Revised and updated 1st April 2018
1. BACKGROUND
1.1 SWCAA .cic accepts that certain groups and individuals in society are denied equal opportunity and experience discrimination. SWCAA commits itself to developing an Equal Opportunities Policy with associated training and good practice in all aspects of its activities, in the services it provides, in its practices as an employer, and in the way it works with other organisations in both the voluntary and statutory sectors.
1.2 Equal Opportunities do not just happen, but have to be actively promoted and pursued by all individuals involved in the organisation.
2. STATEMENT OF INTENT
2.1 The purpose of this document is to clarify, emphasise, and define SWCAA’s commitment to preventing discrimination and to the promotion of equality of opportunity, and to underline SWCAA’s legal responsibilities in this area.
3. IMPLEMENTATION
3.1 This policy applies to all potential as well as actual committee members, employees, volunteers and organisations/individuals which use our services.
4. THE STATEMENT
4.1 SWCAA is committed to taking positive action to implement and adhere to, amongst its committees, employees, volunteers and organisations/individuals to whom it provides services, the various Acts of Parliament which legislate against discrimination; namely the Race Relations Act 1976, the Sex Discrimination Acts 1975 and 1986, the Equal Pay Act 1975, the Rehabilitation of Offenders Act 1974, Disability Discrimination Act 1996 and any subsequent amendments.
4.2 SWCAA will seek to have equal opportunities issues at the forefront of, and underpinning, all dealings with other agencies.
4.3 SWCAA wishes to identify and challenge all types of discrimination, including:
4.3.1 Direct discrimination, that is, treating a person less favourably than another person in the same circumstances because of their:
• race, colour, nationality or ethnic origin
• gender, marital status or caring responsibility
• sexuality
• age
• physical, sensory or learning disability or mental health, and discrimination by association
• political or religious belief
• class
• HIV status
• employment status
• unrelated criminal conviction
4.3.2 Indirect discrimination, that is, applying a condition or requirement which disadvantages particular groups more than others.
4.3.3 Institutional discrimination, that is, when the routine policies, practices, procedures or organisation in effect marginalise disadvantaged groups.
4.3.4 Sex discrimination, that is, discrimination on the grounds of an individual’s gender or sexual orientation.
4.3.5 Discrimination against people with disabilities, and failure to ignore a person’s disability except where the disability imposes a real limitation.
In this context it is recognised that the nature and construction of the current premises may limit access for people with certain disabilities.
5. EMPLOYMENT, RECRUITMENT & SELECTION
5.1 EMPLOYMENT
5.1.1 SWCAA is an Equal Opportunities employer. The aim of its policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, nationality or ethnic origin; gender, marital status or caring responsibility; sexuality; age; physical, sensory or learning disability or mental health; political or religious belief; class; HIV status; employment status; unrelated criminal conviction.
5.2 RECRUITMENT
5.2.1 Recruitment is intended to ensure a wide response to employment vacancies, reflecting the diversity of potential employees, within the requirements of performing the job.
5.2.2 SWCAA will, according to financial limits, make vacancies known through recognised recruitment sources including newspapers, job centres and internal advertisement.
5.3 SELECTION
5.3.1 Every job advertised will have a job description from which a person specification will be drafted. This will list all the essential requirements an individual will need in order to undertake the tasks detailed in the job description.
5.3.2 The selection process will be carried out according to specified job related criteria detailed in the person specification. Individuals will be assessed against these criteria on the basis of the application forms, interview performance or other practical tests designed to test the applicant.
6. TRAINING
6.1 SWCAA is committed to providing training designed on the basis of need, to allow employees and volunteers to gain and develop skills and knowledge, realise their full potential and develop life and career opportunities.
6.2 Training in anti-discriminatory practice will be made available as need arises.
7. CONDITIONS OF SERVICE
7.1 Conditions of service should not limit individuals or groups from positions within the organisation unless they are necessary requirements.
8. GRIEVANCE & DISCIPLINARY PROCEDURES
8.1 SWCAA will not ignore, or treat lightly, grievances or complaints concerning discrimination. SWCAA will initiate disciplinary proceedings against all those who commit acts of abuse or harassment or who show discrimination or prejudiced behaviour against employees, volunteers, or users of services.
9. MONITORING
9.1 SWCAA Directors will evaluate the results of implementing this policy, enabling recommendations for change to be made and areas for development to be identified.