1. Statement of commitment
ExcelCare Agency is committed to equality of opportunity and to delivering care that respects each person's identity, culture, faith, relationships and preferences. We support older adults, people living with dementia, adults with a learning disability or autism, people with physical disabilities, sensory loss and mental health needs — and we recognise that each person's needs are shaped by who they are, not only by their diagnosis.
We will not discriminate on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.
2. Our legal duties
- Equality Act 2010 — the public sector equality duty where we deliver services on behalf of a public body, and the prohibition on discrimination, harassment and victimisation throughout employment and service delivery.
- Human Rights Act 1998 — in particular the right to private and family life, freedom of thought, conscience and religion, and freedom from inhuman or degrading treatment.
- Accessible Information Standard — identifying and meeting people's communication needs and recording them.
- Care Act 2014 — the wellbeing principle and the duty to have regard to the person's individual circumstances.
3. Delivery of care
Care is planned around the person, not the service. At assessment and at every review we ask about and record:
- preferred name, pronouns and how the person wishes to be addressed
- language, communication needs and any need for an interpreter, British Sign Language or easy-read information
- faith, cultural practice, diet, dress and personal care preferences, including same-gender care requests
- sexual orientation and gender identity, where the person wishes to share it, and how their privacy is protected
- family, relationships and who they wish to be involved
- any support needed to access the community, advocacy or religious observance
These preferences are written into the care plan and respected by every member of staff. Where a request cannot be met, we explain why, record the discussion and offer an alternative.
Reasonable adjustments are made proactively: larger print, hearing loops, extra time on visits, dementia-friendly communication and consistent, familiar carers where this supports the person's wellbeing.
4. Equality in employment
- Recruitment, promotion, training and pay decisions are based on merit and the requirements of the role.
- Job adverts are placed where they will reach a diverse audience, and shortlisting is carried out by two people against the person specification.
- Interview questions never touch a protected characteristic, and reasonable adjustments are offered at every stage, including alternative formats and times.
- Flexible working requests are considered fairly and only refused for a clear business reason, recorded in writing.
- Pay is set by role and experience, with no differential by sex or any other protected characteristic.
5. Harassment, bullying and victimisation
We have zero tolerance of harassment, bullying, discrimination or victimisation by staff, people we support, their families or visitors.
- Staff who experience or witness it should report it to their manager, or to a director where the manager is involved.
- Reports are investigated promptly and confidentially under our disciplinary and grievance procedures, with support offered to the person raising the concern.
- Any discriminatory behaviour by someone we support is addressed as part of behaviour support planning, while recognising the person's capacity and needs.
6. Accessibility of our own information
Our policies and public information are written in plain English, available digitally, and provided in alternative formats — large print, easy-read, audio and translated — on request. Our website aims to meet WCAG 2.2 AA accessibility standards.
7. Monitoring
We collect equality monitoring data voluntarily at recruitment and use aggregated, anonymised data to check that our processes are fair. We publish an annual summary of our workforce profile, our EDI objectives and progress against them. Care quality data is reviewed by protected characteristic to ensure no group receives a poorer experience.
8. Roles and training
The Registered Manager holds EDI lead responsibility. All staff complete EDI training at induction and annually, along with dementia, learning disability and autism awareness training that reflects the Oliver McGowan code of practice. Managers receive additional training on handling complaints and grievances that involve discrimination.
9. Review
This policy is reviewed annually, and immediately following any discrimination complaint, employment tribunal or change in legislation.