Autism Initiatives

Who we are

Working for Autism Initiatives is more than a job; it's a career that supports people to live life to the full and gives you opportunities to progress as far as you want to go.

We are currently looking for more great people to join our teams. At the same time as recruiting the best people to provide the very best support for autistic people, we will support you to achieve your career ambitions.

Our culture and values

Join the team . . .

No two autistic people are the same and therefore no two working days with us are the same. We recruit, train and promote the right people to support those living with autism.  More than just a job, you will have a true part to play in the lives of the people we support – helping them to live independently, enjoy a better quality of life and play an active role in their local community.

"I have now worked for Autism Initiatives for just over 3 years, in that time I have gone from a support worker to a senior support worker to acting manager and now service registered manager. The career opportunities that are available here are second to none, and in my experience the support and encouragement I have received from my managers over the years has been fantastic."

Samantha Briggs, Service Manager

Equality, diversity and inclusion policy

1 POLICY PURPOSE & SCOPE This policy is mandatory for all staff. Autism Initiatives is committed to providing services which embrace diversity and that promote equality of opportunity. Our goal is to ensure that these commitments, reinforced by our values, are embedded in our day-to-day working practices. We will provide equality of opportunity and will not tolerate discrimination on grounds of gender, gender identity, marital status, sexual orientation, race, colour, nationality, religion, age, disability, HIV positivity, working pattern, caring responsibilities, trade union activity or political beliefs – or any other grounds. This policy covers the ways in which Autism Initiatives ensures that all staff and people supported are supported as individuals and takes into account all aspects of their lives, personal preferences and origins. This policy is supported by the Chief Executive and the Directors of Autism Initiatives UK. 1.1 Outcomes for People Supported People supported will be supported in ways that are appropriate to their needs and wishes. All matters of diversity will be recognised by staff and taken into account as and when necessary. 

2 AUTISM SPECTRUM CONDITION CONTEXT AND LEGISLATION Autism Initiatives is a multi-functional organisation operating in a local and national context. We appreciate that people with ASC are often marginalised within their communities. This can often be due to communication issues relating to difficulties with understanding what people say and mean, how and why people interact the way they do and thinking up alternatives to everyday problems and choices they may face. Because of our understanding of the difficulties that people with ASC face on a day to day basis, we have developed an organisational philosophy regarding the provision of our services which states: “To work in partnership alongside people with ASC, supporting them to become successful independent communicators and independent problem solvers. We work within a culture of lifelong learning, with emphasis on development of self-esteem and the feel good factor. Everything we do is person centred.” This philosophy underpins good practices and guides us in providing appropriate services for people with ASC. To achieve this we also need to ensure that all support we provide is personalised. Personalised support is about ensuring that people’s needs are fully understood and that support plans are developed in partnership with the individual to enable them to direct their own support

3 POLICY STATEMENT Autism Initiatives is committed to providing an environment free from discrimination, bullying, harassment or victimisation, where all members of its community are treated with respect and dignity. Page 4 It aims to create a culture of diversity within its community, providing a dynamic working, support, learning and development environment, where all members are valued for their contribution and individuality. By working with and alongside people with ASC, we can ensure that our services can support people to live the life and the lifestyles they choose, to be valued for who they are and to feel safe and free from discrimination. We will recognise diversity as a positive strength and will not behave in any discriminatory way towards others. We are committed to providing equality of opportunity for all, irrespective of:  age  disability  gender reassignment  marriage and civil partnership  pregnancy and maternity  race  religion or belief  sex  sexual orientation These are known as ‘protected characteristics’

