Equal Opportunities Statement and Policy
|Name of Club||5UP C.I.C|
|Location||13 Raleigh Industrial Park, Handsworth, Birmingham, B21 8JF|
|Contact Person||Nathan Bendon|
|Date||10th Jan 2019|
The 5UP Board of Directors are made up from a diverse group of individuals and adopts this Equal Opportunities Statement and Policy, which supports our vision and values by setting out our commitment to:
• Promoting equality of opportunity
• Promoting good relations between people with diverse backgrounds and needs
• Eliminating harassment, unlawful and institutional discrimination and victimisation
The purpose of this policy is to ensure that work environments within 5UP are characterised by trust and respect, where all people are protected from discrimination, harassment, and any other improper and unwelcome conduct.
5UP have a zero tolerance for discrimination, harassment or any other improper conduct within our company.
In this policy discrimination includes any distinction, exclusion or preference based on, but not limited to:
Race, ethnicity, national extraction, sex including pregnancy and marital status, religion, political opinion, social origin, sexual orientation, gender expression, age, disability and health status including HIV and AIDS.
5UP C.I.C acknowledges that institutional structures, practices and procedures can be discriminatory. We are committed to complying with all United Kingdom (and European Community) antidiscriminatory legislation which can help the fight against disadvantage and discrimination. We will not tolerate harassment, discrimination or victimisation on any grounds.
All employees and members accept their personal responsibility in the practical application of this policy.
All appointments, whether for staff or volunteers, are carried out in accordance with 5UP’s C.I.C Fair Recruitment and Selection Procedure, and anyone involved in staff and volunteer recruitment will be appropriately trained.
All relevant aspects affecting the composition of the work/volunteer force; including applications, short-listing, interviews, appointments, promotions, departures or dismissals, are monitored and the information obtained is actively used to devise action plans, positive action training and other steps to promote greater equality throughout the organisation’s work/volunteer force.
Disciplinary cases and grievances are carried out in accordance with 5UP’s C.I.C disciplinary procedures and/or Employment Code of Practice, and those staff/volunteers involved in hearing such cases are appropriately trained and/or experienced.
Discriminatory language and behaviour which offends or threatens colleagues, or any others is not tolerated. Where it is necessary, action to deal with such instances will be taken by 5UP C.I.C.
5UP C.I.C does not tolerate inappropriate language, behaviour or violence to staff or volunteers by service users, and again will take appropriate action to protect staff or volunteers if such incidents occur.
5UP C.I.C recognises the importance of developing staff or volunteers to meet the needs of a diverse range of users and to contribute fully to our corporate priorities. A wide variety of training programmes will soon be available to staff and volunteers.
Relations with outside organisations/contractors
5UP C.I.C promotes its values on equality of opportunity in its dealings with members, partners and other outside organisations, contractors, suppliers.
5UP C.I.C will continue to make facilities available to enable staff and volunteers at all levels to communicate effectively with (for example, those people whose first language is not English, people who are deaf or have a hearing impairment, those who are blind or visually impaired).
Individuals and groups who represent the needs of all groups will be consulted throughout the decision-making process on issues which affect them in order for 5UP C.I.C to maintain up-to-date awareness of their needs and requirements.
Monitoring and evaluation
This policy will continue to be monitored and evaluated to ensure that it is kept relevant and up to date. Key information on important aspects of recruitment, employment and business operations will continue to be collated and analysed to obtain a detailed understanding of how policies and practices are working towards creating equality of opportunity. 5UP C.I.C will monitor its use of services, participation, volunteer, employee and community engagement. Action will be taken to deal with any disparities that are identified.
Direct discrimination: When a person or group is treated less favourably directly because of a personal characteristic, such as race, gender, disability, religion, age or sexual orientation. Direct discrimination is unlawful.
Indirect discrimination: Where a criterion, policy, procedure, practice or condition which applies equally to everyone has the effect of disadvantaging people from a particular group and cannot be justified. Indirect discrimination is unlawful.
Institutional discrimination: Where, for example, an organisation’s processes, procedures, attitudes, behaviours or organisational structures, through unwitting prejudice, ignorance, thoughtlessness and stereotyping, amount to less favourable treatment. Institutional discrimination is unlawful.
Harassment: Unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment having regard to all the circumstances and the perception of the victim; harassment can include behaviour that is offensive, frightening or in any way distressing. It may be intentional bullying, which is obvious or violent, but it can also be
unintentional or subtle and insidious. It may involve behaviour which may not be intended to be malicious but nevertheless is upsetting. It may be about the individual’s personal identity or it may be about the identity of those with whom the individual associates. It may not be targeted at an individual(s) but consist of a general culture. Harassment is unlawful.
Victimisation: When an individual is treated detrimentally because they have made a complaint or intend to make a complaint about discrimination or harassment or have given evidence or intend to give evidence relating to a complaint about discrimination or harassment. Victimisation is unlawful. If victimisation happens or if organisations fail to take reasonable steps to prevent it from happening, they may be liable and may be ordered to pay compensation.
Date: 10th January 2020
Review Date: January 2021