Employers (Management and Leadership):
  • Ensure all employees understand and follow equality, diversity, and inclusion principles in their daily work.
  • Provide training, support, and resources to help staff meet their responsibilities under the SSSC Codes of Practice​.
  • Implement clear policies and procedures for reporting and addressing discrimination, harassment, and victimisation.
  • Lead by example, fostering an inclusive and supportive workplace culture.

Our Commitment to Compliance and Best Practice

At {{org_field_name}}, we take proactive steps to ensure compliance with these laws and standards:

• Conducting regular training for staff on equality, diversity, and inclusion.
• Implementing inclusive policies and procedures that reflect best practices.
• Encouraging open communication and providing clear channels for raising concerns or complaints.
• Working closely with regulatory bodies to continuously improve our approach to person-centred and non-discriminatory care.

5. Roles and Responsibilities

Equality, diversity, and inclusion (EDI) is everyone’s responsibility. We expect all employees, management, and service users to actively contribute to a fair and inclusive environment.

Management Responsibilities

Our leadership team is responsible for driving a culture of equality, inclusion, and respect throughout the organisation. Management will:

• Implement EDI principles in all aspects of service provision and employment.
• Ensure compliance with the Equality Act 2010, SSSC Codes of Practice, and Care Inspectorate standards.
• Monitor and review EDI policies and practices regularly.
• Provide training and support to employees on equality and diversity issues.
• Address complaints and concerns about discrimination, harassment, or unfair treatment swiftly and effectively.
• Lead by example, promoting fairness and respect in all workplace interactions.

Employee Responsibilities

All employees have a duty to uphold equality, diversity, and inclusion in their daily roles. This includes:

• Treating colleagues, service users, and visitors with fairness, dignity, and respect.
• Recognising and valuing diversity, ensuring that no individual is discriminated against.
• Following the organisation’s EDI policies and attending relevant training.
• Challenging discrimination and reporting any concerns about unfair treatment.
• Providing person-centred care that reflects the unique needs and preferences of service users.

Service User Rights and Responsibilities

All service users at {{org_field_name}} have the right to:

• Be treated fairly, with dignity and respect at all times.
• Receive person-centred care that considers their individual needs, preferences, and cultural background.
• Be protected from discrimination, harassment, or victimisation.
• Have their voices heard, including raising concerns if they feel they have been treated unfairly.

In return, we encourage service users to:

• Respect staff and other service users, fostering a positive care environment.
• Engage in open communication with care staff to help us deliver the best possible service.
• Report any concerns about discrimination or unfair treatment so that we can take immediate action.

6. Ensuring Inclusive Service Delivery

At {{org_field_name}}, we are committed to delivering accessible, person-centred care that meets the diverse needs of our service users. We recognise that each individual is unique, and we strive to ensure that everyone receives care and support that respects their identity, values, and personal choices.

6.1 Providing Accessible and Person-Centred Care

Our approach to care is person-centred, meaning that every service user is treated as an individual with their own needs, preferences, and aspirations. We ensure that:

• Care plans are tailored to reflect personal preferences, cultural backgrounds, and specific support requirements.
• Service users are fully involved in decisions about their care, ensuring that their voices are heard and respected.
• Communication is clear and inclusive, using appropriate formats such as easy-read materials, large print, visual aids, or digital tools to ensure understanding.
• Physical and environmental accessibility is prioritised, ensuring that service users can comfortably and safely receive care in their own homes.

We believe that care should be flexible and responsive to meet the evolving needs of those we support.

6.2 Supporting Individual Needs

We understand that everyone has unique needs based on their personal circumstances, cultural background, or abilities. We are dedicated to providing adjustments that ensure equitable access to care and support, including:

• Cultural and Religious Needs
  • Respecting religious observances, dietary requirements, and customs.
  • Accommodating faith-based care preferences (e.g., gender-sensitive care provision).
  • Ensuring that care schedules respect religious or cultural events.
• Linguistic Support
  • Providing access to interpreters, translated materials, and assistive communication tools where required.
  • Encouraging staff to learn and respect key words or phrases in the service user’s preferred language.
  • Offering accessible formats for those with communication difficulties.
• Disability-Related Adjustments
  • Ensuring that care environments are safe and accessible, with appropriate mobility aids and adaptations.
  • Supporting the use of specialist equipment to enhance independence and quality of life.
  • Providing staff with training on disability awareness to ensure inclusive and appropriate support.

By embedding equity into our service delivery, we make sure that no one is excluded or disadvantaged in their care experience.

