Common use of Equal Opportunities Clause in Contracts

Equal Opportunities. 22.1 The Board shall adopt a policy to comply with its statutory obligations under the Race Relations Act 1976 (as amended), the Sex Discrimination Xxx 0000 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to discrimination in the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age in relation to decisions to recruit, train, promote, discipline or dismiss its personnel. 22.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).

Equal Opportunities. 22.1 The Board shall adopt a policy to comply with its statutory obligations under the Race Relations Act 1976 (as amended), the Sex Discrimination Xxx 0000 Act 1975 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000Act 2006, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to discrimination in the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age in relation to decisions to recruit, train, promote, discipline or dismiss its personnel. 22.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).

Equal Opportunities. 22.1 15.1 The Board shall adopt a policy Managing Agent will not discriminate directly or indirectly against any person on the grounds of gender, marriage, sexuality, religion, belief, age, colour, race, nationality, national or ethnic origin, contrary to comply with its statutory obligations under the Race Relations Equal Pay Act 1976 1970, the Sex Discrimination Act 1975 (as amended), the Sex Discrimination Xxx 0000 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex DiscriminationReligion or Belief) Regulations 20052003, the Employment The Equality (Age) Age Discrimination Regulations 2006, the Equality Act 2010 or any other relevant legislation legal requirement applicable during this Contract. 15.2 The Managing Agent will not treat a person less favourably for a reason relating to discrimination in that person's disability (as defined by the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age Disability Discrimination Act 1995 nor fail to comply with the duty under the Act in relation to decisions to recruit, train, promote, discipline or dismiss its personnelthe disabled person. 22.2 In 15.3 The Managing Agent shall as so far as practicable and to the satisfaction of Capital Letters follow practical guidance, recommendations and advice contained in the Commission for Racial Equality's Code of Practice for the Elimination of Racial Discrimination and the Promotion of Equality in Employment, the Equal Opportunity Commission's Codes of Practice for the elimination of discrimination against the disabled persons in the field of employment. 15.4 Where the Managing Agent carries out work on Capital Letters' premises alongside the Capital Letters' staff or has contact with the public under this Agreement, the Managing Agent will comply with Capital Letters' relevant policies and codes of practice in relation to employment and equal opportunity. 15.5 The Managing Agent will notify Capital Letters as soon as it becomes aware of any compliant or proceedings (whether civil or criminal) brought or likely to be brought against the Managing Agent alleging unlawful discrimination or any investigation of the Managing Agent's performance of this Agreement, by a body referred to in clause 13.2 in the event of any finding such complaint, proceedings or investigation the Managing Agent will cooperate fully and promptly with the body undertaking the investigation or bringing the proceedings. 15.6 The Managing Agent will indemnify Capital Letters against all costs, charges and expenses (including legal and administrative expenses and any compensation that Capital Letters is required to pay) arising out of unlawful discrimination being made against the Board, the Administering Authority any such investigation or a contractor of the Administering Authority proceedings as described in clause 14.5. 15.7 The Managing Agent will provide Capital Letters such information as Capital Letters may reasonably request in respect of any matter relating to this Agreement by any court or industrial tribunal, or the impact of any adverse finding in any formal investigation by equality issues on the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition operation of the unlawful discriminationcontract and vice versa. 22.3 The Board or as 15.8 In the case may be event that the Administering Authority shallManaging Agent enters into any sub-contractor in connection with this Agreement, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority it shall set out its policy impose obligations on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services substantially similar to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 those imposed pursuant to 25.5 (inclusive)this clause.

