Cross-cutting Themes

This post contains the MOVE Project policies for equality and diversity, and Sustainable Development.  Further, more detailed, supporting documents can be found via the links at the foot of the ‘Cross-cutting Themes’ page.

Greater Lincolnshire MOVE Project Partnership Equality and Diversity Policy

  1. Statement of Intent

The MOVE Partnership is fully committed to the promotion of the aims of the Equality Act 2010 and associated Public Sector Equality Duty, and will apply these principles to our relationships with our staff, volunteers, beneficiaries and partners. This policy has been produced to try to prevent and address any unlawful discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect.

Valuing diversity, reducing inequality and ensuring all people are treated with dignity and respect are core themes for the Greater Lincolnshire MOVE Project Partnership. The Partnership is committed to building an environment that celebrates diversity and tackles all forms of discrimination. We will promote equality of opportunity across all equality groups, working to be a role model on equality issues.

The commitment outlined in this policy covers all aspects of the organisation and it is expected that all employees, consultants, agency workers, volunteers and beneficiaries who work on behalf of, represent or engage with the MOVE Project will adhere to the principles of this policy. Everyone involved in the MOVE Partnership plays a part in making sure all aspects of our work are inclusive and welcoming of diversity.

The principles underpinning the MOVE Partnership’s approach to equality and diversity are:

  • Celebrating diversity is central to the way we work. We believe that everybody has a contribution to make because we all have different experiences, values and abilities. We celebrate diversity in all forms because we are committed to inclusion and social justice.
  • We are committed to ensuring that all people irrespective of their protected characteristics of age, disability, colour, race, ethnic origin, gender, gender reassignment, marital or civil partnership status, pregnancy, nationality, religion or sexual orientation have a genuine and equal opportunity to participate in all MOVE activities.
  • We will not discriminate because of working patterns or trade union membership nor will we tolerate harassment or bullying on these or any other grounds.
  • We are committed to challenging and addressing direct and indirect discrimination in line with the protected characteristics within the Equalities Act 2010.

It will be the responsibility of all Partners, involve all staff, volunteers and beneficiaries in the implementation of this policy and the supporting action plan. All Partners involved in the MOVE Project will be expected to ensure the principles of this Equality and Diversity Policy are understood and implemented.

 

  1. Relationships with the people we work with

We recognise the importance of identifying the obstacles that prevent some people and groups from becoming involved and seek to remove them. The project will work from the basis of valuing the contribution of everyone and welcoming the involvement of all groups. We will:

  • Seek to use accessible venues for events
  • Encourage groups to share resources, information, knowledge and skills
  • Actively establish opportunities for Partners to share and network
  • Encourage all beneficiaries and members of the wider community to participate and engage on matters of equality and diversity
  • Support and educate beneficiaries so that they can challenge discrimination
  • Work to develop best practice guidelines across the Partnership

 

  1. Equality and Diversity in Practice

Upon signing the MOVE Partnership Agreement partners will agree to adhere to this Equality and Diversity Policy.

In practice, we will ensure that equality and diversity is embedded into the delivery of all MOVE services and activities through a variety of means outlined in the Action Plan including:

  • Identifying and understand the needs of beneficiaries and potential beneficiaries.
  • Review reports and evaluation of partners’ previous work with MOVE target groups and build lessons learned/ best practice into project delivery.
  • Ensuring that consideration is given to location, physical access, communication and timing as an integral part of service delivery
  • Project Management Board to identify Partners with particular strengths and expertise in equality and inclusion, and to appoint a minimum of two Equality Champions to provide advice and support to the Partnership.
  • Staff and volunteer induction, ongoing training and regular supervision.
  • Ensure that a variety of publicity and promotional methods are used to attract all sectors of the community (including specifically targeting marginalised groups and those people who are socially isolated) as detailed in the MOVE Marketing and Communications Plan
  • Building on Partners’ existing networks of local community groups and special interest groups that are already working with vulnerable people that the project is aiming to target, e.g. the Health and Wellbeing Board, Financial and Social Inclusion groups, Migrant Community Networks and Community Forums.
  • Encouraging members of the local community to get involved in the planning and delivery of the project through sub-groups and volunteering opportunities.
  • Regular monitoring to be carried out throughout the lifetime of the project to enable accurate records to be kept of staff, volunteers and beneficiaries.
  1. Equality and Diversity in Recruitment

Partners’ Human Resources policies and practice should include a commitment to equal opportunities. All new posts should be advertised as widely as possible (subject to budgetary restrictions) and throughout the voluntary and community sector via established networks. We recognise that the delivery and development of a high standard of service to service users is dependent upon having the right people in the right place at the right time and therefore regards the operation of an effective recruitment and selection policy as an essential management tool. We are committed to operating a selection processes that ensures fair and equitable treatment for all applicants. Recruitment should be carried out in accordance with this Equality and Diversity Policy and in compliance with relevant legislation to ensure all appointments are free from discrimination.