6.3 Anti-Discrimination in Service Delivery

We have a zero-tolerance approach to discrimination in any form. Our team is trained to recognise and challenge discrimination, ensuring that:

• No service user is denied care or treated unfairly based on their race, gender, disability, religion, sexual orientation, or any other characteristic.
• Staff are aware of unconscious bias and take active steps to promote inclusivity.
• Complaints related to discrimination are taken seriously, investigated thoroughly, and resolved appropriately.
• Safeguarding policies are in place to protect service users from harm, ensuring that they receive care in a safe and respectful environment.

7. Recruitment, Employment, and Training

At {{org_field_name}}, we are committed to fostering a diverse, inclusive, and supportive workplace where everyone has equal opportunities to succeed and thrive. Our recruitment, employment, and training practices reflect our dedication to fairness, respect, and professional development for all staff, ensuring that we provide the highest quality of care to our service users.

7.1 Inclusive Recruitment and Selection Practices

We believe that a diverse workforce enhances the quality of care we provide. Our recruitment and selection processes are designed to ensure fair and equal access to employment opportunities, regardless of:

Age

Disability

Gender identity

Marriage or civil partnership status

Pregnancy or maternity status

Race, ethnicity, or national origin

Religion or belief

Sex

Sexual orientation

To ensure a truly inclusive hiring process, we:

Use objective selection criteria based on skills, qualifications, and experience.

Avoid biased language in job advertisements to encourage diverse applicants.

Ensure that interview panels are trained in fair recruitment and unconscious bias awareness.

Offer alternative application methods where required, such as verbal applications or accessible formats.

Encourage applications from underrepresented groups to promote workforce diversity.

7.2 Equal Opportunities in Training, Promotions, and Development

At {{org_field_name}}, we are committed to providing career development opportunities for all staff, ensuring that promotions and training are based on merit, skills, and potential.

Every employee has equal access to training and professional development, regardless of background or personal characteristics.

We offer ongoing learning opportunities, including training on equality, diversity, and inclusion, person-centred care, and professional skills.

Career progression is based on fair and transparent processes, with clear pathways for promotion.

We provide mentorship and support for staff to help them develop their skills and confidence.

Employees are encouraged to participate in leadership development programmes to support progression into senior roles.

7.3 Reasonable Adjustments for Employees with Disabilities

We are committed to ensuring that employees with disabilities or additional needs receive the support and accommodations necessary to perform their roles effectively. This includes:

Making workplace adjustments, such as adapted equipment, flexible working hours, or remote working options.

Ensuring accessible training and learning opportunities, including materials in large print, audio format, or alternative languages.

Providing specialist support, such as assistive technology or workplace modifications.

Encouraging open conversations between employees and management to discuss support needs.

We work closely with employees to identify and implement reasonable adjustments that allow them to thrive in their roles while maintaining a positive and inclusive work environment.

7.4 Anti-Harassment and Bullying Measures

We have a zero-tolerance approach to bullying, harassment, and discrimination within our organisation. Every employee has the right to work in a safe, respectful, and inclusive environment.

Clear policies and procedures are in place to address workplace harassment and discrimination.

Employees are encouraged to report concerns without fear of retaliation, and all complaints are handled confidentially and fairly.

Regular training on workplace respect and inclusion is provided to all staff.

We actively challenge inappropriate behaviour and ensure that any incidents are swiftly addressed through disciplinary procedures where necessary.

8. Reporting and Handling Discrimination or Harassment

At {{org_field_name}}, we take all reports of discrimination, harassment, bullying, and victimisation seriously. We are committed to creating a safe, inclusive, and respectful workplace and care environment where everyone feels supported and empowered to speak up.

We have clear procedures in place to ensure that concerns are handled fairly, confidentially, and without fear of retaliation.

8.1 Clear Procedures for Reporting Concerns

We encourage all employees, service users, and stakeholders to report any incidents of discrimination, harassment, or unfair treatment.

• All complaints will be taken seriously and investigated promptly.
• Anonymous reporting options may be available where appropriate.
• Investigations will be conducted objectively, confidentially, and without bias.
• Outcomes and actions will be communicated to those involved, ensuring that appropriate measures are taken to resolve the issue and prevent recurrence.

Where to report:

1) Verbally to the Registered Manager

2) Inform the Registered Manager by email: {{org_field_registered_manager_email}}

3) Call the office and inform the Registered Manager: {{org_field_phone_no}}

4) Out of hours phone number: {{out_of_hours}}

5) Online via our website: {{org_field_website}}

We foster a culture of openness and trust, where employees and service users feel safe and supported in raising concerns.

8.2 Whistleblowing Protection for Staff

We recognise that speaking up about discrimination or misconduct can be difficult. We provide strong whistleblowing protections to ensure that no one faces retaliation for raising concerns in good faith.