Equal Opportunities. 22.1 28.1 The Board shall adopt a policy Council is committed to equality of opportunity for all in its service delivery, employment and in the way it operates as an organisation. The Council therefore requires the Contractor to comply with its statutory obligations under all legislative requirements relating to equality together with the Race Relations Act 1976 (as amended)additional requirements of Darlington Borough Council’s Equality Scheme. As such, the Sex Discrimination Xxx 0000 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to discrimination in the employment of employees and accordingly Contractor will not unlawfully treat one group discriminate on the grounds of people less favourably than others because of their colourage, disability, gender reassignment, pregnancy & maternity, race, disabilityreligion and belief, sex, sexual orientation, nationality, ethnic origin or age in relation to decisions to recruit, train, promote, discipline or dismiss its personnelmarriage and civil partnership. 22.2 28.2 The Contractor shall have in place an equal opportunities policy that will apply to those who currently receive services from the Contractor, or on behalf of the Contractor, potential users of the Services; their carers; other agencies and professionals; employees; job applicants and the general public. 28.3 In the event of any finding of unlawful discrimination in the areas covered by the Equality Act 2010 or the Council’s Equality Scheme being made against the BoardContractor, or any other sub-contractor employed by the Administering Authority or a contractor of Contractor during the Administering Authority in respect of any matter relating to period covered by this Agreement Contract by any court or industrial tribunalCourt, Employment Tribunal, or of any an adverse finding in any formal investigation by the Commission for Equality and Human Rights Commission over the Administering Authority same period, the Contractor shall inform the other Partner Authorities Council of this finding forthwith and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 28.4 The Board or as the case may be the Administering Authority Contractor shall, on request, provide the other Partner Authorities Council with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training these circumstances and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities Council may reasonably request from time to time for the purpose of assessing monitoring the Contractor’s compliance of the Board or as the case may be the Administering Authority with in relation to this clause 22Contract. 22.7 28.5 The Board or Contractor shall observe the Equality Act 2010 which places a duty on the Council, as a public authority, in the case may be exercise its functions, have due regard to the Administering Authority shall procure desirability of exercising them in a way that is designed to reduce inequalities of outcome which result from socio-economic disadvantage. 28.6 The legislation requires public authorities to work to avoid unlawful discrimination before it occurs and to promote equality of opportunity and good relations between people of different groups and the Council will expect the Contractor and any contractors or sub-contractors (including to facilitate this through delivery of the contractors and sub-contractors under contract. 28.7 Discrimination in the Principal Contracts) providing services to areas covered by the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive)Council’s Equality Scheme against any individual or group of people will be seen as a breach of this Contract.

Equal Opportunities. 22.1 The Board shall adopt a policy to comply with its statutory obligations under 19.1 During the Race Relations Act 1976 (as amended)performance of the Services, the Sex Discrimination Xxx 0000 (as amended)Provider shall not unlawfully discriminate within the meaning and scope of any law, the Disability Discrimination Act 1995 (as amended)enactment, the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006order, or any other relevant legislation regulation relating to discrimination including the Equality Act 2010 (as amended from time to time) whether in the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, gender, religion, belief, disability, sex, sexual orientation, nationalityage, ethnic origin human rights or age otherwise in employment and shall have regard to other official guidance and code of practice in relation to decisions to recruit, train, promote, discipline or dismiss its personnelpromotion of equality in employment. 22.2 In 19.2 The Provider shall comply with the event provisions of the National Minimum Wage Act 1998 (as amended) in relation to the payment of its Staff. 19.3 The Provider shall have an equal opportunities policy which may be reviewed and approved by the Council prior to the commencement of the Services and from time to time. The Provider shall ensure that any reasonable amendments requested by the Council are incorporated into its equal opportunities policy within twenty-one (21) Calendar Days of request by the Council. 19.4 The Provider shall take all reasonable steps to secure the observance of this Clause 19 (Equal Opportunities) by Staff employed in connection with this Agreement. 19.5 The Provider shall provide such information as the Council may reasonably require for the purpose of assessing the Provider’s continued compliance with this Clause 19 (Equal Opportunities). From time to time the Council may request and the Provider produce to the Council an audit in writing on an annual basis of an anonymised random sample of employees (the size of sample to be specified by the Council) demonstrating that the National Minimum Wage has been paid and taking into account travel time under Regulation 15 and training under Regulation 19 of the National Minimum Wage Regulations 1999. 19.6 If any Court or tribunal, or the Equality and Human Rights Commission (or any other Commission promoting equal opportunity) should make any finding of unlawful discrimination being made against the BoardProvider, then the Administering Authority or Provider shall immediately inform the Council of such a contractor finding and the Council shall have the right to terminate this Agreement in accordance with Clause 31 (Termination) if, having discussed the matter with the Provider, it is of the Administering Authority in respect opinion that the actions of any matter relating the Provider leading up to the finding were sufficiently serious as to undermine its compliance with this Agreement by any court or industrial tribunal, or Clause 19 (Equal Opportunities). 19.7 In the event that the Council does not exercise its right of any adverse finding in any formal investigation by termination under Clause 19.6 (Equal Opportunities) the Commission for Equality and Human Rights Provider shall discuss with the Administering Authority shall inform Council the other Partner Authorities of this finding and shall take appropriate steps which the Provider needs to take in order to prevent repetition of the unlawful discrimination. 22.3 The Board or as the case may be the Administering Authority shall, on request, discrimination and shall provide the other Partner Authorities Council with details of any such steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued within a time limit reasonably specified by the Commission for Equality and Human Rights (or its predecessor organisations)Council. 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).

