The Council of Christians and Jews is committed to encouraging equality, diversity, and inclusion among our organisation, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our members, and for everyone to feel respected and able to give their best.

The organisation in encouraging dialogue among our members and the public and its other activities - is also committed against unlawful discrimination against members or public participants.

Our policy’s purpose

This policy’s purpose is to:
1. Provide equality, fairness and respect for all involved in our activities and in our employment, whether permanent or temporary, part-time or full-time, staff or volunteers.

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race (including colour, nationality, and ethnic or national origin)
• religion or belief
• sex
• sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:
• pay and benefits
• terms and conditions of employment
• dealing with grievances and discipline
• dismissal
• redundancy
• leave for parents
• requests for flexible working
• selection for employment, promotion, training or other developmental opportunities
• selection for committees and as Trustees
• training and travel opportunities

4. Our commitment covers all our activities including:
• Workshops
• Publications
• Events
• Public Statements

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in our activities and in the workplace as they are good practice.

2. Create and maintain a working and voluntary environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all members and staff are recognised and valued. This commitment includes making training available to volunteers, managers and all others about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff and Trustees conducting themselves to help the organisation provide equal opportunities in employment and committee membership, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff and Trustees should understand they, as well as CCJ, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their activities , against fellow employees, members, and the public.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow members, employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work and voluntary activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal or loss of membership without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff and members, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning members acting on committees or selected for travel opportunities for being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

7. Monitor the make-up of the Trustees regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with the CCJ Trustee board.

Our disciplinary and grievance procedures

Details of the organisation’s grievance and whistleblowing policies and procedures can be found on the CCJ web site. This includes with whom a member or participants should raise a complaint – usually their line manager.

Use of the organisation’s grievance or whistleblowing procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.