SUFFOLK
INTER-FAITH RESOURCE
EQUAL
OPPORTUNITIES POLICY
Introduction
· The Board of Suffolk Inter-Faith Resource works to promote equal
opportunities in the recruitment and employment of Board members, volunteers
and staff. This equality of opportunity
also applies to the provision and access of service.
·
The Board of Suffolk Inter-Faith Resource considers it
essential to produce a statement of policy on equal opportunities in employment
and operation. It is also important to
provide guidelines to all those involved in the recruitment and employment of
staff (paid and unpaid).
·
Equal opportunities also applies to the provision of
services and affiliation criteria. The
policy set out in this document should be strictly adhered to by all members of
the Board, employees and others involved in the organisation’s operations.
·
Disciplinary action may be taken in the case of breaches
of this policy.
Aims and Objectives
The Board of Suffolk Inter-Faith Resource aims to:
·
Ensure that both the letter and the spirit of the law
i.e.
Disabled Persons (Employment) Acts 1944 & 1958
Sex Discrimination Act 1975
Race Relations Act 1965, 1968 & 1976
Disability Discrimination Act 1995
Human Rights Acts 1998
Data Protection Act
Race Relations (Amendment) Act 2000
Protection
against discrimination at work on grounds of sexual orientation (2003)
Protection
against discrimination at work on grounds of religion or belief (2003)
Are upheld within the organisation.
·
Create a working atmosphere where there is freedom from
harassment.
·
Ensure that equal opportunity is given to all applicants
for employment (paid or unpaid). Each
individual will be assessed purely on his or her ability to fulfil the
requirements of the job.
·
Provide equal access to the services of the organisation.
·
Promote the principle of equality of opportunity.
·
All staff, volunteers and Board members shall be made
aware of the provisions of this policy and expected to express a willingness
both to accept and implement it as required.
·
Both employment and advancement within the organisation
shall be, and be seen to be, determined solely by application of objective
criteria and personal merit.
Statement Policy
·
The Board of Suffolk Inter-Faith Resource acknowledges
that the United Kingdom is socially diverse in race, culture, beliefs and
religions.
·
The organisation is committed to developing equal
opportunities in all areas of its work and structure.
·
The Board of Suffolk Inter-Faith Resource is actively
committed to opposing discrimination against people on the grounds of:
§ Race
§ Colour
§ Ethnic
origins
§ Class
§ Age
§ Disability
(sensory, physical and / or learning)
§ Mental
Health problems
§ Gender
§ Marital
Status
§ Sexual
orientation
§ Political
beliefs
§ Religious
beliefs
·
The Board of Suffolk Inter-Faith Resource accepts that
certain groups and individuals in society have been, and are denied equal
opportunities in employment and other areas.
These groups and individuals may also be the target of abuse and victimisation. The Board of Suffolk Inter-Faith Resource is
committed to taking positive steps to prevent such inequalities and harassment
within the organisation and during any event hosted by the organisation.
In pursuit of its aims The Board of Suffolk Inter-Faith Resource
will:
·
Raise awareness both in our own organisation and others
into the cause and effect of oppression and inequality. The effect it has on the individual and in
the workplace.
·
Work with other organisations to promote equal
opportunities and raise awareness of discriminatory practises.
·
Challenge practices, legislation and institutions which
seek to discriminate against or deny rights.
·
Seek and take account of, advice from minority and / or
disadvantaged community groups about equal opportunities issues in relation to
service provision and employment.
Accessibility of Service and Employment
·
The Board of Suffolk Inter-Faith Resource will work to
ensure that all its services are provided in a way which promotes awareness of
the rights and needs of people from minority groups and enables all people to
have access to them.
The
Board of Suffolk Inter-Faith Resource will endeavour to make services, events
and employment (paid or unpaid) accessible by:
·
The provision of suitable venues and equipment.
·
Taking account of access, cultural, ethnic, religious,
dietary or other special requirements.
·
Where it is not appropriate or possible to provide a
service which can be used by all, the Board of Suffolk Inter-Faith Resource
will consider offering services specifically for particular groups.
