Codia seeks to provide services on a fair and equitable basis. No person requiring services from Codia will be treated less favourably than any other person on any grounds. Codia is committed to the Faithworks Charter.

As an employer Codia will aim to ensure that no job applicant or staff member receives less favourable treatment on the grounds of gender, marital status, race, ethnic origin, colour, disability, age or sexual orientation.

Entry to employment and promotion or change of post is determined by personal merit and ability relevant to the purposes of Codia.

Codia aims to ensure that people with disabilities will be given equal opportunity to enter employment. In doing so, it will fully consider reasonable adjustments to working practices, equipment and premises to ensure that a disabled person is not put at a susbtantial disadvantage due to their disability. In addition, when staff members become disabled in the course of their employment. every effort will be made through reasonable adjustment, retraining or redeployment to enable them to remain in the employment of Codia.

Codia is an organisation committed to its Christian ethos and values. The organisation’s source of motivation for service in the community and its commitment to social inclusion is rooted in the social tradition of the Christian faith.  Accordingly, as a Christian organisation, it is required that all Codia trustees (all of whom are presently unpaid volunteers) support the organisation’s faith-based ethos and values, and carry out their directorship duties in full accordance with the Government endorsed Faithworks Charter.

It is the intention of Codia that no individual or organisation connected with its activities shall hinder the positive implementation of this policy. Any form of discrimination, other than where legally allowed under the Employment Equality (Religion or Belief) Regulations 2003, is unacceptable to Codia.

Any employee may use the grievance procedure to complain about discriminatory conduct. No individual will be penalised for raising a grievance unless it is proved to be untrue or made in bad faith. Any complaints will be fully investigated. Any discrimination or harassment proven to have taken place will be regarded as misconduct for the purposes of disciplinary procedures.

As an organisation using the Criminal Records Bureau (CRB) Disclosure Service to assess applicants’ suitability for positions of trust, Codia undertakes to fully comply with the CRB Code of Practice and to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of disclosure on the basis of conviction or other information revealed.

Codia actively promotes equality of opportunity for all, with the right mix of talent, skills and potential and welcomes applications from a wide range of candidates, including those with criminal records. Having a criminal record will not necessarily bar an individual from working with Codia. This will depend on the nature of the position and the circumstances and background of the individual’s offences.

A Disclosure is only requested after a risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, adverts for volunteers and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered a position.

Where a Disclosure is to form part of the recruitment process, Codia encourages all applicants called for interview to provide details of any criminal record at an early stage of the application process. Codia requests this information is sent under separate, confidential cover to the recruiter within the organisation and Codia guarantees that this information will only be seen by those who need to see it as part of the recruitment process.

Unless the nature of the position allows Codia to ask questions about an individual’s entire criminal record, the organisation will only ask about "unspent" convictions as defined by the Rehabilitation of Offenders Act 1974.

Codia will ensure that all those in the organisation who are involved in the recruitment process are suitably trained to identify and assess the relevance of circumstances of offences. The organisation will also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders e.g. the Rehabilitation of Offenders Act 1974.

At interview, or in separate discussion, Codia will ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of work. Codia will make every subject of a CRB Disclosure aware of the existence of the Code of Practice and make a copy available on request.

The organisation undertakes to discuss any matter revealed in a disclosure with the person seeking a position before withdrawing a conditional offer of work.