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Discrimination Policy Statement

Westmorland Homecare is committed to providing a work environment for its clients and for its employees that is free from any form of discrimination related to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.

Direct or indirect discrimination related to any of the factors stated above, which is covered by this policy, is strictly forbidden and will not be tolerated under any circumstances.

Direct discrimination occurs when someone is treated less favourably than another person because they have one of the factors stated above.

Direct discrimination also covers a situation where someone is treated less favourably than another person because they are thought to have one of these factors (discrimination by perception) or because they associate with someone who has one of these factors (discrimination by association).

Indirect discrimination occurs when a company policy or practice that applies to everyone particularly disadvantages people who share one of the factors stated above and this treatment cannot be justified.  Again, there is an exception in respect of pregnancy or maternity as there are separate provisions to protect employees in these circumstances.

Westmorland Homecare will do all that is reasonably possible to prevent such discrimination occurring and will take all reasonably necessary steps to ensure that this policy is implemented effectively.

Employees have a duty to co-operate with Westmorland Homecare to ensure that this policy is effective and to ensure that their colleagues and all clients are treated with respect and dignity.

Employees should support colleagues who suffer discrimination and are making a complaint.

Employees should make it clear that they find such behaviour unacceptable and report any such behaviour they may observe.

It will be regarded as a disciplinary offence to victimise or retaliate against an employee for making such a report.

To make a complaint of discrimination, employees should use Westmorland Homecare’s Grievance Procedure and may, where the circumstances warrant it, make a direct approach to any Director.

The matter will be dealt with in a discreet and confidential manner and appropriate action taken.

Employees should note that it would be regarded as a disciplinary offence to victimise or retaliate against an employee for making any complaint of discrimination, which includes taking action that has the effect of putting the employee in question at a disadvantage or making their position worse.

Employees are reminded that unlawful discrimination covered by this policy will be a disciplinary offence, which in the case of a serious offence will render them liable to summary dismissal for gross misconduct.

LGBTQIA+ IN EQUALITY AND DIVERSITY

An abbreviation for Lesbian, Gay, Bisexual, and Transgender, it is a term used to refer to the LGBTQIA+ community.

Transgender rights in the United Kingdom: After a 2002 ruling by the European Court of Human Rights against the UK government, Parliament passed the Gender Recognition Act of 2004 to allow people to apply to change their legal gender.

Westmorland Homecare are a Living Wage Employer

  • “Westmorland Homecare are superb. All staff are exceptionally kind and do anything I ask them to."

    "They do spend a lot of time with me and don’t rush off - I wish we had found them sooner.”

  • “Westmorland Homecare employ exceptionally high-quality staff, some have degrees and others are just very caring and professional."

    “Westmorland Homecare have made such a huge difference to our lives.”

  • “Westmorland Homecare were incredible. The carers were remarkable and every single one treated with respect, compassion and dignity."

    “Nothing is too big or small, they are willing to help and be flexible.”