• Employees and service users can report concerns without fear of victimisation or job insecurity.
• We comply with the Public Interest Disclosure Act 1998, which protects whistleblowers.
• Retaliation against those who report discrimination, harassment, or other misconduct will not be tolerated and may result in disciplinary action.
• We ensure that all employees are aware of their rights and know how to access whistleblowing support.

We encourage a proactive culture of accountability, where wrongdoing is addressed swiftly, and staff feel confident to raise issues without fear.

8.3 Support for Victims of Discrimination or Harassment

At {{org_field_name}}, we are committed to supporting individuals who experience discrimination or harassment—whether they are employees, service users, or other stakeholders.

• Confidential support will be provided to victims through internal safeguarding officers or external support services where needed.
• Affected individuals will be given a safe space to voice their concerns, and their well-being will be prioritised throughout the investigation process.
• If necessary, adjustments will be made to the work or care environment to ensure that victims feel safe and supported.
• Mediation and resolution strategies may be offered where appropriate to restore a positive and respectful environment.

We are committed to creating a culture where discrimination and harassment have no place, ensuring that everyone in our organisation—staff and service users alike—feels valued, protected, and respected.

9. Monitoring and Continuous Improvement

At {{org_field_name}}, we are committed to continuous improvement in our approach to equality, diversity, and inclusion (EDI). We recognise that fostering an inclusive and fair care environment requires ongoing reflection, learning, and adaptation.

To ensure our EDI commitments remain effective and meaningful, we have established clear processes for monitoring, evaluation, and improvement.

9.1 Regular Review of EDI Practices and Policies

We conduct regular reviews of our EDI policies, procedures, and practices to ensure they remain:

• Compliant with current legislation, including the Equality Act 2010, Human Rights Act 1998, and Health and Social Care Standards.
• Aligned with best practices in social care and employment.
• Effective in eliminating discrimination and promoting inclusion for service users and staff.

How We Review and Improve EDI Policies:

• Annual policy reviews to incorporate new legislation and emerging best practices.
• EDI audits to assess inclusivity in service provision and workplace culture.
• Regular meetings where management and staff discuss EDI-related developments and improvements.
• Collaboration with external organisations to ensure we implement the latest guidance on inclusive care.

9.2 Staff Training on Equality and Diversity

Training and education are central to embedding equality, diversity, and inclusion across our services. We provide regular, ongoing training to ensure all employees:

• Understand EDI principles and how they apply in their daily roles.
• Recognise and challenge discrimination when they see it.
• Deliver person-centred, culturally responsive care that respects each individual’s unique needs.
• Feel confident in fostering an inclusive and respectful workplace.

Our Approach to EDI Training:

• Induction Training: All new staff receive mandatory EDI training as part of their onboarding process.
• Annual Refresher Courses: To keep all employees up to date with the latest EDI guidance and best practices.
• Specialist Training: Covering topics such as unconscious bias, inclusive communication, and supporting diverse needs in care provision.
• Leadership Development: Managers receive additional training to ensure they can effectively promote EDI and handle related concerns.

We believe that continuous learning is key to maintaining a truly inclusive, fair, and respectful environment.

9.3 Feedback from Staff, Service Users, and Stakeholders

We actively seek feedback from staff, service users, families, and external stakeholders to identify areas for improvement and ensure that our services remain inclusive and equitable.

How We Gather and Use Feedback:

• Service User Feedback Surveys – To assess how well we are meeting diverse needs and ensuring fair treatment.
• Employee Feedback Mechanisms – Regular check-ins, team meetings, and anonymous reporting options to encourage honest input.
• Equality and Inclusion Forums – A space for staff and service users to share experiences, concerns, and suggestions for improvement.
• Collaboration with External Experts – Partnering with advocacy groups and regulatory bodies to ensure our approach remains progressive and effective.

We are committed to listening, learning, and acting on feedback to strengthen inclusivity and fairness across all aspects of our service.

10. Policy Review and Updates

We are committed to regularly reviewing and updating this policy to ensure it remains relevant, effective, and fully compliant with Scottish legislation and care standards.

To maintain the highest standards of inclusivity and compliance, we review our EDI policy on an annual basis. However, additional reviews may be conducted in response to:

• Changes in legislation or regulatory guidance, such as updates to the Equality Act 2010, SSSC Codes of Practice, or Care Inspectorate standards.
• New best practices in social care, workforce diversity, and anti-discrimination measures.
• Feedback from service users, staff, and stakeholders highlighting areas for improvement.

Incidents or complaints that indicate a need for policy revisions.

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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}}
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