Equal Opportunities. 22.1 The Board Provider shall adopt a policy not, and shall procure that the Provider’s personnel or Sub-Contractors, suppliers, servants, employees or agents, do not, unlawfully discriminate either directly or indirectly on grounds including, but not exclusively, race, colour, ethnic or national origin, disability, gender, gender identity, sexual orientation, religion or belief, marriage or civil partnership, pregnancy and maternity, age and without prejudice to comply with its statutory obligations under the generality of the foregoing the Service Provider shall not unlawfully discriminate within the meaning and scope of the Equality Act 2010, Human Rights Act 1998, Sex Discrimination Act 1975, the Race Relations Act 1976 (as amended), the Sex Discrimination Xxx 0000 (as amended)1976, the Disability Discrimination Act 1995 (as amended), the Equality Xxx 00001995, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, 2006 or any statutory modification or re-enactment thereof or any other relevant legislation Law relating to discrimination in employment. The Provider shall, and shall procure that the employment of Provider personnel or its Sub-Contractors, suppliers, servants, employees or agents, shall, operate in a manner and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age co-operate with the Council so as to allow the Council to comply with its statutory public sector equality duties which means any legislation in relation to decisions the promotion of equality on the grounds as specified in this clause above. The Provider shall for the purposes of ensuring compliance with all equality legislation above, see also clause 1.5 of this Contract, in relation to recruitstaff employed in the performance of the Contract, trainobserve the provisions of the Equality and Human Rights omission Code of Practice in Employment, promoteincluding but not limited to, discipline those provisions recommending the adoption, implementation and monitoring of an equal opportunity policy which may be tested by the Council at their discretion from time to time including requesting information the Council may require from time to time to ensure compliance. The Provider shall, and shall procure that the Provider Personnel or dismiss its personnel. 22.2 In Sub-Contractors, comply with the event Council’s equality and diversity policy as may be amended from time to time, copies of which will be provided by the Council to the Provider at the Provider’s written request. The Provider shall expressly notify the Nominated Representatives forthwith as soon as it becomes aware of any finding investigation of unlawful discrimination being made or proceedings brought against the BoardProvider under all relevant legislation including, the Administering Authority but not exclusively statutes in 29.1. above. Where any investigation is undertaken by a person or a contractor of the Administering Authority body empowered to conduct such investigation and/or proceedings are instituted in respect of connection with any matter relating to the Provider’s any “Relevant Personnel’s” performance of the Contract, being in contravention of the Equality Act 2010, the Human Rights Act 1998 or other relevant legislation including but not exclusively in 29.1. of this Agreement by Clause, the Provider shall, at no cost to the Council: Provide any court or industrial tribunal, or information requested in the timescale allotted; Attend any meetings as required and permit Staff to attend; Promptly allow access to and investigation of any adverse finding documents or data deemed to be relevant; Allow itself and any Staff to appear as witness in any formal investigation ensuing proceedings; and Cooperate fully and promptly in every way required by the Commission for person or body conducting such investigation during the course of that investigation. Where any investigation is conducted or proceedings are brought under the Equality and Act 2010, the Human Rights the Administering Authority shall inform the Act 1998 or other Partner Authorities relevant legislation including but not exclusively in 29.1. of this finding and shall take appropriate steps to prevent repetition Clause, which arise directly or indirectly out of any act or omission of the unlawful discrimination. 22.3 The Board Provider’s personnel or as Sub-Contractors, suppliers, servants, employees or agents, and where there is a finding against the case Provider in such investigation or proceedings, the Provider shall indemnify the Council with respect to all costs, charges and expenses (including legal and administrative expenses) arising out of or in connection with any such investigation or proceedings and such other financial redress to cover any payment the Council may be have been ordered or required to pay a third party. In the Administering Authority shallevent that the Provider enters into any subcontract in connection with the Contract, it shall impose obligations on requestits subcontractors in terms substantially similar to those imposed on it pursuant to this clause. As specified in 1.5 of this Contract, provide the other Partner Authorities with details reference to any provision of any steps taken under clause 22.2Act or statutory provisions shall (except where otherwise stated) include any modification extension or re-enactment thereof and any amendments made thereto. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).

