Equal Opportunities policy
The aim of this policy is to communicate the commitment of the Manager, staff and Trustees to the promotion of equality of opportunity at The Abingdon Bridge.
It is our policy to provide employment equality and service provision equality to all, irrespective of:
Gender, including gender reassignment
Marital or civil partnership status
Having or not having dependents
Religious belief or political opinion
Race (including colour, nationality, ethnic or national origins)
We are opposed to all forms of unfair discrimination. All job applicants, employees, volunteers and users of our services will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without discrimination.
We recognise that the provision of equal opportunities in the workplace for employees and users of our services is good management practice. This Equal Opportunities Policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency and effectiveness of the organisation.
We will endeavour to enable all groups of people to access the service without spending excess time or money doing this.
2 To whom does the policy apply?
This policy applies to the following groups:
Job applicants and potential applicants
Trainee workers and students on work experience or placements
Young people who use the services we provide
3 Equality commitments
We are committed to:
Promoting equality of opportunity for all persons
Promoting a good and harmonious working environment in which staff and clients are treated with respect
Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
Fulfilling all our legal obligations under the equality legislation and associated codes of practice
Complying with this and associated policies
Taking lawful affirmative or positive action, where appropriate
Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.
The Trustees have specific responsibility for the effective implementation of this policy. The manager also has responsibilities, and we expect all our employees to be aware of and abide by the policy and help create the equality environment.
In order to implement this policy, we shall:
Communicate the policy to employees, job applicants, volunteers and users of our services
Incorporate specific and appropriate duties in respect of implementing this policy into job descriptions and work objectives of all staff
Provide equality training and guidance as appropriate
Incorporate equal opportunities notices into general communications practices
Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce
Ensure that adequate resources are made available to fulfill the objectives of the policy.
5 Monitoring and review
The effectiveness of our equal opportunities policy will be reviewed every year.
A person, to whom this policy applies (see para 2), who believes that they have suffered any form of discrimination, harassment or victimization is entitled to raise the matter through our grievance procedure. A copy of this procedure is available from the manager. All complaints of discrimination will be dealt with promptly and confidentially. In addition to our internal procedures, a person has the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal.
However, a person wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedure first. Every effort will be made to ensure that anyone who makes a complaint will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimization will result in disciplinary action and may warrant dismissal.
Reviewed and approved by the Governance Committee on 8th March 2021
Review date March 2022