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5. Equality & Diversity Policy

1. Introduction

This policy covers St Andrews Community Housing Association’s role as a provider, commissioner of services and as an employer.

SACHA has a service led moral and legal obligation to respond to social diversity in contemporary society and to reflect this in our organisational culture. We must ensure that our policies and practises fully achieve this.

SACHA acknowledge that we have the commitment and influence to reduce disadvantages that people experience by ensuring our services are responsive and accessible to all.

This policy sets out:

• Our equality and diversity statement
• our aims and objectives for equality and diversity
• how we will address, age, carers, disability, employment, gender, race, religion, sexuality and service provision
• senior management, managers and staff responsibilities for the policy
• how we will implement the policy
• how we will communicate the policy
• how we will monitor the policy
• how we will develop and review the policy.

2.  Mission Statement

“Motivated by Community and social concern, we aim to create places where people want to live. We invest in high quality housing, support and services that are affordable and accessible to those in housing need”

3.  Diversity Statement

SACHA is committed to ensuring and promoting equality of opportunity for all in its employment, working practices and service provision. The organisation recognises that it has an important role in allowing people to fulfil their potential, both as individuals and as part of their community or workplace, and believes that the different qualities of the people who make up the community or workplace add value to society as a whole and to the organisation in particular. We want people to live happily in their homes, free from harassment and prejudice.

To support this commitment the organisation has adopted a Diversity and Equality Policy that aims:

“To ensure that all staff, tenants, local communities  and contractors receive fair treatment and do not treat others less favourably because of sex, marital status, trans-gender status, sexual orientation, race, colour, nationality, ethnic origin, culture, religion, disability or age.”

It is our aim to:

• Ensure that as a landlord our services are accessible, responsive and sensitive to the needs of our existing and future customers and as an employer, we encourage and support the recruitment of people from as wide a range as possible of diverse backgrounds; this also applies to our role as a purchaser of goods and services
• not tolerate any unfair or unlawful discrimination to any group or individual
• take action against all forms of domestic abuse and hate incidents where our tenants are victims or perpetrators and offer support to the victims
• seek to ensure equality of opportunity in staff recruitment, retention and development regardless of age, disability, gender, race, religious belief, absence of belief, non belief, sexual orientation or any other factor that may cause disadvantage.
• Have a Board membership that reflects the communities we serve
• Consult, engage and be aware of the views of all the communities we serve
• Develop and maintain wide partnerships to ensure the needs of all the communities served by SACHA are responded to

We will meet these aims through the following objectives:

• Provide leadership in the pursuit of diversity and equality 
• Ensure that all sections of the community requiring our services have equal access to them
• develop a culture which recognises diversity and values all individuals and opposes discriminatory practises
• demonstrate our commitment through good practise in mainstreaming diversity through the design and delivery of our services
• ensure that our partners, stakeholders and others who we work with also share our vision and values, including those who receive funding from us; and
• ensure equality of opportunity for access to employment with our organisation
• record, monitor and evaluate the diversity of our tenant and resident groups, contractors and consultants
• include an equality and diversity component in the personal development planning process for  and senior management team.
• Publicise our commitment to ensuring and promoting diversity and equality

4.   Links to Corporate Objectives

The Corporate Objectives of SACHA have been set as:

• We will conduct our business to the highest standards
• We will promote and ensure equal access to all of our services
• We will manage our finances wisely and in accordance with best practice in order to ensure the ongoing viability of the organisation
• We will seek to achieve best value in the management of our housing and community services
• We will maintain and improve our housing to ensure that it meets the needs of our tenants
• We will invest in local neighbourhoods and develop more new homes to high standards
• We will seek out innovative and effective solutions to meet the needs of local neighbourhoods and communities
• We will continue to develop opportunities for our tenants and other service users to be involved in the organisation, influencing our decisions and activities
• We will continue to be a good employer and follow best employment practice
• We will maintain and develop close links with local neighbourhoods, including working with Christian and other faith and community groups

5.   Making a case for Diversity and Equality

Achieving the highest diversity and equality standard is important because:

