EQUAL OPPORTUNITIES POLICY
This policy applies to all staff, volunteers
and management committee members whether full time, part time or temporary and
to any person or organisation who acts as an agent on its behalf in employment
matters.
The purpose of the policy is to set out how
the
To ensure that no unlawful or unfair
discrimination occurs within DISH and to enable DISH to comply with good
employment practice and relevant UK legislation including: the Equal Pay Act
1970, Sex Discrimination Act 1975, Race Relations Act 1976, the Disability
Discrimination Act 1995 and the Human Rights Act 1999.
DISH is opposed to all forms of
discrimination and is committed to promoting equality and anti-oppressive
behaviour. DISH will therefore pursue a
policy of equality of opportunity in all aspects of its work. No person will be treated less favourably,
either in employment matters or service delivery, on the grounds of age, race,
ethnic origin, gender, religion, disability, sexual orientation, HIV status,
marital status or number of dependents.
The Manager will have day-to-day responsibility for ensuring that good
practice is carried out within the office.
However, all staff and volunteers have an individual responsibility to
ensure that they comply with this policy.
The manager and any member of staff with line management
responsibilities will attend equal opportunities training
All staff, volunteers, management committee members and job applicants will receive a copy of the equal opportunities policy. Compliance with the equal opportunities policy will be included as a standard requirement in the person specification for all posts.
Members of recruitment panels will be made
familiar with both this policy and the recruitment and selection procedure, and
at least one member of each recruitment panel will have received equal
opportunities training.
1.
Recruitment and Selection
1.1
DISH is committed to
considering people for jobs, promotion and secondment solely on the basis of
their ability to do the task.
1.2 DISH will ensure that all paid and volunteer vacancies are advertised as widely as possible, and where finance permits, paid vacancies will be advertised in a range of media including local and national newspapers, newsletters, email, voluntary organisations and other information networks that will reach individuals from under-represented groups.
1.3 Advertisements and details sent out to job applicants will include the following statement: ‘DISH is an equal opportunities employer and we welcome applications from all sections of the community, in particular persons with a disability.’
1.4 DISH will provide application forms in other accessible formats, as required.
1.5
Every application form
will include an equal opportunities monitoring form that will be detached from
the application form when the application is received. Forms will be not seen by the selection panel
until after the shortlisting process.
1.6
All shortlisting and
selection for paid vacancies will follow the steps listed in the recruitment
and selection procedure.
1.7
The management committee
will receive a report on the profile of applicants, shortlisted candidates and
successful candidates for each recruitment.
This data will be reviewed and the Management Committee will advise on
any necessary changes to the recruitment procedure to ensure that it promotes
equal opportunities.
1.8
Anyone who considers that
they have been discriminated against in the selection procedure will have the
right of appeal to the Management Committee.
2.0
Employment
2.1
The Management Committee
will be responsible for ensuring that
employment contracts are consistent with good practice.
2.2
All staff and volunteers
will be made aware that discriminatory behaviour towards colleagues (paid or
volunteer) or users of the service is not acceptable. Inappropriate behaviour or attitudes will be
addressed via training and/or, where appropriate, DISH’s disciplinary
procedure.
3.2 DISH recognises the importance of training as a key factor in the implementation of an effective Equal Opportunities Policy. The training requirements of staff, volunteers and management committee members will be regularly reviewed to ensure that needs are being met. Fair and equal consideration for training will be made regardless of whether a person works for the organisation full or part-time, paid or volunteer.
3.3 Provisions will be made for staff, volunteers and management committee members to receive equal opportunities training as part of their induction.
3.4 Flexible working arrangements can be agreed with the manager, providing the service is not adversely affected.
Service Delivery
2.3
DISH will aim to ensure
that all clients have access to its services.
2.4
All offices and meeting
rooms used by DISH will have wheelchair access and disabled facilities.
2.5
Subject to funding, DISH
will provide home visits for clients where this is deemed to be appropriate.
2.4 Subject to funding, interpreters/signreaders will be made available, by arrangement, to those who need them. Efforts will be made to ensure that no person is excluded from participating in meetings and events.
2.5
DISH will endeavor to
ensure that its information is provided in all appropriate accessible formats
where required.
2.6
DISH will encourage
clients/users of its service to become involved in the running of the service
and will work to ensure that the Management Committee reflects the community
that it represents.
2.7
All promotional material
will clearly state that DISH is an equal opportunities organisation.
Monitoring
and Revision
The Management Committee is responsible for monitoring the equal opportunities policy and revising as appropriate at the annual review meeting.
Date adopted: March 2003
Date of last review: March 2004