Equal Opportunities. 22.1 The Board 31.1 In the performance of the Services and Works the Contractor shall adopt a policy to comply and shall ensure that its employees, agents and sub-contractors comply with the best professional practice in relation to equal opportunities in particular (but without limitation): 31.2 all relevant legislation as well as statutory and other official guidance and codes of practice; and 31.3 the Council’s own equal opportunities policies and procedures as the same may be adopted and amended from time to time and as notified to the Contractor. 31.4 The Contractor shall provide such information as the Council may reasonably require for the purpose of assessing the Contractor’s compliance with Condition 31.1 above. 31.5 The Contractor shall comply with any and all equal opportunities codes of practice including the following issued pursuant to the Disability Discrimination Act 1995: the “Code of practice for the elimination of discrimination in the field of Employment against disabled persons or persons who have had a disability” and the “Code of practice: Rights of access: Goods, facilities, services and premises”. 31.6 The Contractor shall as far as practicable and to the satisfaction of the Supervising Officer provide at its statutory obligations under own expense all such facilities as may be necessary to enable any disabled employee or agent of the Council so authorised to visit the Contractor, either at the premises from where the Works are being provided or any of the Contractor’s other premises, for any purpose relating to the Contract. 31.7 The Contractor shall at all times during the Contract Period comply with the requirements of the Race Relations Act 1976 and 2000. 31.8 The Contractor shall so far as practicable and to the satisfaction of the Supervising Officer follow the practical guidance, recommendations and advice contained in the Code of Practice for the Elimination of Racial Discrimination and the Promotion of Equality of Opportunity in Employment issued by the Commission for Racial Equality pursuant to section 47(1) and (7) of the Race Relations Act 1976; and shall in particular (but without prejudice to the foregoing) operate an equal opportunities policy which is not, in the Supervising Officer’s opinion, less favourable than an equal opportunities policy so far as practicable complying fully with the practical guidance, recommendations and advice contained in paragraphs 1.1 to 1.3 of the said Code of Practice and with the guidance papers referred to in paragraph 1.1 of the said Code of Practice. 31.9 The Contractor shall at the request of the Supervising Officer provide the Council with a breakdown of its workforce by race and grade as the Supervising Officer may reasonably require in order to satisfy herself or himself as to the Contractor’s compliance with Conditions 31.7 and 31.8 so far as relevant. 31.10 The Contractor shall monitor the representation within its workforce of employees of different racial groups (meaning groups of persons defined by reference to colour, race, nationality or ethnic or national origins), and shall, so far as the Contractor is not prohibited from doing so by the Race Relations Act 1976 (as amended), take all or such part of the Sex Discrimination Xxx 0000 following action as may be appropriate if its appears to the Contractor that any racial group is under- represented in its workforce engaged in any trade or trades by comparison with the proportion of members of that racial group known or believed to be engaged in such trade or trades either in Greater London or in the United Kingdom of Great Britain and Northern Ireland as a whole including: 31.11 the placing of job advertisements designed to reach members of those racial groups and to encourage their applications: for example, through the use of the ethnic minority press (as amended), well as other newspapers) and/or the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to discrimination use of advertisements in the languages of those racial groups; 31.12 the inclusion in job advertisements of the following slogan (or of a slogan carrying the same or a similar meaning): “We are an Equal Opportunities Employer”; 31.13 the use of employment agencies and careers offices in areas where members of those racial groups live and work; 31.14 recruitment schemes for school-leavers designed to reach members of such racial groups; and 31.15 encouragement to employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin for such racial groups to apply for promotion or age in relation to decisions to recruit, train, promote, discipline or dismiss its personneltransfer opportunities. 22.2 In 31.16 The Contractor shall inform the event Supervising Officer as soon as becoming aware of any finding of unlawful discrimination being made legal proceedings (whether civil or criminal) brought or likely to be brought against the Board, Contractor under the Administering Authority or a contractor of the Administering Authority legislation mentioned in respect of any matter relating to this Agreement by any court or industrial tribunal, Condition 31.0 or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding judgements, awards, convictions, or settlements arising therefrom, and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities Supervising Officer with details of any steps taken under clause 22.2such further information and documentation as he or she may require. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).

