Introduction, Aims And Scope Of The Policy
Abbotswood Action Group recognises and values people’s differences and will assist them to use their talents to reach their full potential.
This policy is designed to ensure that Abbotswood Action Group complies with its obligations under equality legislation and demonstrates our commitment to treating people equally and fairly.
Abbotswood Action Group is unreservedly opposed to any form of discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (defined as Protected Characteristics).
The policy applies to employees, potential employees, volunteers, residents, members of local community groups, local tradespeople (“stakeholders”)
The policy applies to all stages of employment, volunteering and involvement with Abbotswood Action Group including recruitment and selection, promotion and training.
The organisation aims to ensure that
This policy is designed to ensure that Abbotswood Action Group complies with its obligations under equality legislation and demonstrates our commitment to treating people equally and fairly.
Abbotswood Action Group is unreservedly opposed to any form of discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (defined as Protected Characteristics).
The policy applies to employees, potential employees, volunteers, residents, members of local community groups, local tradespeople (“stakeholders”)
The policy applies to all stages of employment, volunteering and involvement with Abbotswood Action Group including recruitment and selection, promotion and training.
The organisation aims to ensure that
- All stakeholders are treated fairly and with respect at all stages of their involvement with Abbotswood Action Group.
- All stakeholders have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour. Such behaviour may come from other stakeholders or by people (third parties) who are not stakeholders of Abbotswood Action Group.
- All stakeholders have an equal chance to contribute and to achieve their potential, irrespective of any defining feature that may give rise to unfair discrimination.
- All stakeholders have the right to be free from discrimination because they associate with another person who possesses a Protected Characteristic or because others perceive that they have a particular Protected Characteristic, even if they do not.
Responsibilities
It is the responsibility of the Chairman and Vice-Chairman to develop and lead the implementation of the equality and diversity policy.
Responsibility for approving the policy and monitoring that it is being followed rests with the Management Committee.
Volunteers, members of the Management Committee and employees of Abbotswood Action Group have a duty to act within this policy, ensure it is followed and to draw attention to any suspected discriminatory acts or practices.
Responsibility for approving the policy and monitoring that it is being followed rests with the Management Committee.
Volunteers, members of the Management Committee and employees of Abbotswood Action Group have a duty to act within this policy, ensure it is followed and to draw attention to any suspected discriminatory acts or practices.
Implementation Of The Policy
All Volunteers, members of the Management Committee and employees will be involved in creating an environment that ensures equality and values diversity.
Communications
Communication of the policy to job applicants, employees and volunteers through paper documents, website and face to face discussions as appropriate.
Working with partners
In selecting our partners we will consider their commitment to Equality and Diversity by considering their formal policies and reputation within the community as appropriate.
Making our activities accessible to all
We will make our activities accessible by:
Communications
Communication of the policy to job applicants, employees and volunteers through paper documents, website and face to face discussions as appropriate.
Working with partners
In selecting our partners we will consider their commitment to Equality and Diversity by considering their formal policies and reputation within the community as appropriate.
Making our activities accessible to all
We will make our activities accessible by:
- Providing information in alternative formats (e.g. large print, voice recordings)
- Holding activities in accessible buildings and locations
- Providing appropriate tools and equipment to allow participation
- Seeking feedback from stakeholders on how accessible users find our activities
Reporting Discrimination/Potential Discrimination
Stakeholders who feel that they have suffered any form of discrimination should raise the issue through the Chairman or Vice-Chairman, or in the case of an employee via their Line Manager. Stakeholders also have the option of raising issues via another committee member or within open meetings of Abbotswood Action Group if they feel that this is more appropriate.
Stakeholders should also use this approach if they feel that they been the subject of harassment from someone who is not an employee, volunteer or Management Committee member. Abbotswood Action Group will not tolerate any harassment from third parties towards its stakeholders and will take appropriate action to prevent it happening again.
If a stakeholder witnesses behaviour that they find offensive in relation to age, marriage or civil partnership, pregnancy and maternity, disability, gender reassignment, race, religion or belief, sex and sexual orientation, even if it is not directed at them they should also use this procedure.
Stakeholders should also use this approach if they feel that they been the subject of harassment from someone who is not an employee, volunteer or Management Committee member. Abbotswood Action Group will not tolerate any harassment from third parties towards its stakeholders and will take appropriate action to prevent it happening again.
If a stakeholder witnesses behaviour that they find offensive in relation to age, marriage or civil partnership, pregnancy and maternity, disability, gender reassignment, race, religion or belief, sex and sexual orientation, even if it is not directed at them they should also use this procedure.
Monitoring And Review
This policy will be monitored to judge to what extent it is working and identify areas for improvement.
Monitoring of this policy will take place regularly as a normal part of planning the activities of Abbotswood Action Group – for example, plans for events will be checked to make sure that they take account of accessibility and appropriate methods of publicity.
This policy will be reviewed every two years by the Management Committee to ensure that it remains up to date and reflects the needs and practices of the organisation.
The policy may also be reviewed if legislation changes or if monitoring information suggests that policy or practices should be altered.
Monitoring of this policy will take place regularly as a normal part of planning the activities of Abbotswood Action Group – for example, plans for events will be checked to make sure that they take account of accessibility and appropriate methods of publicity.
This policy will be reviewed every two years by the Management Committee to ensure that it remains up to date and reflects the needs and practices of the organisation.
The policy may also be reviewed if legislation changes or if monitoring information suggests that policy or practices should be altered.
Version 3 02/03/2016