Our Aims and Principles

As a local provider, enabler and purchaser of services and as an employer, Erewash Borough Council aims to:

• provide quality services and build a reputation as an innovative, modern authority.
• actively promote equality of opportunities and take positive action to ensure that all its services and employment opportunities are equally available to everyone in the Borough.
• ensure that those citizens who suffer disadvantage because of age, income, disability, sex, sexual orientation or race are given every opportunity to play a full and active part in the life of the community.
• work in partnership with local communities, as well as public, private and voluntary organisations active in Erewash - advocating and encouraging good practice.
• comply with all relevant equalities legislation and to implement and adhere to associated codes of practice.
• ensure that the talents and resources of employees are utilised to the full, and that no employee or job applicant receives less favourable treatment on the grounds of disability, sex, sexuality, race, colour, national or ethnic origin, religious belief or age.
• systems for service planning, delivery, standards and monitoring and review are developed and sustained.

As an Employer the Borough Council will seek to ensure that:   

• All employees are treated with respect, dignity and work in an environment that is free from harassment and discrimination.
• there is equality of opportunity for all in recruitment and selection, appraisal, training and development, redeployment, redundancy and career progression.
• the Council's policies are communicated clearly to existing employees and to job applicants
• all reasonable adjustments are made to enable disabled people to be employed and retained in employment.
• positive action is taken to remedy the effects of discrimination, including in-career development and in-service training.
• flexible and 'family friendly' working arrangements are in place e.g. flexible working hours, job-sharing, career breaks, paternity leave, childcare allowances.
• policies and procedures for dealing with harassment and discrimination in the workplace are clear and well communicated and that complaints are dealt with promptly.
• all employees and councillors receive the necessary training to meet and understand their responsibilities and the standards required and of the consequences of discriminatory or harassing behaviour.
• that the relevant Codes of Practice in employment, which support legislation, are actively addressed.