• There is an existing body of legislation to tackle unfair discrimination (Appendix 1). This helps define the framework in which organisations work. The anti-discrimination legislation has expanded and the organisation has to show how they are pro-active in their response to these changes.
• The Housing Corporations regulatory code for RSLs states that Association must work towards the elimination of discrimination.
• SACHA has a corporate, social and moral responsibility to work towards a just and tolerant society
• Promoting diversity with all concerned makes good business sense through
• understanding the customer is at the heart of delivering good quality services
• taking account of diversity is crucial in developing new products and services to meet future needs
• taking account of customers’ needs and aspirations helps ensure existing products and services are kept relevant so that demand continues
• good performance on equality and diversity helps win new business with local partners
• it helps to recruit the best staff
• it helps deliver good leadership by ensuring that senior management and governing bodes understand and reflect the diversity of the area they work in
• it helps build and protect the organisation’s reputation

Diversity can be defined as:

6.   How will we deliver our Diversity and Equality Policy?

Members of the Board have responsibility for the overall policy and the Equality and Diversity Action Plan (Appendix 2), with delegated responsibility to the Managing Director for owning, leading and implementing the policy and where relevant committing adequate resources to ensure the success of the policy.

Actual and potential users of services will be consulted on their needs and requirements. Diversity and equality issues will be integrated into the day to day work of the organisation through the Corporate objectives. This will aim to ensure that our diversity and equality policy will be translated into services, action plans and targets. Performance will be monitored in all areas of the business by ensuring that data gathering and analysis on diversity and equality is part of our core performance monitoring systems. The Board, the Chief Executive and the Directors will review performance in consultation with staff and users and set new targets.   

The organisation’s Equality and Diversity Working Group will be a crucial instrument for change within the organisation. Responsibility for diversity and equality lies with all concerned with the activities of the organisation. All staff and anyone who works for or on behalf of SACHA including contractors, sub contractors and suppliers will be required to comply with this policy and ensure it is put into practice. The organisation expects a personal commitment from all employees in making it effective and in setting a high standard for others to follow. 

All staff, anyone who works for or on behalf of SACHA including contractors, sub contractors and suppliers have a contractual responsibility to:

1. Make sure that they understand the values and benefits of equality and diversity
2. Familiarise themselves with this policy, follow it, and ensure any staff for whom they are responsible do so as well
3. Raise with their line manager or any harassment officer any instances of apparent discrimination or perceived problem in relation to employment or in the provision of services.

7.   Implementing this Policy

SACHA will take the following steps towards achieving its aim of equality of opportunity and valuing diversity, we will;

1. Publish Diversity & Equality policies & strategies
2. Produce an annual Diversity & Equality Service Plan that sets out the actions we need to undertake to achieve the aims of this policy
3. Regularly review our policies, practices and procedures to ensure that we do not discriminate directly or indirectly
4. Take positive action to enable disadvantaged groups and individuals to apply for jobs, homes, board membership, contracts and services
5. Have in place harassment, disciplinary, capability & grievance procedures to support our commitment and treat seriously and investigate any allegations of harassment or discrimination
6. Train staff, contractors, consultants and partners regarding our commitment to equality and diversity and develop their role in supporting this culture
7. Train our  and staff and provide them with guidance on equality and diversity policies to ensure they clearly understand their position in law and the implications for them
8. Work with and train our Tenants and Residents organisations and groups, to develop an understanding of equality & diversity issues and promote equality of opportunity to ensure they clearly understand their position in law and the implications for them
9. Ensure our Tenant Involvement Strategy is accessible to all tenants and leaseholders
10. Survey & consult our customers, communities, consultants and contractors regarding their needs and satisfaction with our services
11. Regularly review the Diversity and Equality Service Plan, with specific measures to deliver our aspirations for improved diversity and equality
12. Provide regular performance target monitoring reports to the Board
13. Record, monitor and analyse black and minority ethnic, disability and gender data to improve and ensure proportionately responsive services
14. Set diversity and equality targets for all staff as part of the personal development planning process
15. Report to the Board all breaches of the Policy.