Our values and principles include but are not limited to:

  • A belief in the equality of opportunity and social justice for all
  • A belief in the right of individuals to work collectively to participate in decision-making
  • To ensure that recruitment and selection is fair and promotes equal opportunities
  • We welcome applications irrespective of sex or marital status, racial background, disability, age, sexual orientation, language or social origin or other personal attributes, including beliefs or opinions such as religious or political beliefs
  1. Communication

The project has a clear marketing and communications plan in place which details methods of communicating with disadvantaged groups and the promotion of positive messages surrounding inclusion in teaching and marketing materials. Partners will be expected to evidence how they have addressed equality and diversity in their own communications with staff, volunteers, beneficiaries and external stakeholders.

The Partnership website will be used to communicate developments in best practice, share case studies from across the Partnership and report to Partners on the progress being made towards the goals outlined in the Gender Equality and Equal Opportunities Action Plan.

  1. Monitoring and Improvement

The Partnership Gender Equality and Equal Opportunities Action Plan forms the basis of all monitoring, evaluation and continuous improvement activity across the Partnership. All Partners have an equal responsibility to promote equality and inclusion messages and to support progress towards achieving the goals outlined in the Plan.

One way in which Partners will contribute to this will be by contributing to an annual equality and inclusion Lessons Learned report to reflect project delivery experience and evaluation, identifying how lessons and best practice can be incorporated into delivery. Each Partner will be expected to comply with this overarching Partnership Policy and to review their own Equality and Diversity Policies annually. Compliance with this policy will be assessed and reported on as part of internal Partnership audits and evaluation processes. Monitoring reports and beneficiaries’ CRM system records will be expected to show that one-to-one discussions have taken place to determine individuals’ support needs, including financial help, timing and location of support, caring responsibilities and that solutions have been agreed to accommodate these needs. Financial records will also be scrutinised for spend on beneficiaries’ travel and childcare/ respite care costs.

Equality and diversity will be embedded in external and internal evaluation, which will highlight specific actions taken by Partners to ensure that beneficiaries receive equal and consistent support to access the services offered by MOVE. Equality and inclusion will also be included in the evaluation of beneficiaries’ experience of the project.

Equality and diversity will be included as a standing item on all Project Management Board meeting agendas, and time given at each meeting to discuss progress towards goals.

 

Greater Lincolnshire MOVE Project Partnership Sustainable Development Policy

  1. Statement of Intent

The MOVE project’s sustainable development action plan sets out the Partnership’s commitment to supporting sustainable development. It covers how the partnership will operate internally to be more sustainable and how it will work with participants to encourage them to make positive sustainability choices. We recognise that many Partners have been working to integrate sustainable development principles and practices into their policies and ways of working already and we will seek to learn from and build on this practice as we move forward. We also recognise that to achieve meaningful outcomes, sustainable development must be embedded at every level of delivery and management.

The principles underpinning the MOVE Partnership’s approach to sustainability are:

Knowledge and skills: equipping partners and participants with the knowledge, skills and confidence to make sustainable choices and promote environmentally responsible behaviours.

Low carbon: becoming low carbon, resource efficient, and encourage sustainable travel practices by staff, volunteers and participants.

Reducing waste: minimising waste production and diverting waste from landfill through increasing re-use, recycling and recovery.

Wellbeing: enhancing the health and wellbeing of project staff, volunteers, participants and the wider community.

The commitment outlined in this policy covers all aspects of the MOVE Project and it is expected that all employees, agency workers volunteers and beneficiaries who work on behalf of, represent or engage with the MOVE Project will adhere to the principles of this policy. Everyone involved in the MOVE Project plays a part in making sure that sustainable development is embedded in all aspects of our work.

It will be the responsibility of all Partners, involve all staff, volunteers and beneficiaries in the implementation of this policy and the supporting action plan. All Partners involved in the MOVE Project will be expected to ensure the principles of the Sustainable Development Policy are understood and implemented.

 

2. Knowledge and Skills

The Project Management Board will identify partner organisations with particular strengths in sustainable development and appoint two ‘Sustainable Development Champions’ to advise the Board on developments in best practice and to participate in periodic reviews of this policy and the Sustainable Development Action Plan.

Training on the principles and practice of sustainable development will be delivered to Partners and resources made available on the Partnership website. The Partnership will also endeavour to work with other Building Better Opportunities projects in the region to share knowledge and experience, and to promote a consistent approach to sustainable development across this and neighbouring LEP areas.

