Tameside Council exists to maximise the well being of the people of the borough. In pursuing this aim, it will strive for a just society which gives everyone equality.
- Statement of Principles
Tameside MBC is committed to ensuring that all its employment policies, procedures, guidelines and circulars will reflect and reinforce the Councils' commitment to equality.
The Council will through its policies and training seek to create a:
- Prejudice-free and supportive working environment.
- Workforce which reflects the diversity of the local population, ensuring that people from all sections of Tameside's local communities have equality of opportunity to obtain employment in all areas and levels of the Council.
- Recruitment and Selection
The Council will strive to:
Ensure that all employees are recruited and promoted on the basis of ability and other objective relevant criteria.
Work towards ensuring that through recruitment that its workforce better represents the community it serves.
Be committed to equality of opportunity for all people and protect against all forms of discrimination, with a particular regard to:
Gender; Race; Disability; Religious and Belief; Age; Sexuality
Ensure that it communicates job opportunities to all sections of the community. We will scrutinise the recruitment process to ensure that we do not discriminate or discourage applications from any section of the community.
Ensure that all its employees who are part of the recruitment selection panel are trained on equalities issues.
Work with disadvantaged sections of the community in support of recruitment
Use appropriate legislation as a framework for action to support the recruitment process in a positive way.
Collect and use recruitment information to support a fair and effective recruitment process.
- Training and Organisational Development
The Council will:
Seek to ensure that all employees are developed by the provision of appropriate and accessible learning opportunities in line with organisational needs.
Provide training that complies with the Councils Equalities Policies.
Include equalities training as part of its induction programme.
Include equalities training as part of its management development programme.
Provide equalities awareness training as part of its corporate training and organisational development programme.
- Monitoring and Evaluation
The Council will:
Continually monitor its workforce profile against the community profile to work towards a workforce that is reflective of the community it serves.
Specifically monitor recruitment, promotion, and training opportunities and take up of training, pay, grievance, disciplinary and exit from employment.
Monitor its performance against national best value performance indicators in respect of all equalities issues.
Receive an annual report from the Head of Human Resources on progress against targets that have been set.
Continue to review its monitoring processes to comply with changes in legislation.