OTI is an equal opportunities organisation committed to actively preventing all forms of discrimination and promoting equality, diversity and mutual respect in its policies, practices and procedures and in those areas in which it has a material degree of influence. This applies to OTI’s relationships with its employees and other workers and in its business dealings with its service users. OTI aims to create a working environment in which all individuals who work for OTI are able to make the best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.

OTI aims to treat everyone with the same attention, courtesy and respect and not to discriminate or harass unlawfully because of age, disability, gender reassignment, marriage or civil partnership status, pregnancy, maternity, race, racial group, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation, trade union membership or part-time or fixed-term status (“Prohibited Grounds”). Reasonable adjustments are made where necessary and appropriate in the case of employees who are disabled. You are also referred to the Protection from Harassment Policy, which sets out OTI’s position on bullying and harassment and gives guidance on what you should do if you consider you are or have been bullied or harassed.

Any employee who is disabled, or becomes disabled whilst in the employment of OTI is encouraged to tell OTI about their condition. This is to enable OTI to provide as much support as possible. Any employee of OTI who is disabled should advise their line manager of any proposals for reasonable adjustments to their working conditions or the duties of their job that they consider necessary, or which would assist them in the performance of their duties. Their line manager may wish to consult with them and with their medical adviser(s) about possible adjustments. OTI aims to ensure that careful consideration is given to any such proposals to accommodate them where practicable and proportionate to the needs of the job. Nevertheless, there may be circumstances where OTI will not be in a position to accommodate the suggested adjustments.

OTI aims to monitor the physical features of its premises to consider whether they place disabled employees of OTI, other workers, partners, clients or visitors at a substantial disadvantage. Where possible, practicable and proportionate, OTI will take steps to improve access for such disabled persons.

OTI is committed to countering disadvantages and treating all users and prospective users equally. Practical measures are taken to enable representatives and members of local organisations to attend OTI events and participate if sufficient notice is given and funds are available. Services will be publicised in a variety of ways and places. Publicity materials will be, as far as possible, clear, simple and widely accessible.  In addition, where necessary and where it is permitted by the Anti-Discrimination Legislation (for example, provisions relating to positive action or exemptions), OTI will seek to provide services which meet the specific needs and requests arising from service users’ particular circumstances or characteristics in terms of age, ethnic or cultural background, gender, responsibilities as carers, disability, religion or belief, sexual orientation or other relevant factors. The Executive Director, under the guidance of the Board, review and monitor the overall balance of services, and seek to ensure that these meet the changing needs of, and opportunities available to, the people and organisations OTI serves. All employees are responsible for planning and monitoring the services for which they are responsible to ensure that these are responsive to users’ needs and not discriminatory, and must report any areas where action or further funding is required to the Executive Director.

Acts of discrimination or harassment of any of OTI’s employees on any of the Prohibited Grounds by employees or other workers may result in disciplinary action (or other appropriate action where the Disciplinary and Dismissal Procedure does not apply). Acts of discrimination or harassment on any of the Prohibited Grounds by third parties acting on behalf of OTI may lead to appropriate action including termination of services where appropriate.

Any employee who believes that they may have been disadvantaged on any of the Prohibited Grounds listed in part b above is encouraged to raise the matter through OTI’s Grievance Procedure. If you believe that you may have been harassed on any of the Prohibited Grounds, you are encouraged to raise the matter through OTI’s Protection from Harassment Policy. Allegations regarding potential breaches of this Policy will be treated in confidence as far as possible and OTI aims to investigate allegations in accordance with the relevant procedure. Employees who make allegations in good faith will not be victimised or treated less favourably as a result. False allegations of a breach of this Policy which are found to have been made in bad faith may, however, be dealt with under OTI’s Disciplinary and Dismissal Procedure. If, after investigation, you are found or believed to have harassed any of OTI’s employees, other workers, or any other person including OTI’s visitors, customers and suppliers, on any of the Prohibited Grounds or otherwise act in breach of this Policy, you may be subject to disciplinary action. In serious cases, such behaviour may constitute gross misconduct and, as such, may result in summary dismissal.

OTI will aim to monitor the effects of selection decisions and personnel practices and procedures on a regular basis in order to assess whether the equal opportunity is being achieved. OTI will, from time to time, review: • the composition of the workforce of the organisation and changes in distribution over periods of time; and • the selection criteria and personnel procedures to ensure that they do not include requirements or conditions which constitute, or may lead to, indirect or direct discrimination.