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Equality Diversity in Practice

Chevin Housing Group recognises the importance of having senior figures within the organisation as Champions for equality and diversity issues, whose visible commitment is central to driving the diversity agenda forward. In 2005, the Group established the Equality and Diversity Steering Group, which has coordinated and overseen significant progress in the area of equality and diversity. The Audit Commission recognises that Chevin has a strong focus on diversity and in their inspection report stated:

"There is a strong focus on diversity, with a corporate commitment and effective leadership supporting the promotion of diversity and equal opportunities."

By seeking to reflect the diversity of the communities we serve, the Group is better placed to understand our customers' needs and therefore we are more likely to retain and attract new custom whilst maintaining increased levels of customer satisfaction.

As an organisation Chevin Housing Group recognises that there is no place for discrimination or harassment within its business. We are eager to promote an understanding of the importance of equality and diversity amongst our staff

Chevin is working to foster a culture of respect, based on understanding the equal value and worth of individual staff members, in order that they can fulfil their potential. We have also made a commitment to ensure that our services are equally accessible to all of our customers, and that all of our customers have an opportunity to put their views forward.

Through seeking to attract staff applicants from a more diverse community base, the organisation will be selecting from a larger labour pool, enabling the best person for each job to be appointed. We foster an environment where the value and worth of every individual is recognised and ensure that we can make the most of individual skills, which not only benefits staff but aids productivity.

Our commitment as an Employer:

• We will take steps to ensure that no individual, whether staff member or user of the service is disadvantaged by any condition or requirement, which cannot be shown to be justifiable
• We will promote equality of opportunity not only in the way our staff are managed but also in the way in which services are delivered by our staff
• We will operate a zero tolerance approach to dealing with complaints of harassment and discrimination
• We will aim to ensure our staff profile reflects the communities we serve, both at operational and managerial level
• We will ensure all our staff are aware of their personal and professional duty towards equality and diversity

 3.9% (as at January 2009) of our staff have told us they have a disability.

We welcome applications from people with a disability.