Our Vision

Promoting inclusion and empowering individuals affected by mental health, poverty and social injustice

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Our Values

There are many different ways in which people are making their time matter with Castle. Whatever the role, we always base the way we act – both individually and as an organisation – around four important values:

We are personal

 

We treat everyone we come into contact with as an individual without labels.

 

We listen to their experiences and needs, and provide them with the personal support that’s right for them. That’s true whether they’re a person living with a mental health illness, or an offender, or a lawyer, teacher that volunteers as a Trustee.

We are Sector Leaders

 

We are recognised as a sector leader – in innovation systems and technology, training, partnership working and our supported employments. Our reputation is based on constantly improving, we’re action-focused, so we use our expertise to deliver tangible improvements to people’s lives.

We demand better

 

Whatever we do, we always believe there’s room for improvement.

 

So we demand better – from ourselves and others. We’re constantly looking at the bigger picture and for better ways of doing things, so we can stay one step ahead and shape a better future for everyone in the community.

We are inspirational

 

Our shared commitment to what we do inspires us to do our best.

 

Our positive energy inspires people affected by life circumstances cope with their experience. Our passion will inspire other to get involved, to change the lives of everyone in our community.

Equality & Diversity Statement

Objectives
 

Castle is committed to providing equal opportunities in employment and to avoid unlawful discrimination in employment and as a service provider.

We aim to provide accessible services, delivered in a way that respects the needs of each individual and does not exclude anyone.

This policy is intended to assist the Company to put this commitment in to practice and to ensure that both employees and managers understand their rights and responsibilities in relation to equal opportunities.

The Company will seek to avoid unlawful discrimination in all aspects of employment including, recruitment, training, pay, benefits, promotion, and selection for redundancy. We want to create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all; and be a place where individual differences, and the contributions of all staff, are recognised and valued.

The Company takes seriously its duty not to unlawfully discriminate upon the basis of any “protected characteristic” i.e. gender, race, age, disability, religion or belief, marital status or civil partnership, gender reassignment, pregnancy or maternity, or sexual orientation. The Company is committed to supporting the aims of the Equality Act 2010 and other relevant legislation.
 

Responsibilities
 

The Chief Executive has overall responsibility for the co-ordination, development and enforcement of the Equal Opportunities Policy.

All managers and staff are expected to comply with the Equal Opportunities Policy in their dealings with each other and whenever dealing with a third party such as a supplier or customer.

Suppliers and contractors should be made aware of the organisation’s commitment to eliminating discrimination and harassment in the workplace.
 

Complaints
 

Staff should raise any concerns they have about unlawful and unfavourable treatment to their line manager or, another manager if it concerns their line manager, or a member of the Board.

Suppliers, contractors or customers should submit any concerns via the organisation’s complaints policy.
 

Review
 

The organisation will keep this policy, and other relevant employment policies, under review to ensure there is no unlawful treatment