Welcome to Arising Care
Welcome to Arising Care
Arising Care is committed to building a more equitable, diverse and inclusive environment, both in the workplace and in the services, we provide. In order for us to achieve equitable outcomes, we will acknowledge and address the various forms of oppression that create disparate and disproportionate outcomes for the young people who use our services and the staff who support them.
Given the nature of our work, we strive to prioritise equity, diversity, and inclusion to ensure that all young people have equal access to opportunities and resources. By promoting a safe and welcoming environment for all young people, regardless of their background, we build trust and foster a sense of community.
We are dedicated to fostering a workplace culture that embraces inclusivity and support. We strive to empower our employees, encouraging them to freely express their thoughts and ideas, and valuing the diversity of perspectives they bring. Our goal is to create an environment where everyone feels welcomed and supported, enabling each individual to thrive and contribute their unique talents and experiences.
Arising Care welcomes any young person and does not discriminate in any way towards gender, race or ethnic origin, creed, colour, religion, and disabilities or impairments. Our staff will treat each and every young person as an individual who has individual needs; this will include special educational needs where appropriate.
Arising Care demonstrates its commitment to equality, diversity and inclusion by:
Arising Care’s activities and daily routines are planned to ensure equal opportunities for all young people. Resources such as books etc, address equal opportunities and management recognise and accommodate customs, festivals, and practices from different religions and ethnic backgrounds. Staff promote an ethos of equality and encourage each young person to develop a non-judgmental approach to life.
Arising Care recognises and respects special catering requirements with respect to planning menus, and staff training includes an awareness of those foodstuffs that may be prohibited by religion, faith, or culture.
Management practices are constantly reviewed in order to challenge and eliminate discriminatory practices relating to the issues listed above.
Language and communication are often the most notable barriers to getting information across for those whose first language is not English. Arising Care will therefore endeavour at all times to provide important information to each young person in writing, in a language relevant to them. If necessary, Arising Care will involve an interpreter or other language professional to assist with clear communication.
Young people are supported by staff to understand what local leisure and other community, linguistic, cultural or religious services are available and support / encourage them to be accessed, where appropriate.
As part of the placement planning process, the registered person and accommodating authority will have regard to the Equality Act 2010 and jointly endeavour to ensure the cultural heritage of a young person is respected and that no young person is unfairly treated or stigmatised.
Arising Care is an Equal Opportunities Employer, committed to ensuring that the talents and resources of all our employees are utilised to the full. As such, Arising Care is committed to adopting, implementing, and monitoring a Policy of Equal Opportunities for all employees to ensure a total absence of discrimination in the workplace and that equal opportunities do genuinely exist.
In this respect, employees with disabilities will only be prohibited from positions where the job duties involve activities that would make it impossible or inherently hazardous to perform. This will be achieved in full compliance with the Equality Act 2010.
Arising Care provides for any employee who believes that they have been treated unfairly within the scope of this policy to address the matter through a documented and established Grievance Procedure.
No employee of Arising Care will be refused a reference on the basis of a protected characteristic either during or after employment with Arising Care has ceased.
Education and training are key elements in Arising Care’s objective to provide support on an equal, non-discriminatory basis. All employees will therefore be provided with a copy of this policy (together with related policies) at the time of their arrival at Assist Care, and as part of their induction training.
Arising Care will also provide additional training on diversity in proportion to the number of service young people from different racial or cultural backgrounds. Underpinning this training are the following principles of good practice:
Arising Care wishes to ensure that providing equal treatment is a positive “second nature” message. Employees will, however, be advised that any conduct that contravenes the spirit and purpose of this policy will be subject to disciplinary action and sanctions, including dismissal from their employment.
The Registered Manager will check this policy is working properly and they will review it at least once a year. We will make improvements to the policy wherever we can.
Employees are invited to suggest any ways the policy can be improved.
This policy does not form part of any employee’s contract of employment, and it may be amended at any time.
After reading this Policy, you should be able to:
If you have not understood any of these points, please ask your Line Manager or trainer for further help.
A Director will review this policy at least once a year to make any updates needed.
This Policy is the authorised version agreed upon by the Directors of Arising Care.
All employees are expected to follow this policy and failure to do so could result in disciplinary action.