EQUALITY AND DIVERSITY POLICY

AIMS OF POLICY

The policy sets out how we aim to protect all users, employees and volunteers from direct and indirect discrimination in all areas of our organisation. The Equality Act 2010 specifically includes the following groups.

  • age (in employment, further and higher education only)
  • disability and carers of those with a disability
  • gender identity and gender reassignment
  • marriage or civil partnership (in employment only)
  • pregnancy and maternity, including breast feeding
  • race
  • religion or belief
  • sex
  • sexual orientation.

We aim to ensure that Shirehampton Public Hall Community Association reflects and meets the needs of the local community and incorporates equal opportunities into all areas of our work.

We aim to ensure that the makeup of the Board and staff team at all levels reflects the make up of the community we serve in Shirehampton.

We aim to ensure so far as is reasonably practicable that premises are accessible for all members of the community.

MEMBERS / USER GROUPS AND DELIVERY OF SERVICE

Equal opportunities will be considered in all aspects of the service Shirehampton Public Hall Community Association provides. This will be reviewed regularly and monitored for effectiveness.

Language or behaviour designed to be offensive to any of the groups outlined in our statement is unacceptable and will not be tolerated by the organisation. Membership rules and notices to users will explicitly state that discriminatory language or behaviour is not acceptable.

The membership of the organisation will be reviewed regularly to identify which communities are under represented. Constitutional changes may be considered if our membership is found to be unrepresentative.

We will also review the image and work of the organisation regularly. We aim to ensure that Shirehampton Public Hall Community Association is accessible to all members of the community equally. To achieve this end we will consider holding open days to promote our work, producing specialist information for certain organisations and consulting groups on how to make our organisation more relevant

We strive to ensure that the premises are physically accessible to all members of the community. We will work towards obtaining the specialist advice to make the building accessible to those who are disabled.

Any publicity of the organisation will state our commitment to equal opportunities and will promote positive images of those groups in the community who suffer discrimination

Equality of access will be considered in all activities and resources. It is crucial that all member groups and hirers are able to use the organisation without discrimination. Shirehampton Public Hall Community Association has an important role to play in promoting anti-discriminatory practice. Positive anti – sexist and anti – discriminatory values will be integral to all programmes of activities.

BOARD OF DIRECTORS

We aim to reflect the makeup of the community in the decision making process of the organisation and actively encourage members of groups subject to potential discrimination to join the Board. T

he Board will be regularly reviewed to ensure that it reflects the diversity of individuals and groups within the community. This includes a review of the process of decision making which involves informal meetings.

If the Board is found to be unrepresentative the organisation may consider co-options or reserved places for those who can make a special contribution. This will be fully discussed by the Board

It is a condition of membership to follow the principles of the Equality and Diversity Policy

Consideration will be taken when arranging the time and venue of any meeting to ensure these are as accessible as possible. Where members have care responsibilities, which preclude them from attending meetings the Board will consider reasonable requests to support them attend meetings

Equal opportunities training needs for the Board will be reviewed regularly and arranged as appropriate

RECRUITMENT

All posts are advertised openly and widely and agreed, consistent selection procedures are followed at all times. All those involved in recruitment follow an agreed recruitment procedure. This includes the format and process for job descriptions, application forms, adverts, selection and induction.

CONDITIONS OF SERVICE

Premises, working conditions and terms and conditions will promote equality of opportunity and ensure that certain groups are not discriminated against.

All efforts will be made to ensure that premises are accessible to disabled people. It is important that those with dependants are not discriminated against. Working patterns and arrangements will be considered to determine which are essential and which could be flexible. Equal opportunities will be considered in all aspects of the staff terms and conditions and will be reviewed regularly. This will include consideration of leave for periods related to maternity, paternity, sickness and care of dependents.

The organisation aims to ensure that no member of staff is subjected to offensive language or behaviour in their workplace or in their work. Staff contracts should specifically state that offensive language or behaviour is not acceptable.

Staff training needs in issues of equal opportunities will be reviewed regularly and arranged as appropriate.

MONITORING AND REVIEW

The Board will be responsible for implementing the equal opportunities policy. This may be delegated to a sub group which will report back to the main Board.

Any complaint or grievance should be made to the Hall Manager or Chairperson who will take the necessary action.

Equal opportunities strategies will be regularly reviewed and monitored. The Equality and Diversity Policy will be reviewed annually by the trustees.

This document was approved by the Board in February 2023.