4 GUIDING PRINCIPLES Autism Initiatives is committed to providing quality services based on the principles of equality and will ensure, and take action to ensure, that our services are equally accessible to the differing needs of all staff and the people we support within the communities that we provide services. To do this we will:  Ensure that our services are personalised so that they meet the needs of the people we support, including having a say as to the times they have support and the tasks that they require support for.  Ensure that the people we support have a choice of which staff members will support them.  Highlight and increase understanding of ASC related issues for the people we support.  Establish the needs and satisfaction levels of people supported using our services and demonstrate positive change in their circumstances.  Identify the needs of all our stakeholders in relation to access to information.  Ensure that all of our policies and practices are in line with anti-discriminatory legislation and recognised best practice.  Regularly review policies and procedures, assessment and admission processes to ensure that they do not discriminate.  Provide training to employees to proactively implement this policy.  Involve people supported in the staff recruitment process; which can include assessing staff attitudes on equality issues relating to ASC.  Make our guidance clear about the organisation’s expectations relating to all equality and diversity issues, from both a staff and supported person’s perspective.  We will develop employees in order that they understand the context of and the specific issues influencing equality and diversity.  All employees of Autism Initiatives are required to comply with the organisation’s equality aims and to treat colleagues with dignity and respect.  We support and adhere to family-friendly and flexible working policies.  Ensure that all employees will be considered solely on their merits for career development and promotion with equal opportunities for all. Page 5 If at any time, anybody using an Autism Initiatives service feels that they have faced discrimination, bullying or harassment, then they should, wherever possible, remain informed and involved in the way that the complaint is handled (see Bullying and Harassment Policy). 

5 RESPONSIBILITIES All staff must be aware of the issues in this policy which may influence and affect their own approaches and ensure that they take positive account of individual differences when supporting people. As referred to in the CQC Quality Statements, we treat people as individuals and make sure their care, support and treatment meets their needs and preferences. We take account of their strengths, abilities, aspirations, culture and unique backgrounds and protected characteristics.