Equal Opportunities. 22.1 The Board shall adopt 21.1 As a policy to comply with its statutory obligations under manager, employer and Contractor for the Race Relations Act 1976 (as amended)Services, the Sex Discrimination Xxx 0000 (as amended), Contractor shall do all it reasonably can to seek the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to elimination of all forms of discrimination in its employment practices, ensuring that in the employment management and provision of employees and accordingly will not unlawfully treat one group its services no person is discriminated against whether directly or indirectly or by way of people less favourably than others because of their colourvictimisation or harassment in relation to sex, religion, race, disability, sex, sexual orientationcolour, nationality, ethnic origin or age national origins, marital status, maternity, paternity, gender reassignment, age, part time or temporary status and sexual orientation in relation accordance with an established single equality scheme (as amended from time to decisions time). The Contractor shall provide a copy of its equal opportunities policy to recruit, train, promote, discipline or dismiss its personnelthe Council upon request. 22.2 21.2 During the Contract Period the Contractor shall and shall procure that its Personnel comply with the provisions of the Equality Act 2010 together with any applicable anti-discrimination legislation and with the Council’s policies as may be amended from time to time, copies of which the Council will provide to the Contractor upon written request 21.3 The Contractor shall follow all relevant codes of good practice including those produced by the Equality and Human Rights Commission and its successors. 21.4 In the event of any judicial or other official finding of unlawful discrimination being made against by the BoardContractor, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and Contractor shall take appropriate all reasonable steps to prevent a repetition of the unlawful discriminationdiscrimination and shall provide details of those steps to the Council upon request. 22.3 21.5 The Board or as Council is a public authority for the case may be purpose of the Administering Authority Human Rights Act 1998, and the Contractor is providing services to Service Users on the Council’s behalf. The Contractor shall therefore act compatibly with the Convention rights set out in that Act, in all aspects of providing the Service. 21.6 The Contractor shall, on requestat its own cost, provide carry out such Equalities Impact Assessments as are required by the other Partner Authorities with details of any steps taken under clause 22.2Council from time to time. 22.4 21.7 The Board orContractor shall take all reasonable steps to ensure that all servants, as employees or agents of the case may be, Contractor and all sub-contractors employed in the Administering Authority shall set out its policy on execution of the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least Contract do not unlawfully discriminate in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations)this Condition 21. 22.6 21.8 The Board or as the case may be the Administering Authority Contractor shall provide such information as the other Partner Authorities Council may reasonably request for the purpose of assessing the Contractor’s compliance of the Board or as the case may be the Administering Authority with this clause 22Condition 21. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).

Equal Opportunities. 22.1 ‌ 14.1 As a manager, employer and provider for services and / or supplies, the Service Provider shall do all it reasonably can to seek the elimination of all forms of discrimination in its employment practices, management and provision of its services in relation to sex, religion, race, disability and sexual orientation in accordance with an established equal opportunities policy (as amended from time to time). The Board Service Provider shall adopt provide a copy of its equal opportunities policy to comply with its statutory obligations under the Council upon request. 14.2 In any event the Service Provider shall not unlawfully discriminate within the meaning and scope of the provisions of the Race Relations Act 1976 (as amended)1976, the Sex Discrimination Xxx 0000 (as amended), Acts 1975 and 1986 and the Disability Discrimination Act 1995 (as amended)and shall take all reasonable steps to ensure that all servants, employees or agents of the Service Provider and all sub- contractors employed in the execution of the Contract do not unlawfully discriminate. 14.3 In the event of any judicial or other official finding of unlawful discrimination by the Service Provider, the Equality Xxx 0000Service Provider shall take all reasonable steps to prevent a repetition of the unlawful discrimination and shall provide details of those steps to the Council upon request. 14.4 In its provision of the Service the Service Provider shall ensure that its staff behave with courtesy and respect to everyone regardless of age, sex, religion, race, disability and sexual orientation. 14.5 The Service Provider shall provide such information as the Employment Equality (Religion or Belief) Regulations 2003, Council may reasonably request for the Employment Equality (Sexual Orientation) Regulations 2003, purpose of assessing the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or Service Provider’s compliance with this Condition 14. 14.6 The Service Provider shall observe any other relevant legislation and all Codes of Practice relating to discrimination equal opportunities, and shall comply at all times with the Council’s own Equal Opportunities policy. 14.7 Pursuant to its obligations under Condition 14.1 and in general the employment of employees and accordingly Service Provider will not unlawfully treat one group of people less favourably than others because of on grounds including their colour, race, disabilitynationality, ethnic origin, sex, sexual orientation, nationalityage, ethnic origin religion, beliefs or age disability in relation to decisions to recruit, recruit train, promote, discipline or dismiss its personnel. 22.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 14.8 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority Service Provider shall set out its policy on the prevention of unlawful discrimination:equal opportunities 22.4.1 14.8.1 in instructions to those concerned with recruitment, training training, promotion, disciplinary procedure and promotiondismissal; 22.4.2 14.8.2 in documents available to its personnel, personnel recognised trade unions or other representative groups of its personnel; , and 22.4.3 14.8.3 in recruitment advertisements and other literature. 22.5 14.9 The Board or as Service Provider shall on request provide the case may be the Administering Authority shall observe as far as possible, Council with examples of any and at least all documents included in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations)Condition 14.8. 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).