8.   Communication of the Policy

Implementation of this policy will be supported by a full programme of communication to ensure that all concerned with the activities of the organisation are aware of their responsibilities and rights and the organisations commitment to diversity and equality. This will be done through at least the following:

• Training for all Board, management and staff of the organisation
• Inclusion in staff handbook
• Inclusion in all application and information literature for those applying for services/accommodation
• Reference to it in job descriptions
• Inclusion in tender information for external contractors
• Dissemination of the policy to tenants and users
• Arrangements for the policy to be made available in different languages or in another medium where appropriate  

9.   Linking the Diversity and Equality Policy

SACHA has a range of policies that will link to the Diversity and Equality Policy. The related policies include:

• Harassment Policy
• Safer Recruitment Policy
• Safeguarding Policy
• Board members recruitment Policy
• Referrals Criteria Admission Process
• Complaints and Compliments Policy
• Tenant involvement strategy
• Annual consultants and contractors review  
• Anti-Discrimination Bullying and Harassment Policy
• Confidentiality and Privacy Policy

10.  Monitoring

A report will be provided to the Board giving details of performance of the Diversity and Equality Plan and changes made, key successes, issues rising. It is essential that monitoring of staff includes at least ethnicity, disability and gender of staff and where appropriate service users.

Although there is no legal duty to collect data on religion, beliefs or sexual orientation, monitoring is good practice and underpins the success of diversity policies. The religious profile of staff, for example, can help in planning for possible requests for leave to observe religious festivals. Monitoring generally can help with identifying under representation within workforce and service users.      

In considering monitoring of staff and service users, the following key principles will be observed:

• Data protection – full account of the Data Protection Act 1998 will be taken when collecting, storing, analysing and publishing data
• Analysis of monitoring data – data will be analysed and follow up action agreed to tackle any barriers or failures
• On-going process – monitoring is a live process that does not stop and through asking questions of the data can inform change
• Commitment – Monitoring requires commitment from all staff and information should be communicated to senior and board level  

11.  Review 

This policy is designed to encourage practical changes to the way we develop strategies, policies and procedures as well as deliver services. Therefore we expect to update it in light of experience from either applying it in practise, as a result of changes to legislation or our own internal changes.

We will consult fully with employees, stakeholders and customers on any changes and will ensure we communicate those changes.

The Board will be responsible for ensuring that reviews of this policy are carried out.

SACHA will undertake regular reviews of this policy, the procedures related to it and staff training needs, to ensure that it continues to operate in line with best practice and that service improvements are made and implemented.

There will be an automatic review of this policy whenever there is a change of policy from the Government, the Housing Corporation, or a change to legislation.  The policy will also be reviewed when other information becomes available that will impact on it, such as the outcome of a Best Value review.

12.  Diversity and Equality Policy Statements

The policy statements that follow will address different aspects of employment and service delivery within the current legislative framework. SACHA recognises that individuals have multiple identities and can experience discrimination in a number of different ways. Furthermore the organisation recognises that training is crucial to disseminating the information and the intention of the organisation to aim to be non-discriminatory in its functions and delivery of services.

Age

SACHA is opposed to discrimination on the grounds of age when seeking employment or when accessing a service. SACHA aims to promote an age diverse workforce and create a culture that values the contribution of all age groups regardless of perceived ability. We recognise our responsibilities under The Employment Equality (Age) Regulations 2006.

To achieve our aims we will:

• Work to eliminate ageism within our internal structures and organisational culture as well as encouraging non-discriminatory behaviour and attitudes.
• Work to eliminate both direct and indirect discrimination on the basis of age in its policies, procedures and practices both in terms of service provision and employment
• Give full and fair consideration to applicants from all age groups, based on their ability to do their job
• Ensure that information about services is accessible and, where necessary, targeted appropriately to all age groups.
• Provide relevant training and development on the basis of need and role, regardless of age.
• Work with other agencies and community organisations to eliminate age discrimination
• Where practicable work to ensure older workers are enabled to leave the organisation with dignity and flexibility in timing and working arrangements

Carers

SACHA is committed to creating an environment where both male and female employees, are free to fulfil their responsibilities as carers and are not disadvantaged in the workplace by doing so.

We recognise that there is no one view of what constitutes a caring responsibility though it may include caring for children, a person with disability and older people. We recognise our responsibilities under the Flexible Working Regulations 2002.

To achieve our aims we will:

• Through consultation with all staff, work to identify the needs of all carers & develop appropriate arrangements to meet those needs where practical
• within the constraints of effective service delivery, make the best possible use of flexible working practices to support carers in our workforce
• promote awareness of what flexibilities there are in our working practices, which can be used to support carers
• develop an organisational culture that provides a supportive environment for carers, where work and carer balance requirements are recognised and supported in all areas and levels
• when providing services we will consider the needs of carers

Disability and the Disability Equality Duty

SACHA is committed to challenging the common assumption that disability equals inability. The organisation recognises that disabled people have historically faced discrimination in all areas of their lives and that often disabled people are prevented from taking part in the mainstream of life of the community due to imposed physical and social barriers.