·
Applicants for posts should be given clear and accurate
information about posts through advertisements, job descriptions and supporting
literature in order to enable them to assess their own suitability for the
post.
·
Any genuine occupational requirements such as specific
skills or educational requirements, irregular or unsociable hours, travel or
the holding of a valid driving licence should be stated in the advertisement.
·
Advertisements and recruitment drives should be aimed at
as wide a group of suitably qualified and / or experienced people as possible.
·
All advertisements and recruitment forms should state
that the organisation operates an equal opportunities policy.
·
The job description should include any requirements
necessary to the post and specify a commitment to the equal opportunities
policy.
·
A person profile reflecting the essential skills,
knowledge and experience for the post holder to carry out the job should be
built into the job description.
·
The Board should familiarise themselves with the extracts
from the Race Relations and Sex Discrimination Acts.
·
A personnel specification should be drawn up and used as
a basis for short listing and performance evaluation at interview. This should provide objective criteria for
selection based on the current analysis of tasks and subsequent job description
and not on a previous post-holder’s qualities or qualifications.
·
No criteria should be used for short-listing or selection
which is not stated in the job specification.
The personnel specification is not to be seen by any of the
candidates.
·
In view of the size of the organisation it is not
considered appropriate to require the use of a recruitment monitoring form or a
standard job application form. However
these may be used if the Board so decide.
·
Short-listed candidates should be notified within three
weeks of the closing date and informed of the name and job title of each
member of the interview panel.
·
At least one member of the interviewing panel should have
received appropriate training in interview techniques and, if necessary, should
brief the other members on the most pertinent points.
·
References will be taken up for each short-listed
candidate. These will be given to the
selection panel after the interview when a decision has been made to appoint.
Violation of this Policy
Any
action which fails to protect the rights of minorities with respect to the
equality of opportunity may be deemed in breach of this policy.
Such actions would include:
·
Failure to observe the guidelines regarding recruitment.
·
Failure to take reasonable steps to ensure that services
are made accessible.
·
Misrepresentation of the stated views of minority groups.
·
Failure to take appropriate steps to challenge behaviour
in breach of this Equal Opportunities Policy.
Behaviour
which would constitute a violation of the Equal Opportunities Policy including:
·
Verbal or physical attacks on individuals or groups on
any of grounds mentioned in Section 3.
·
Discriminatory name-calling, insulting remarks, jokes or
threats.
·
Written discriminatory remarks or abuse through the
various forms of communication, i.e.
verbal, written or electronic.
·
Encouraging other people to harass or discriminate
against another individual or group.
·
Provocative behaviour, such as wearing racist badges.
·
Bringing into the premises and openly displaying material
such as leaflets and magazines which in any way support discrimination.
In
the case of a breach of this policy the Chairman, Executive Officer or member
of the Board or staff will take the following action:
·
Discuss the incident with the alleged perpetrator,
restating our policy. A retraction of
the offending remark or apology may be requested where appropriate.
·
Aid and support the injured party / parties.
·
In the case of physical attack the alleged perpetrator,
whatever their status, shall be immediately suspended from the organisation
pending an investigation. There shall
be no delay in such an investigation.
·
In the case of a member being the alleged perpetrator,
where the incident cannot be resolved to the satisfaction of all parties, it
will be passed to the Board who have the right to withdraw membership.
·
The person concerned has the right to appeal against such
a decision. Such appeal should be
directed to the Board through the Chairperson or through another member of the
Board if the Chairperson is involved.
·
In the case of a member of staff being the alleged
perpetrator, disciplinary action may be taken via the appropriate channels.
·
A written report of the incident and the action taken
will be made, and the Board informed.
Monitoring the Policy
·
The Board will be responsible for monitoring the
implementation of this policy.
·
The Board will make recommendations on working practice
and revision of this policy.
·
Any complaints dealt with under the policy will be
directed to the Board.
·
Complains relating to unfair treatment at interview
should be directed to the Chair and received within seven days of notification
of the result of the interview. The
Board shall be notified of all complaints.
·
This policy will be reviewed annually from the date of
adoption.