Equal Opportunities. 22.1 20.1 The Board Parties shall adopt a policy to comply with its statutory obligations under the Race Relations Act 1976 (as amended), the Sex Discrimination Xxx 0000 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, Equality Xxx 0000 (‘Equality Act’) and Codes of Practice issued in pursuant of the Equality Act or any other relevant legislation relating to discrimination in the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age in relation to decisions to recruit, train, promote, discipline or dismiss its personnel. 22.2 20.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities XXXX of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 20.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities XXXX with details of any steps taken under clause 22.220.2. 22.4 20.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 20.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 20.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 19.4.3 in recruitment advertisements and other literature. 22.5 20.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities XXXX may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 2220. 22.7 20.6 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities XXXX comply with the obligations set out in clauses 22.1 20.1 and 22.3 20.3 to 25.5 20.4 (inclusive).

Equal Opportunities. 22.1 20.1 The Board Parties shall adopt a policy to comply with its statutory obligations under the Race Relations Act 1976 (as amended), the Sex Discrimination Xxx 0000 Act 1975 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000Act 2006, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, Equality Act 2010 (‘Equality Act’) and Codes of Practice issued in pursuant of the Equality Act or any other relevant legislation relating to discrimination in the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age in relation to decisions to recruit, train, promote, discipline or dismiss its personnel. 22.2 20.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities XXXX of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 20.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities XXXX with details of any steps taken under clause 22.220.2. 22.4 20.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 20.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 20.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 19.4.3 in recruitment advertisements and other literature. 22.5 20.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities XXXX may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 2220. 22.7 20.6 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities XXXX comply with the obligations set out in clauses 22.1 20.1 and 22.3 20.3 to 25.5 20.4 (inclusive).

Equal Opportunities. 22.1 47.1 The Board Contractor shall adopt a policy to comply with its statutory obligations under and not unlawfully discriminate within the meaning and scope of all legislation which may be in force from time to time relating to gender, race, religion, marital status, sexual orientation, age and disability. 47.2 The Contractor shall do all such things as from time to time may be reasonably required by the Council from time to time to facilitate compliance by the Council with: section 71 of the Race Relations Act 1976 Xxx 0000 and the Race Relations (as amended), Amendment) Xxx 0000 sub-section 49A and any specific duties imposed on the Council under sub-section C of the Disability Discrimination Xxx 0000 and the Disability Discrimination Xxx 0000 sub-section 76A-E Sex Discrimination Xxx 0000 (as amended), the Disability Discrimination Act 1995 (as amended), and section 52 of the Equality Xxx 00000000 having regard to the need to eliminate unlawful discrimination and to positively promote equality of opportunity. 47.3 Where in connection with this Contract, the Employment Equality (Religion Contractor, its employees, agents or Belief) Regulations 2003subcontractors are required to carry out work on the Council’s Premises or alongside the Council’s employees on any other premises, the Employment Equality (Sexual Orientation) Regulations 2003, Contractor shall comply [with the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation Council’s own employment policy and codes of practice relating to unlawful discrimination in and equal opportunities, copies of which are annexed to this [ ]]. 47.4 Where it appears to the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age Contractor in relation to decisions particular work of its employees, either that the employees include no members of group are under-represented amongst employees doing that work compared to recruittheir representation in the employees as a whole or in the population from which employees staff are normally recruited, train, promote, discipline undertake the following action as may be appropriate and reasonably practicable: The placing and use of jobs advertisements to reach members of such racial groups and to encourage their applications; The use of employment agencies and careers offices in areas where members of such racial groups live and work; The promotion of recruitment and training schemes for school-leavers and/or unemployed persons intended to reach members of such racial groups; and The provision of appropriate training and the encouragement of members of the Contractors staff from such racial groups to apply for promotion or dismiss its personneltransfer to do work in those areas where such racial groups are under- represented. 22.2 In 47.5 The Contractor shall twelve (12) months from the event of any finding of unlawful discrimination being made against Commencement Date and [annually] thereafter submit a report statement to the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority shall set out Council demonstrating its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 2247. 22.7 47.6 The Board or as the case may be the Administering Authority Contractor shall procure take all reasonable steps to secure that any contractors or its staff, agents and all sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply employed in connection with the obligations Service do not unlawfully discriminate as set out in clauses 22.1 and 22.3 to 25.5 (inclusive)this clause 47.