 

  1. Energy Conservation

Information will be available on the Partners’ website about conserving energy and natural resources; Partners will be expected to evidence that they encourage staff, volunteers and beneficiaries to take practical steps to reduce energy consumption, such as:

  • Installation of timers on lights
  • Keeping fridge running temperatures to 3-4 degrees Celsius
  • Limiting thermostats.
  • Locating messages about reducing energy consumption around Partners’ sites e.g. reminders to turn off monitors/ lights and how to report dripping taps.

 

  1. Embedding Sustainable Development in Everyday Practice

The Partnership will seek to implement simple, practical day-to-day environmental sustainability measures, for example:

  • Reuse and refurbishment of furniture and office equipment.
  • Only printing or photocopying when really necessary, using the double-sided and/or reduction facility whenever possible.
  • Ensuring that buildings managers are given training on environmental issues.
  • Encouraging biodiversity on sites e.g. creating/ maintaining habitats for plants and wildlife in gardens.
  • Involvement in local environmental networks.

 

  1. Reduction and Disposal of Waste

The Partnership has a commitment to reduce, reuse and recycle waste wherever possible, or if items cannot be reused or recycled to dispose of waste using registered waste collectors.

Partners will also observe and comply with the Waste Electrical and Electronic Equipment (WEEE) regulations. Guidance, including that issued by the Department for Innovation and Skills, on the recovery, reuse, recycling and treatment of WEEE can be found via the link at the foot of this page.

 

  1. Sustainable Procurement

Partners will be supported to explore sustainable procurement options including:

  • Environmentally friendly cleaning materials, recycled paper.
  • Local suppliers – reduce food miles/ delivery distances. Highlight additional community benefits.
  • Green energy tariffs
  • The Partnership undertakes to seek to purchase Fairtrade, ethically sources or locally produced products where possible.
  • Building environmental and ethical considerations into procurement decisions

Although MOVE is not a capital project, Partners will be encouraged to use contractors’ environmental questionnaires in the tenders, examining recycling policies, waste management, energy conservation and solar energy/ biomass boilers/ insulation.

Partners will be asked to provide evidence of sustainable procurement practices, for example using invoices or procurement contracts.

 

  1. Sustainable Transport

Partners will be encouraged to develop sustainable travel plans, promoting to staff, volunteers and beneficiaries the use of green or public transport options. Practical measures that may be taken include:

  • Promoting the benefits of green travel plans (including health/ fitness, lower noise levels, cleaner air)
  • Reduction in trip distances
  • Paying a mileage allowance for cycling
  • Reducing the need to travel by using online or telephone meetings where possible.
  • Car sharing to meetings
  • Holding events locally to reduce distance travelled

 

  1. Communication

Sustainable development themes have been identified in the project communications plans (e.g. environmental impact, value of the project to local communities and individuals’ economic/ physical/ mental/ social wellbeing) and Partners will be expected to evidence how they have addressed these in their own communications with staff, volunteers, beneficiaries and external stakeholders.

The Partnership website will be used to communicate developments in best practice, share case studies from across the Partnership and report to Partners on the progress being made towards the goals outlined in the Sustainable Development Action Plan.

Participants will be introduced to sustainability concepts, for example by including sustainability messages in teaching resources and identifying ways in which environmental projects may be used to engage clients and/or support holistic progress (e.g. skills building, volunteering, gaining references, mental/ physical health and IT/ maths/ literacy skills). Information will be provided by Partners about public transport routes to support locations or about cycle paths / cycle storage on site when referrals/ appointments/ course bookings are made. National events such as Fairtrade Day and local and national sustainability awards will be promoted

 

  1. Monitoring and Improvement

The Partnership Sustainable Development Action Plan forms the basis of all monitoring, evaluation and continuous improvement activity across the Partnership. All Partners have an equal responsibility to promote sustainability messages and to support progress towards achieving the goals outlined in the Plan.

One way in which Partners will contribute to this will be by completing an annual sustainable development benchmarking exercise, identifying action points and progress made year-on-year. Each Partner will be expected to comply with this overarching Partnership Policy and to review their own Environmental/ Sustainability Policies annually. Compliance with this policy will be assessed and reported on as part of internal Partnership audits and evaluation processes.

Sustainable development will be embedded in external and internal evaluation, which will highlight achievements and making recommendations for improvements in progress towards individual Partners’ action plans. Sustainable development will also be included in the evaluation of beneficiaries’ experience of the project.

Sustainable development will be included as a standing item on all Project Management Board meeting agendas, and time given at each meeting to discuss progress towards goals.

 

Supporting Documents