We will meet our duties under the Disability Discrimination legislation and Codes of Practice that includes the Disability Equality Duty and will in addition actively seek to promote best practice to:

1. Eliminate disability discrimination
2. Eliminate disability harassment
3. Promote equality of opportunity between disabled and non disabled people
4. take account of a disabled person’s disabilities, recognising that this may involve treating disabled people more favourably than other people.

To achieve our aims we will:

• Work to eliminate discrimination within our internal structures and organisational culture as well as encouraging non-discriminatory behaviour towards disabled people
• Work to eliminate both direct and indirect discrimination against disabled people in our policies, procedures and practices both in terms of service provision and employment
• Recognise our responsibilities under the Disability Discrimination Acts (DDA) 1995 and 2005, EU Directives and other legislation and will follow relevant and future codes of practice for employment, premises and services
• Take appropriate steps to encourage disabled people to apply for positions which they are under-represented and take positive action where necessary to overcome the effects of discrimination and disadvantage
• Give full and fair consideration to applications from disabled people based on their ability to do the job and not on preconceptions about ability
• Ensure reasonable adjustments are made within the workplace that enable disabled people to do their job
• Promote disabled people in a positive way and challenge negative stereotypes
• Strive to provide services that are relevant to the needs of disabled people
• Make sure all of our services and documentation are accessible and available to disabled people
• whenever possible modify our procedures and equipment to make full use of an individual’s ability and adapt our facilities as necessary for disabled people
• regularly audit our premises, services and processes to make sure DDA requirements are met
• train all staff in awareness and confidence to support disabled people where needed
• continue employing, whenever practicable employees who become disabled during their employment, assist in their retraining and provide reasonable adaptations
• where practical develop disabled people friendly workplaces
• support our disabled tenants by improving their existing homes
• Respond swiftly to complaints about disability related harassment and record, support, take action where possible and monitor disability related harassment.

Employment

We aspire to construct a diverse workforce that has the understanding and skills to achieve our corporate, diversity, equality vision and values by providing a quality service responsive to individual and community needs.

SACHA aims to develop a working environment where bullying and harassment is known to be unacceptable and where staff feel confident enough to bring complaints without fearing retribution.

We will deal with bullying and harassment by having strong policies, procedures and providing appropriate training. We recognise our responsibilities under all the relevant employment legislation.

To achieve our aims we will:

1. Provide full and fair consideration to all job applications
2. ensure all our employees have relevant experience before taking part in recruitment and selection
3. maintain records in recruitment, employment and training to provide reports & use this information as a means of identifying areas of inequality
4. review and report on all recruitment, selection, promotion and training procedures to ensure that they are fair and reflect current best practice
5. provide sufficient training and support to enable all our employees’ to carry out their work responsibilities
6. assist all our employees to realise their full potential through the personal development planning process for their training and career development needs and promotion opportunities
7. wherever possible modify employment practices and procedures to reduce barriers experienced by people from disadvantaged groups in both seeking and maintaining employment
8. develop effective harassment, bullying and dignity at work processes that can operate within a safe and open environment.

Gender and the Gender Equality Duty

SACHA is committed to achieving gender equality. We recognise our duties under relevant sex discrimination and Equal Pay legislation and Codes of Practice and will strive to achieve gender equality in service provision and employment (this includes trans-gender equality).

The organisation recognises that many women have faced and continue to face discrimination in employment and that it is predominately women who are likely to experience sexual harassment and discrimination.

We will meet our duties under equality legislation and this includes the Gender Equality Duty and will promote best practice to:      

1. Eliminate unlawful discrimination and harassment on the grounds of gender
2. Promote equality of opportunity between women and men.