Equal Opportunities. 22.1 The Board shall adopt ‌ 12.1. As a policy to comply with its statutory obligations under the Race Relations Act 1976 (as amended)manager, employer and provider for services and/or supplies, the Sex Discrimination Xxx 0000 (as amended), Agency shall do all it reasonably can to seek the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to elimination of all forms of discrimination in its employment practices, ensuring that in the employment management and provision of employees and accordingly will not unlawfully treat one group its services no person is discriminated against whether directly or indirectly or by way of people less favourably than others because of their colourvictimisation or harassment in relation to sex, religion, race, disability, sex, sexual orientationcolour, nationality, ethnic origin or age national origins, marital status, maternity, paternity, gender reassignment, age, part time or temporary status and sexual orientation in relation accordance with an established single equality scheme (as amended from time to decisions time). The Agency shall provide a copy of its equal opportunities policy to recruit, train, promote, discipline or dismiss its personnelthe Authority upon request. 22.2 12.2. During the Agreement Period the Agency shall and shall procure that its personnel comply with the provisions of the Equality Xxx 0000 together with any applicable anti- discrimination legislation and with the Authority’s policies as may be amended from time to time. 12.3. The Agency shall follow all relevant codes of good practice including those produced by the Equality and Human Rights Commission and its successors. 12.4. In the event of any judicial or other official finding of unlawful discrimination being made against by the BoardAgency, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and Agency shall take appropriate all reasonable steps to prevent a repetition of the unlawful discriminationdiscrimination and shall provide details of those steps to the Authority upon request. 22.3 12.5. The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotion; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority Agency shall provide such information as the other Partner Authorities Authority may reasonably request for the purpose of assessing the Agency’s compliance with this clause. 12.6. The Authority is a public authority for the purpose of the Board Human Rights Xxx 0000, and where the Agency is providing services to service users on the Authority’s behalf, the Agency shall act compatibly with the European Convention rights set out in that Act, in all aspects of providing the Service. 12.7. The Agency shall, at its own cost, carry out such Equalities Impact Assessments as are required by the Authority from time to time. 12.8. The Agency shall take all reasonable steps to ensure that all servants, employees or as agents of the case may be Agency and all sub-consultants employed in the Administering Authority execution of the Agreement do not unlawfully discriminate in accordance with this clause 2212. 22.7 12.9. The Board or Agency shall provide such information as the case Authority may be reasonably request for the Administering Authority shall procure that any contractors or sub-contractors (including purpose of assessing the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply Agency’s compliance with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive)this clause 12.

