Equal Opportunities Policy | In Employment & Service Delivery

Messrs G Owen & Co

- EQUAL OPPORTUNITIES POLICY -

- IN EMPLOYMENT & SERVICE DELIVERY -

Ethos:

The Ethos of the [Insert name of Group] is “[Insert Ethos of Organisation]” and all It is the and all of its’ work and activities shall be geared towards promoting the same and to achieving/enhancing the philosophy and concept behind this in the interest of [Insert type of cause] through [Insert type of Groups you work with] and organisations in [Insert Borough].

Policy of the [Inset name of Group]:

(a) That there be equal opportunity in both employment, election of Officers, and appointment of workers, (whether voluntary, and/or paid), and that all be recruited, trained on the basis of ability, job requirement, fitness for the work, and/or need according to work undertaken;

(b) that there shall be no discrimination on the grounds of colour, race, ethnic or national origin(s), religion or creed, social background, marital status, sex or physical disability.

The Policy applies to:

(1) Staff and Officers of the [Inset name of Group] (whether voluntary or paid);

(2) The arrangements/referrals in respect of the use/letting of accommodate for youth exchange visits, including the transferred premises previously Leased by the [Inset name of Group] and known as: [Inset name of Project];

(3) Delivery of service(s) to affiliated and other, (where determined by the Board(s) of [Insert whether Director, Management and/or Executive Committee], [Insert type of cause] through [Insert type of Groups you work with] to which the [Insert name of Group] is, or may become associated with and which currently includes the [Inset name of Project(s) ®];

(4) The use/access to facilities, equipment and resources available through the [Inset name of Group] to affiliated and other, (where determined by the Board(s) of [Insert whether Director, Management and/or Executive Committee], [Insert type of cause] through [Insert type of Groups you work with] and Organisations to which the [Inset name of Group] is, or may become associated with.

Policy Implementation and Guidance:

(c) That whilst the overall monitoring of this Policy is the responsibility of the [Insert name of Group], paying particular regard to statutory responsibilities, it is the duty of every Director, [Insert whether Director, Management and/or Executive Committee], voluntary and paid worker to ensure that the terms of the Policy are observed in the spirit intended;

(d) the [Insert name of Group] recognises that it is essential to remain on guard against some of the more subtle and unconscious varieties of discrimination which may not be identified or apparent. These may result from general assumptions about the capabilities, characteristics and interests on minorities which may influence the treatment of individuals or voluntary/statutory [Insert type of cause] and [Insert type of Groups you work with].

Unconscious discrimination may show or manifest itself in several ways:

(i) Voluntary and/or paid workers may be channelled into particular types of work on the basis of general assumptions without specific regard to the particular attributes and abilities of individuals;

(ii) preconceptions about the ability of people from minority racial groups, (e.g. African, Asian, Caribbean), or female workers to supervise may be allowed to affect promotion/election to other positions;

(iii) the allocation of work and the recruitment/election of people from minority racial groups into particular positions may be affected by the mistaken assumptions about the reaction of white workers/Officers, members of the public, and/or voluntary/statutory [Insert type of Groups you work with]; and

(iv) there is a risk that double standards may be used in making judgments of merit/achievement and different standards may be used according to the ethnic or national origin(s) of individuals.

- EQUAL OPPORTUNITIES POLICY -

- EMPLOYMENT & SERVICE DELIVERY -

The attention of [Insert whether Director, Management and/or Executive Committee] with responsibility for recruitment, selection, appointment and implementing election of workers, are drawn to these less obvious forms of discrimination and they are requested to ensure that standards applied are the same for all voluntary and paid workers/Officers of the [Insert name of Group], and, in the case of service delivery to all voluntary and statutory [Insert type of Groups you work with] and Organisations with whom it has dealings.

(e) Any voluntary worker, (whether paid or unpaid) or voluntary [Insert type of Groups you work with]/Organisation who feel that they are suffering from unequal treatment on the grounds of colour, race, ethnic or national origin(s), religion or creed, social background, marital status, sex or physical disability may raise complaint through the procedures for dealing with grievances.

The [Insert name of Group's] Policy on employment of disabled person(s) is/are as follows:

(1) To give disabled workers, officers, (including all future potential applicants/candidates), (whether voluntary or paid), full and fair consideration, based on their merits/achievements and fitness for the work, for all types of vacancies and positions made available through elections;

(2) to rehabilitate and retrain, where necessary and deemed reasonably practicable, any employee/voluntary worker who becomes disabled;

(3) to modify equipment and use special employment aids where deemed reasonably practicable;

(4) to make every effort to adapt premises at any time possessed by the [Insert name of Group] to accommodate the disabled where deemed reasonably practicable;

(5) to provide equal opportunities for training, development and advancement;

(6) to pay (in the case of paid part–time or other workers) the appropriate scale or rate associated with the position held by a disabled person.

Downloads

The Employment Practices Code

> The Employment Practices Code: Supplementary Guidance

> Quick Guide to the Employment Practices Code: Ideal for Small Groups who employ staff

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