6 RECRUITMENT AND EMPLOYMENT We aim to provide equal opportunities in employment and avoid unlawful discrimination in employment and against the people we support. We strive to develop an open culture within the organisation to ensure needs of staff and the people we support are met to the highest standards. The success of our organisation depends on people. Capitalising on what is unique about individuals and drawing on their different perspectives and experiences will add value to the way we as an organisation provide services. The policy is applicable to all employees, volunteers, clients, suppliers and contractors, whether permanent or temporary and applies to all processes relating to employment and training and to any dealings with customers, visitors and people supported. By accessing, recruiting and developing talent from the widest possible talent pool, we can gain an insight into different markets and generate greater creativity in anticipating needs of the people we support. We will constantly strive to create an open environment, representative of and responsive to different cultures and groups, where everyone has an equal chance to succeed. Compliance with this policy should ensure that employees do not commit unlawful acts of discrimination. We all have a responsibility to embrace and support this policy and must continue to challenge behaviour and attitudes that prevent us from achieving this. Using fair, objective and innovative employment practices, our aim is to ensure that all employees:  are treated fairly and with respect at all stages of their employment  have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour, whether based on sex, transgender status, marital status, race, disability, age, political or religious belief or sexuality  have an equal chance to contribute and to achieve their potential, irrespective of any defining feature that may give rise to unfair discrimination. Our commitment Autism Initiatives is fully committed to the implementation of this policy and to a programme of action to ensure that the policy is, and continues to be, fully effective. We are committed to observing as far as possible:  The Equality and Human Rights Commission’s Code of Practice for employment, equal pay and services.  The Commission for Race Equality’s Code of Practice for employment. Page 6 We will comply with the following Acts and their subsequent amendments:  Human Rights Act 1998  Part Time Working Regulations 2000  Employment Act 2002 & Employment Act 2008  Equality Act 2010 Striving to ensure that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect is an important aspect of ensuring equality in employment. We aim to recognise value and manage differences to enable all employees to contribute and realise their full potential. Diversity challenges us to recognise and value all sorts of differences in order to make our workplaces a better place for everyone to work. We believe that diversity will contribute to improving the services we provide. The diversity of the communities in which we work will be reflected as far as possible within our workforce. The law It is unlawful to discriminate directly or indirectly in recruitment or employment because of protected characteristics i.e. age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. Discrimination after employment may also in certain circumstances be unlawful, for example refusing to give a reference for a reason related to one of the protected characteristics. Staff should not discriminate against or harass a member of the public in the provision of services or goods. It is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. Types of unlawful discrimination  Direct discrimination is where a person is treated less favourably than another because of a protected characteristic. An example of direct discrimination would be refusing to employ a woman because she is pregnant.  Indirect discrimination is where a provision, criterion or practice is applied that is discriminatory in relation to individuals who have a relevant protected characteristic (although it does not explicitly include pregnancy and maternity, which is covered by indirect sex discrimination) such that it would be to the detriment of people who share that protected characteristic compared with people who do not, and it cannot be shown to be a proportionate means of achieving a legitimate aim.  Harassment is where there is unwanted conduct, related to one of the protected characteristics (other than marriage and civil partnership, and pregnancy and maternity) that has the purpose or effect of violating a person’s dignity; or creating an intimidating, hostile, degrading, humiliating or offensive environment. It does not matter whether or not this effect was intended by the person responsible for the conduct.  Associative discrimination is where an individual is directly discriminated against or harassed for association with another individual who has a protected characteristic (although it does not cover harassment because of marriage and civil partnership, and pregnancy and maternity).  Perceptive discrimination is where an individual is directly discriminated against or Page 7 harassed based on a perception that he/she has a particular protected characteristic when he/she does not, in fact, have that protected characteristic (other than marriage and civil partnership, and pregnancy and maternity).  Third-party harassment occurs where an employee is harassed and the harassment is related to a protected characteristic (other than marriage and civil partnership, and pregnancy and maternity), by third parties such as clients or customers. For an employer to be liable: - the harassment must have occurred on at least two previous occasions (although not necessarily by the same harasser or suffering the same type of harassment); - it must be aware that the previous harassment has taken place; and - it must have failed to take reasonable steps to prevent harassment from happening again.  Victimisation occurs where an employee is subjected to a detriment, such as being denied a training opportunity or a promotion because they made or supported a complaint or raised a grievance under the Equality Act 2010, or because they are suspected of doing so. However, an employee is not protected from victimisation if they acted maliciously or made or supported a false complaint.  Failure to make reasonable adjustments is where a physical feature or a provision, criterion or practice puts a disabled person at a substantial disadvantage compared with someone who does not have that protected characteristic and the employer has failed to make reasonable adjustments to enable the disabled person to overcome the disadvantage. Equal opportunities in employment Autism Initiatives will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Person and job specifications will be limited to those requirements that are necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. The organisation will monitor the ethnic, gender and age composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will consider and take any appropriate action to address any problems which may be identified as a result of the monitoring process. Dignity at work The organisation has separate policies concerning issues of bullying and harassment on any grounds and how complaints of this type will be dealt with. See the policy section of AiMi (Autism Initiatives’ intranet site). Customers, suppliers and other people not employed by the organisation Autism Initiatives will not discriminate unlawfully against customers using or seeking to use goods, facilities or services provided by the organisation. Employees should report any bullying or harassment by customers, suppliers, visitors or others to their manager who will take appropriate action. Training Autism Initiatives will provide equality and diversity awareness training to Managers and others likely to be involved in recruitment or other decision making where issues are likely to arise. Information and awareness training will be given to all existing and new employees to help them Page 8 understand their rights and responsibilities and what they can do to help create a working environment free of bullying and harassment. Your responsibilities Every employee is required to assist the organisation to meet its commitment to provide equal opportunities in employment and avoid unlawful discrimination. It is their duty to report any such discriminatory practices to their Manager at their earliest opportunity so that appropriate action may be taken. Employees can be held personally liable as well as, or instead of, the organisation for any acts of unlawful discrimination. Employees who commit serious acts of harassment may be guilty of a criminal offence. All parties are expected to adhere to the standards laid out in the organisation’s Code of Conduct when dealing with all matters related to equality and diversity in the workplace. Grievances Everyone has the right to work and do business in an environment free of unlawful discrimination, harassment and victimisation. The organisation will not tolerate such behaviour under any circumstances, offences of this nature are treated as serious and the disciplinary procedure will be invoked. Disciplinary action, including dismissal may be taken against any staff member found responsible for harassment, discrimination or victimisation. Any staff member who considers that they may have been unlawfully discriminated against can use the organisation’s grievance procedure to make a complaint. The organisation will take any complaint seriously and will seek to resolve any grievance which it upholds. You will not be penalised for raising a grievance, even if your grievance is not upheld, unless your complaint is both untrue and made in bad faith. Communication and Consultation Autism Initiatives will make facilities available to enable all staff to communicate effectively (for example those staff who have a hearing impairment). Advice and guidance should be sought from a member of the Human Resources (HR) Team. Our Equality and Diversity statement will be available to all job applicants and employees, their representatives, and to all of the people we support. It will be placed on notice boards and the website. The full policy is included in all staff inductions. We will continue to meet our commitment to the Government Skills Pledge by ensuring all policy and practice documents are written in easy to understand language to ensure they are clear and accessible to all staff. Staff consultation takes place with the recognised Trade Union and staff consultative groups. All groups will be consulted throughout the decision making process on issues which affect them in order for us to maintain up to date awareness of their needs and requirements