Equal Opportunities. 22.1 16.1 The Board Service Provider and the Purchaser shall adopt at all times operate a policy to of equal opportunity and anti-discriminatory practice in both staff recruitment and delivery of the Service and shall comply with all equal opportunities legislation. 16.2 In all matters relating to a Service User, the Service Provider and the Purchaser shall give due consideration to the full range of such Service User’s needs. 16.3 The Service Provider must use all reasonable endeavours to make sure that its equal opportunities policy complies with all statutory obligations under as regards discrimination on the Race Relations Act 1976 (as amended), the Sex Discrimination Xxx 0000 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to discrimination in the employment grounds of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, nationality, cultural or ethnic origin, marital status, gender, age, disability, sex, religion or sexual orientation, nationality, ethnic origin or age orientation in relation to to: 16.3.1 decisions to recruit, train, promote, discipline or dismiss its personnel. 22.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights Service Provider in the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination: 22.4.1 in instructions to those concerned with recruitment, training and promotionor promotion of staff employed or to be employed in the provision of the Services; 22.4.2 in documents available to its personnel, recognised trade unions or other representative groups 16.3.2 the provision of its personnelthe Services; and 22.4.3 in recruitment advertisements and other literature16.3.3 the carrying out of the Service Provider’s obligations under this Contract. 22.5 16.4 The Board or as Service Provider, and any subcontractor employed by the case may be the Administering Authority Service Provider, shall observe as far as possible, and at least in accordance with the Administering AuthorityCommission for Racial Equality's published criteria, the Statutory Code of Practice relevant on Racial Equality in Employment (the “Code”) any updates to employment matters issued by the Commission for Equality and Human Rights (Code or its predecessor organisations)any code which may replace it. 22.6 16.5 The Board or as Service Provider must provide the case may be the Administering Authority shall provide Purchaser with such information as the other Partner Authorities Purchaser may reasonably request require in order for the purpose of assessing Purchaser to assess the Service Provider’s compliance with the Code. 16.6 If any Court or Tribunal, or the Commission for Racial Equality (or any body which may replace the Commission) makes a finding that the Service Provider has unlawfully discriminated against any person in the provision of the Board or as Services then the case may be Service Provider must: 16.6.1 take all necessary steps to make sure that the Administering Authority with this clause 22unlawful discrimination does not happen again; and 16.6.2 notify the Purchaser in writing of the finding and the steps taken to prevent its re-occurrence. 22.7 The Board 16.7 In providing the Services, you must give appropriate consideration to each Service User’s race, nationality, cultural or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors ethnic background, marital status, age, gender, religion, sexual orientation and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive)disabilities.

Equal Opportunities. 22.1 ‌‌ 14.1 As a manager, employer and provider for services and / or supplies, the Service Provider shall do all it reasonably can to seek the elimination of all forms of discrimination in its employment practices, management and provision of its services in relation to sex, religion, race, disability and sexual orientation in accordance with an established equal opportunities policy (as amended from time to time). The Board Service Provider shall adopt provide a copy of its equal opportunities‌ policy to comply with its statutory obligations under the Council upon request.‌‌‌ 14.2 In any event the Service Provider shall not unlawfully discriminate within the meaning and scope of the provisions of the Race Relations Act 1976 (as amended)1976, the Sex Discrimination Xxx 0000 (as amended), Acts 1975 and 1986 and the Disability Discrimination Act 1995 (as amended)and shall take all reasonable steps to ensure that all servants, employees or agents of the Service Provider and all sub- contractors employed in the execution of the Contract do not unlawfully discriminate.‌ 14.3 In the event of any judicial or other official finding of unlawful discrimination by the Service Provider, the Equality Xxx 0000Service Provider shall take all reasonable steps to prevent a repetition of the unlawful discrimination and shall provide details of those steps to the Council upon request.‌ 14.4 In its provision of the Service the Service Provider shall ensure that its staff behave with courtesy and respect to everyone regardless of age, sex, religion, race, disability and sexual orientation.‌ 14.5 The Service Provider shall provide such information as the Employment Equality (Religion or Belief) Regulations 2003, Council may reasonably request for the Employment Equality (Sexual Orientation) Regulations 2003, purpose of assessing the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or Service Provider’s compliance with this Condition 14.‌ 14.6 The Service Provider shall observe any other relevant legislation and all Codes of Practice relating to discrimination equal opportunities, and shall comply at all times with the Council’s own Equal Opportunities policy.‌ 14.7 Pursuant to its obligations under Condition 14.1 and in general the employment of employees and accordingly Service Provider will not unlawfully treat one group of people less favourably than others because of on grounds including their colour, race, disabilitynationality, ethnic origin, sex, sexual orientation, nationalityage, ethnic origin religion, beliefs or age disability in relation to decisions to recruit, recruit train, promote, discipline or dismiss its personnel.personnel.‌ 22.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination. 22.3 14.8 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2. 22.4 The Board or, as the case may be, the Administering Authority Service Provider shall set out its policy on the prevention of unlawful discrimination:equal opportunities‌ 22.4.1 14.8.1 in instructions to those concerned with recruitment, training training, promotion, disciplinary procedure and promotiondismissal; 22.4.2 14.8.2 in documents available to its personnel, personnel recognised trade unions or other representative groups of its personnel; , and 22.4.3 in recruitment advertisements and other literature. 22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations). 22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board or as the case may be the Administering Authority with this clause 22. 22.7 The Board or as the case may be the Administering Authority shall procure that any contractors or sub-contractors (including the contractors and sub-contractors under the Principal Contracts) providing services to the Partner Authorities comply with the obligations set out in clauses 22.1 and 22.3 to 25.5 (inclusive).