To achieve our aims we will:

• Work to eliminate sexism within our internal structures and organisational culture as well encouraging non-sexist behaviour and attitudes
• Identify the major gender equality issues the organisation and develop and publish an action plan
• Meet the needs of women & men arising from the discrimination they face
• All policy and publicity materials will use language that is non-sexist and will promote positive images of across gender
• Have family friendly and flexible working arrangements to ensure that women, who still carry the vast burden of caring responsibilities, can pursue a career and reconcile it with other commitments. Men should also be supported in the same way where they have primary care responsibilities
• Take appropriate steps to encourage women and men to apply for positions which they are under-represented and take positive action where necessary to overcome the effects of discrimination and disadvantage
• Give full and fair consideration to applicants based on their ability to do the job and not on preconceptions about specific gender groups
• Work with stakeholders, partners, contractors and other agencies and community organisations to promote gender equality and eliminate sexual disadvantage and harassment
• Ensure that information is accessible and where necessary targeted to specific need
• Not discriminate against any man or woman undergoing gender re-assignment
• Strive to create an environment that is free from bullying, harassment and discrimination
• Strive to ensure that staff an option to speak to a manager of choice on sensitive, gender related concerns
• work with other agencies and community organisations to promote gender equality and eliminate disadvantage
• Respond swiftly to gender-related harassment and record, support, take action where possible and monitor gender related harassment.

Racial Equality and Race Equality Duty

SACHA is committed to challenging the socially divisive and harmful effects of racism. The organisation recognises that black and minority ethnic people face discrimination in society generally and are committed to achieving racial equality. We will meet our duties under the Race Relations legislation and Codes of Practice and the Race Equality Duty and will seek to promote best practice to:

1. Tackle unlawful discrimination
2. Promote equality of opportunity
3. Promote good relations between people from different racial groups

To achieve our aims we will:

• Work to eliminate racism within its internal structures and organisational culture as well as encouraging non-discriminatory behaviour and attitudes.
• Integrate racial equality principles into service reviews, in line with the CRE  Code of Practice for Housing
• Work to eliminate both direct and indirect discrimination against black and minority ethnic people in its policies, procedures and practices both in terms of service provision and employment
• Give full and fair consideration to applicants from all black and minority ethnic groups, based on their ability to do their job and have due regard for positive action measures where appropriate
• Strive to have a workforce representative of the community it serves
• Introduce positive action measures to encourage people from minority ethnic communities to take up employment and training opportunities where they are under-represented.
• Make sure that our services are accessible and available to black and minority ethnic residents and organisations
• Work with stakeholders, partners, contractors, other agencies and community organisations to promote racial equality
• Ensure that information about services is accessible and, where necessary, targeted at black and minority ethnic or other groups.
• Utilising its community leadership role and various partnership arrangements to work collaboratively with all communities and to ensure that the views of the black and minority ethnic communities are taken into account as part of any consultation process
• Acknowledge the diversity of people that make up black and minority ethnic groups and respond accordingly to their needs
• Strive to create an environment that is free from racial harassment and racist behaviour
• Respond swiftly to complaints about race related harassment and record, support, take action where possible and monitor race related harassment.

Religion and Belief

SACHA is committed to challenging discrimination on the basis of religion or belief. The oganisation recognises a process of stereotyping and prejudice can be used to justify harassment and discrimination against some people because they share the same faith as those involved in conflict in other parts of the world. Our policy and strategy are in line with the Employment Equality (Religion and Belief) Regulations 2003, the Racial and Religious Hatred Act 2006 and the Equality Act 2006.

To achieve our aims we will:

• Work to eliminate discrimination on the basis of religion or belief within our internal structures and organisational culture as well as encouraging non-discriminatory behaviour and attitudes.
• Work to eliminate both direct and indirect discrimination against people on the grounds of religion or belief in its policies, procedures and practices both in terms of service provision and employment
• Give full and fair consideration to applicants from all religions and beliefs, based on their ability to do their job and have due regard for positive action measures where appropriate
• Ensure that information about services is accessible and, where necessary, appropriately targeted
• Strive to create an environment which recognises and respects religion and belief and is free from unlawful discrimination and harassment
• Utilising its community leadership role and various partnership arrangements to work collaboratively with all religious communities and to ensure that the views of the religious communities are taken into account as part of any consultation or development process
• Work with other agencies and community organisations to promote understanding and good relations between people of different faith communities.
• Improve the understanding of religion and belief among our staff, contractors and residents groups, so that they can sensitively address the needs of individuals and of different faiths
• Strive to create an environment that is free from religious or belief based harassment and behaviour
• Respond swiftly to religious harassment complaints and record, support, take action where possible and monitor religious related harassment.
• Review any dress codes the organisation may have
• Respond to staff requests for prayer times and space, leave to observe religious festivals and pilgrimages flexibly with due regard for both the staff member and the needs of the organisation
• Recognise different dietary requirements when organising functions

