Introduction

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Planet CIC is committed to addressing and challenging discrimination and encouraging diversity amongst both the wider labour market, our stakeholder network and our workforce, including volunteers. We aim to work towards promoting equality and diversity in the UK workforce and the UK labour market mechanisms. 

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​Planet CIC will ensure active compliance with all relevant legislation: Equality Act 2010. We aim to promote Equality and Diversity over and above our legal requirements, to that end, the purpose of this policy is to provide equality and fairness for all Planet stakeholders. Each employee, volunteer and stakeholder should feel respected and able to give their best. In our careers guidance and employment support operations and regarding employment and volunteering within Planet and relating to our conduct towards all stakeholders, we aim not to discriminate against any persons because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, sex and sexual orientation. We oppose all forms of unlawful and unfair discrimination.

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This policy covers all aspects of Planet CIC’ activities, including advertising & publicity, selection, setting up and monitoring volunteering, recruitment services for employers & candidates, recruitment to Planet CIC and training, the Planet CIC stakeholders’ advisory network and any other activities.

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​Definition of Planet CIC’ stakeholders: Planet CIC’ stakeholders are individuals or organisations who are served or supported by Planet CIC, or who advise, assist or feedback to Planet CIC, within its objectives. This includes professionals, advisers, community organisations and agencies, careers practitioners and agencies, employers, placement providers, professional bodies, statutory bodies such as DWP, JCP, UKBA and BIS, and other relevant individuals and organisations.

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Breaches of Planet CIC’ equality and diversity policy by our staff and volunteers will be regarded as misconduct and could lead to disciplinary proceedings.

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​​Positive Action: Timetabled targets will be set for groups in the community that are identified as being underrepresented in the Planet CIC workforce. Where necessary, special steps, as permitted by the relevant Acts of Parliament, will be taken to help disadvantaged and/or underrepresented groups to compete for roles on a genuine basis of equality.

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​Overall Responsibility: The Quality Standards and Evaluations director of Planet CIC is responsible for the effective operation of the company's EDP. A copy of this policy is available from the Director of Planet CIC - Kate Evans – kate.evans@graduateplanet.co.uk

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​Planet CIC services to candidates

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 Planet CIC candidates, referral advisers and all stakeholders are entitled to see and give feedback on the Planet CIC equal opportunities based selection criteria for advice and placement and recruitment services. Feedback and complaints will be responded to in writing by the director within 5 working days when possible.

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Our services should be accessible to all, including those candidates with disabilities. This includes, for example, large print documents on request and an accessible website.

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Planet CIC candidates on work placement are entitled to:

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• Receive an induction at their placement provider/employer which covers equality and diversity which is then supported by ongoing updates and reviews during their placement

• Expect that the placement provider provides suitable access for disabled people

• Comment and feedback on the extent to which Planet CIC programmes promote and maintain equality and diversity

• Have their knowledge, understanding and experience of equality and diversity issues enhanced and reviewed on a regular basis i.e. through meetings with Planet CIC and placement provider supervisors.

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Planet CIC services to employers/placement providers

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This policy is embedded in all the services provided to employers/placement providers. Planet CIC requires all employers/placement providers to also have an Equal Opportunities Policy and to work within it to support good practice with Planet CIC and its service users.

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Planet CIC services and collaboration with other Planet CIC stakeholders. This policy is embedded in all the services and collaboration with all Planet CIC stakeholders to support good practice. Feedback and complaints will be responded to in writing by the director within 5 working days where possible.

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Planet CIC internal jobs/volunteering Vacancy advertising

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Selection for employment, promotion, training or any other benefit within Planet CIC will be based on aptitude and ability. All employees and volunteers will be encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

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Wherever possible, all vacancies will be advertised simultaneously internally and externally. Sometimes, in the interests of Planet CIC employees’ professional development, vacancies may be advertised internally only.

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Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally. We aim to attract professionals to be part of the Planet CIC’ team, including management, staff & volunteers.

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Wherever possible, vacancies will be notified to job centres, RCO’s, and a range of agencies with significant minority group roles, as well as to minority press/media. All vacancy advertisements will include an appropriate short statement on equal opportunity.

 

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Selection and recruitment

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• Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

• More than one person, at the discretion of the Quality Standards and Evaluations Director, should be involved in the selection interview and recruitment process, and all should have received training in equal opportunities.

• Reasons for selection and rejection of applicants for vacancies must be recorded. Positive action - training, promotion and conditions of service

• Underrepresented groups will be encouraged to apply for training and employment opportunities with the company/etc. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit.

• Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.

• Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

• Personnel records

  • Where necessary, employees will be able to check/correct their own records of these details. Otherwise, access to this information will be strictly restricted.

  • Such records will be analysed regularly, and appropriate follow-up action taken.

  • Staff members will all receive training in equal opportunities & diversity principles & practice

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Sources of advice and information for this Policy:

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ACAS: Delivering equality and diversity