7 EQUAL OPPORTUNITIES The policy is applicable to all staff, people supported and applicants. The principles of non-discrimination and equality of opportunity also apply to the way in which staff and people supported should treat each other, visitors, contractors, sub-contractors, service providers, and any other persons associated with the functions of Autism Initiatives. The organisation operates an open-door policy to discuss workplace problems relating to equality and diversity and employees can fully discuss the matter with their Manager on an informal basis. However, the organisation recognises that this may not always be appropriate in the circumstances; if this is the case, employees can discuss the situation with the next level of management or with a member of the Human Resources (HR) Team.

8 SUPPORT, AUDITING AND MONITORING This policy will be monitored through supervisions and on-going reporting and audit processes. Effective monitoring is an important tool for measuring performance and progress towards equality and diversity goals and in ensuring a truly inclusive working environment. Monitoring is not an end in itself however, data that is collected needs to be analysed and used to inform appropriate action. Monitoring will only generate meaningful and reliable results when employees feel safe and confident in disclosing personal information and when they feel assured that meaningful action will follow. Monitoring equality and diversity in the workforce enables departments and agencies to examine how their employment policies and processes are working and to identify areas where these appear to be impacting disproportionately on certain groups of staff. It is necessary to meet legislative requirements, provide the basis for showing ‘due regard’ and can lead to the development of better and more informed, inclusive decision making, including decisions on recruitment and promotion. Effective monitoring also helps departments minimise possible legal, financial and reputational harm. Monitoring is carried out at a variety of different points in the employment cycle including recruitment, training, promotion, staff surveys, performance management, grievances and dismissals. The purpose of collecting this information is to look for differences between groups, identify trends over periods of time, to investigate the reasons for these differences and to put suitable actions in place. Equality and diversity monitoring can help to:  Build reputation Research shows that the best performing organisations are those that invest most on promoting equality and diversity in their workforce  Improve productivity We know that valuing and supporting the diversity of peoples backgrounds and lifestyles is important in making the most of the contribution that they can bring to an organisation’s performance  Recruit and retain the best from the widest talent pool  Create awareness Signalling the organisation’s understanding of and commitment to creating a more inclusive work environment  Provide specific adjustments, training or interventions  Identify and address any inequalities in the application of employment practices  Avoid risk Compliance with the Equality Act 2010 avoids damaging and costly employment tribunals or negative publicity. This information will be used to set achievable benchmarks, track progress, to inform future policy and to enhance business processes.