Sexuality

SACHA is opposed to all forms of discrimination against lesbian, women, gay men, bisexual or heterosexual men and women. The organisation recognises that decisions and practices relating to employment and service delivery should not be based on the assumption that everyone is, or should be, heterosexual. WE recognise our duties under the Employment Equality (Sexual Orientation) Regulations 2003 and the Equality Act 2006

To achieve our aims we will:

• Work to eliminate discrimination on the basis of sexuality within our internal structures and organisational culture as well as encouraging non-discriminatory behaviour towards a person’s sexuality
• Work to eliminate both direct and indirect discrimination against a person’s sexuality in our policies, procedures and practices both in terms of service provision and employment
• Ensure the right of lesbian women and gay men to be open about their sexuality in all circumstances
• Recognise that homophobia restricts the life chances and choices that lesbian women and gay men have or can make and work to challenge such discrimination
• Promote different sexualities in a positive way and challenge negative stereotypes
• Give full and fair consideration to applications from people who disclose their sexuality based on their ability to do the job and not on preconceptions about sexuality
• Work with other agencies and community organisations to promote understanding about sexuality and positively promote sexuality
• Improve understanding of differing sexuality among our staff, contractors and tenants groups to eliminate disadvantage and harassment.
• Respond swiftly to homophobic incidents and record, support, take action where possible and monitor homophobic incidents.

Service Provision

In the provision and development of services SACHA will:

• Ensure that all tenants and residents have access to information about services by providing all information in accessible formats where appropriate
• Ensure that all tenants and residents receive the same quality of service or access to a service and that individuals do not receive a different service because of the group they belong to
• Ensure that tenants are adequately consulted and involved in the work of the organisation
• Ensure that  tenants are able to live without fear of harassment
• Ensure that contractors have a diversity and equality policy
• Ensure that training is utilised to eliminate discrimination
• Ensure that tenant organisations and committees have a diversity or equal opportunity policy and aims to work in an non-discriminatory manner and be reflective of their local community
• Ensure that appropriate action is taken where there are breaches in both the letter and the spirit of the Diversity and Equality Policy.

LEGISLATION, REGULATION AND GOOD PRACTICE

There is a complex and evolving statutory framework in addition to regulatory requirements that places clear obligations and responsibilities on SACHA to promote equality of opportunity and to recognise the diverse needs of individuals and communities in the neighbourhoods in which we work. The legislative framework consists of the following:

• Equal Pay Act 1970 (amended 1984)
• Rehabilitation of Offenders Act 1974
• Sex Discrimination Act 1975 (amended 2000)
• Race Relations Act 1976 (amended 2000)
• Asylum and Immigration Act 1996
• Protection from Harassment Act 1997
• Human Rights Act 1998
• Sex Discrimination (Gender Reassignment Act) 1999
• Employment Act 2002
• Employment Equality (Sexual Orientation) Regulations 2003
• Employment Equality (Religious Belief) Regulations 2003
• Carer (Equal Opportunities) Act 2004
• EU Public Procurement Directive 2004/18/EC
• Children Act 2004
• Disability Discrimination Act 2005
• The Civil Partnerships Act 2005
• Mental Capacity Act 2005 implemented in 2007
• CRE Code of Practice in Rented Housing
• Equality Act 2006
• Racial and Religious Hatred Act 2006
• The Employment Equality (Age) Regulations 2006

The Equality Act 2006 has scope for the introduction of further regulations and guidance as a consequence of the setting up of a single equality commission the Commission for Equality and Human Rights (CEHR). Guidance and good practice can be found in the following:

• Section 2.7 Housing Corporation’s Regulatory Code and Guidance amended August 2005
• Regulatory Code Good Practice Note 4, Race Equality and Diversity, November 2002
• Regulatory Code Good Practice Note 8, Equality & Diversity, Feb 2004
• Statutory Code of Practice on the Duty to Promote Race National Housing Federation: Equality & Diversity, a framework for review & action
• Introduction to the EU Procurement Rules, Office of Government Commerce January 2006
• Diversity Key Lines of Enquiry 31 Audit Commission November 2006
• Stephen Lawrence Inquiry Report January 1999
• Race and Housing Inquiry January 2001
• The Challenge Report 2001
• Race Relations (Amendment) Act 2000 enacted in April 2001
• CRE Code of Practice in Housing 2006.