The Commission for Racial Equality was set up under the 1976 Race Relations Act. It receives an annual grant from the Home Office, but works independently of government. The CRE is run by commissioners appointed by the Home Secretary and has support from all the major political parties.

The CRE has three main duties:

• to work towards the elimination of racial discrimination and to promote equality of opportunity
• to encourage good relations between people from different ethnic or racial backgrounds
• to monitor the way the Race Relations Act is working and to recommend ways in which it can be improved.

The CRE is the only government-appointed body with statutory power to enforce the Race Relations Act.

Equal opportunities policy statement

The CRE is an equal opportunities employer. The aim of our equal opportunities policy is to ensure that no job applicant or employee receives less favourable treatment on grounds of race, colour, nationality, ethnic or national origin, sex, sexual orientation, marital or family status, age, disability, religious beliefs (or lack of these), or trade union membership, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

The CRE's equal opportunities policy covers all aspects of employment, from recruitment and training to conditions of service and termination of employment.

To ensure that this policy is operating effectively (and for no other reason), the CRE maintains records of employees' and applicants' ethnic origins, sex and disability for each area. The records are regularly monitored and analysed to tell us whether the policy is achieving its objectives or whether special steps, such as positive action programmes, which are permitted by the Race Relations Act 1976, need to be taken to remove any potential for discrimination and to promote equal opportunity.

Responsibility for the effective operation of the CRE's equal opportunities employment policy rests with the chief executive. The policy is supported by detailed guidelines and training for all staff, especially those involved in the recruitment process and in staff development and welfare.

Mission statement

The CRE works for a just and integrated society, where diversity is valued. We use both our persuasion and our powers under the law to give everyone an equal chance to live free from fear, discrimination, prejudice and racism.

In pursuit of this aim, the CRE has adopted the following key corporate objectives:

• to contribute to building a society that promotes good race relations and values all its people, and where there is zero tolerance of racism
• to enable people to challenge racial discrimination and prejudice, in order to achieve fair and just treatment
• to be an effective organisation, which is valued for providing the best possible services.

Summary of terms and conditions of service

Salary

The salary range for the job is as advertised. Appointments are usually made at the minimum of the salary scale. In exceptional circumstances, however, the starting salary may be higher. Salaries are reviewed on 1 July. To receive an increment the employee must have been in their current post for a minimum of 6 months at the end of the March preceding and be appraised as a satisfactory performer.

Annual leave

Annual leave is 25 days for all pay bands, 28 days after 2 years and 30 days after 5 years' service. In addition, all CRE employees receive 10.5 public holidays and privilege days.

Working hours

The working week is 41 hours, including one hour a day for lunch breaks.

Flexible arrangements

• The CRE operates a flexible working hours system; core hours are from 9.30am to 4.00pm
• Subject to discussion, most posts are available for part-time working or job-sharing
• Generous maternity leave and pay provisions
• Special leave; for example to care for dependants

Other benefits

Staff can apply for interest-free season ticket loans.

Pension scheme

The CRE offers a non-contributory final salary scheme. The employer's contribution to the scheme ranges from 12% to 18.5%, depending on the pay band. Employees are, however, expected to contribute 1.5% of their salary towards dependants' benefits.

Probation

All permanent appointees are required to complete a six-month period of probation.

Staff development

The CRE is committed to helping its employees realise their full potential through continuous development. Training and development opportunities and activities include:

• a comprehensive corporate training programme
• training in particular skills and knowledge for individuals and teams
• financial assistance and support with higher or further education
• deputising and temporary promotion
• multi-disciplinary team work
• secondment opportunities.

Progression, appraisal, pay and promotion

The staff appraisal year runs from 1 April to 31 March. Performance is evaluated through regular supervision sessions and a final annual appraisal. Progression through the pay scales of all pay bands is guaranteed, provided employees' job performance has been satisfactory, and they have been in post for 6 months on 31 March. The annual pay award is effective from 1 July. All staff are eligible to apply for internal vacancies, which are advertised in the monthly staff bulletin and via email.

Trade union membership

All new employees are entitled, and encouraged, to join a trade union. The CRE recognises two trade unions for the purposes of negotiation and consultation on terms and conditions of employment, including pay, and on human resources policies and procedures: Public and Commercial Services Union (PCS) and Manufacturing, Science and Finance Union (MSF).

Smoking policy

The CRE has a no-smoking policy, but its offices in England and Wales (London, Manchester, Birmingham and Cardiff) have designated smoking rooms.

Smoking is not permitted anywhere within the CRE's Edinburgh premises, in line with the Smoking, Health and Social Care (Scotland) Act 2005, which came into effect on 26 March 2006. This legislation bans smoking in all enclosed public places. For more information on the Act, see the Scottish Executive's 'Clearing the Air' website.

• Clearing the Air: the new smoking legislation in Scotland (Scottish Executive website)

Top of this page