We want our organisation and our services to be relevant and accessible to all. We value fresh perspectives and insights gained by involving and welcoming people with diverse backgrounds, cultures and experiences.
Every possible step is taken to ensure that each individual has equality of opportunity and is treated fairly. Decisions on recruitment, selection, promotion, and career and personal development are based solely on objective job- or task-related criteria.
On the basis of our organisational values and fundamental principles, particularly humanity, unity and impartiality, we will not tolerate:
- any form of harassment
- any unlawful acts of discrimination
- any unjustifiable acts of discrimination on any grounds, including ethnic or national origin, gender, marital status, sexual orientation, disability, religious beliefs or age.
Any breach of this policy will be subject to our disciplinary and grievance procedures.
Potential constraints to these principles
Given the many different contexts in which the Red Cross operates internationally, there will be rare occasions when the application of equal opportunities may be constrained in practice.
Careful consideration will be given before any limiting conditions are applied. These conditions must be clearly justifiable and based solely on operational considerations.
We recognise that promoting equal opportunities involves removing bias from existing policies, procedures and practices to ensure equal access to employment, volunteering and services. We collect information on the protected characteristics of our applicants and employees to identify any areas for improvement and necessary changes in our processes and practices.
Disability confident scheme
As part of our positive approach to disability, we are proud to participate in the disability confident scheme for roles based in the UK.
During the application process you will be asked if you wish to apply under disability confident scheme. We guarantee an interview to disabled candidates (as defined in the 2010 Equality Act) who meet the minimum shortlisting criteria as indicated in the advertised person specification.
Recruiting, supporting and developing Black, Asian and minority ethnic (BAME) staff
We are committed to improving how we recruit, support and develop Black, Asian and minority ethnic (BAME) staff. Our corporate strategy includes a commitment to increase the percentage of BAME staff to 12 per cent by the end of 2019.
We ran a research project to identify how we can address the under-representation of ethnic minorities in our workforce.