Options for Life

Who we are

We are a Sandwell based charity, which supports adults with learning disabilities and/or autism, by providing a range of services which include outreach provision, community hub based activities, drop-in sessions and accessing community activities. We support our participants to increase their self-confidence, develop communication and social skills and ultimately increase their independence.

• Options for Life was established in 1988. We are based in Sandwell, West Midlands and we provide professional person-centred care that is tailored to meet the individual needs of adults with learning disabilities and/or autism. We provide the support through our day opportunities outreach service, building based and PMLD services.
• We aim to provide support in ways which have positive outcomes for participants and promote their active participation. Our staff are qualified and experienced as well as receiving continuous training.
• We ensure that each participant’s needs and preferences are thoroughly assessed. We aim to ensure that the support and care that we provide meet the assessed needs of each participant and needs are re-assessed as frequently as necessary and that our care and support have the flexibility to respond to changing needs or requirements.
• We aim to provide a flexible, efficient, value-for-money quality care and support service.
• We aim to safeguard the privacy and confidentiality of participants and to enable them to maintain their personal independence, have informed choices and have an opportunity to enjoy and contribute to society.
• Options for Life is non-discriminatory and serves all participants regardless of race, nationality, language, religion or beliefs, age, sex or sexual orientation, or social standing nor is there any discrimination made between participants who pay directly for the service and those who do not. In the event of special needs and preferences of ethnic, cultural, and religious groups advice would be sought to enable Options for Life staff to meet those needs. 

Our culture and values

To ensure each participant is placed at the centre of what we do and treated as a person, giving choice about what they can do, no restrictions will be put in place due to their condition or disability. Support will focus on achieving the participants’ aspirations and be tailored to their individual needs and circumstances. 

Equality, diversity and inclusion policy

Options for Life is committed to the promotion and advancement of Equality and Diversity for its staff, volunteers and participants. We aim to provide an environment which values individuals equally and does not disadvantage individuals by discriminating on any grounds of the protected characteristics including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex (gender), and sexual orientation. 

Options for Life believes that all people have the right to be treated fairly and with respect. We are committed to eliminating discrimination, promoting equality of opportunity and promoting positive relations between different groups. The organisation commits to this in everything it does.

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. - This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. - All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. - Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. - Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
8. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues