Equal Opportunities Policy

 

 COMPASS is committed to equal opportunities in all aspects of its work.  The purpose of this policy is to provide genuine equality of opportunity for all employees, service users, volunteers, individuals and external groups/organisations.

COMPASS’ equal opportunities policy is designed to redress discrimination and positively encourage and benefit people from disadvantaged groups.  All employees, service users, volunteers, individuals and people from external groups/organisations will be treated fairly and equally irrespective of gender, race, colour, nationality, ethnic or national origins, marital status, class, disability, sexuality, age, political or religious beliefs.

Where necessary, positive action will be taken to meet the special needs of groups who are disadvantaged in any aspects of social and economic activities.

In order to achieve this, COMPASS will ensure that:

  • its activities are designed to positively encourage and benefit people from disadvantaged groups
  • all recruitment and selection will take place in line with equal opportunities procedures
  • publicity and information will include positive images of people from disadvantaged and socially excluded groups
  • COMPASS’ Council of Management will include representatives from disadvantaged and socially excluded groups
  • effective records will be maintained
  • the policy will be monitored and reviewed annually

The policy will be implemented within the framework of the Equality Act 2010 this covers the same groups that are protected by previous  equality legislation, setting out what it describes as ‘Protected Characteristics’, these are:

  • Age
  • Disability
  • Gender Reassignment
  • Pregnancy and Maternity
  • Race
  • Colour and Nationality
  • Religion or Belief
  • Sex
  • Sexual Orientation
  • Marriage and Civil Partnership

COMPASS will seek to ensure that its employees, service users, volunteers and individuals from external groups/organisations are encouraged to develop to their full potential by promoting models of good practice and participation in its activities.  This will be integrated into all publicity and media events, publications, training programmes and business projects.

COMPASS will offer equal opportunities training to all employees and volunteers, and undertake to monitor and review this training annually.

Breaches of our equal opportunities policy will be regarded as misconduct and may lead to disciplinary proceedings.

This policy will be monitored and reviewed annually.

Women

COMPASS aims to comply with the Equality Act 2010; we will ensure that women have equal access to all aspects of our employment and service delivery policies and practices. We will undertake the following measures:

  • practices to eliminate discrimination in all employment terms & conditions
  • identify areas where women are under-represented
  • introduce positive action to facilitate the full participation of women at all levels
  • family friendly policies that recognise the dual role of women and their work/family commitments
  • career development and training for women
  • the challenging of sexist policies and practices
  • support for staff and clients who are faced with sexism
  • consultation with women staff, volunteers and service users on issues affecting women
  • good practice in recruitment and selection

Black People and Racial Minorities

COMPASS aims to comply with the Equality and Human Rights Commission (2007) and the Equality Act (2010). We will ensure that Black people and people from racial minority groups will have equal access to all aspects of our employment and service delivery policies and procedures. We will undertake the following measures:

  • practices to eliminate racism in all employment terms and conditions
  • identification of the different needs and interests of the range of Black and racial minority groups
  • development of practices and services to meet those needs
  • ensuring that all our services are relevant and accessible
  • provision of interpreters and translated materials
  • good practice in recruitment and selection
  • career development and training
  • the challenging of racist policies and practice
  • support for staff and clients who are faced with racism
  • consultation with Black or racial minority staff and clients on issues that affect them

Sexuality

COMPASS aims to combat discrimination against lesbians and gay men. We oppose any legislation that promotes discrimination against these groups and support anti-discriminatory legislation. We will undertake the following measures:

  • practices to eliminate homophobia and discrimination against lesbians, gay men and transsexual people in all employment terms & conditions
  • create an environment where lesbians, gay men and transsexual people feel safe and confident at all levels
  • provision of good practice in recruitment & selection
  • support for lesbian, gay and transsexual staff, volunteers and service users who are faced with discrimination
  • career development and training
  • consultation on issues which affect them

Irish People in Britain

COMPASS supports the Equality and Human Rights Commission (2007) recognition of Irish people as an ethnic minority; we aim to ensure that Irish people are included in our work and recognise the discriminatory effects of the implementation of the Prevention of Terrorism Act (2005) for the Irish Community. We will ensure that Irish people have equal access to all aspects of our employment and service delivery policies and practices. We will undertake the following measures:

  • practices to eliminate anti-Irish racism
  • identification of the needs and interests of Irish people
  • ensure that the service is relevant and accessible
  • use of relevant sections of the Equality Act 2010 for recruitment and training
  • support for Irish staff, volunteers and service users who are faced with discrimination
  • consultation on issues which affect them
  • good practice in recruitment and selection

COMPASS recognises that a significant minority of Irish people in Britain are travellers who face discrimination both as Irish people and as travellers. We are committed to ensuring that all travellers have access to our services

HIV/AIDS

In accordance with the Equality Act 2010, we are committed to ensuring that discrimination against those who are HIV positive is not condoned, and to providing an environment where people who are HIV positive or living with AIDS, feel safe and confident. We will undertake the following measures:

  • practices to eliminate discrimination in all employment terms & conditions
  • ensure that the service is relevant and accessible
  • strict adherence to confidentiality
  • equal treatment with regard to sickness policies
  • enabling continuing employment wherever possible
  • access to counselling
  • career development and training
  • support for those who are HIV positive or living with AIDS who are faced with discrimination
  • consultation on issues which affect them
  • good practice in recruitment and selection

Disabled People

COMPASS aims to comply with the Equality Act 2010, we will, in so far as is reasonably practicable, ensure that disabled people have equal access to all aspects of our employment and service delivery, policies and practice. We will undertake the following measures:

  • practices to eliminate discrimination in all employment terms and conditions
  • create an environment where disabled people feel safe and confident
  • identify areas where disabled people are under-represented
  • introduce positive action to facilitate the full participation of disabled people
  • ensure that the service is relevant and accessible
  • support for disabled staff, volunteers and service users who are facing discrimination
  • career development and training
  • provision of specialist aids and facilities, in so far as is reasonably practicable, to enable disabled people to participate fully as employees, volunteers and service users
  • consultation on issues which affect them
  • good practice in recruitment and selection

Age

COMPASS will not accept discrimination on the grounds of a person’s age.  The organisation recognises its responsibility to combat age discrimination, especially in its own employment policies.  The terms and conditions of employment of COMPASS will offer flexibility on the date of retirement, and will endeavour to offer opportunities for employees to work, by mutual agreement, beyond any contractual retirement date.

Equal Opportunities Training

COMPASS will ensure that all staff and volunteers receive suitable and up to date training that covers all aspects of equal opportunities. Training will be evaluated and reviewed to ensure that it remains relevant and current.

Breaches of the Equal Opportunities Policy

All breaches of the Equal Opportunities Policy will be dealt with under the Disciplinary Procedure by the Chair of the Trustees.

Monitoring and Review of Policy

The policy will be monitored by the Council of Management who will receive the following reports annually:

  • equal opportunities training undertaken by staff & volunteers
  • statistical breakdown of job applications taken from the equal opportunities monitoring form
  • statistical breakdown of training applications taken from the equal opportunities monitoring form
  • information on any new legislation or codes of practice re equal opportunities
  • any breaches of the equal opportunities policy
  • service delivery agreements regarding equal opportunities

The Council of Management will recommend any action needed as a result of any of the above.

The policy will be reviewed annually to ensure it is effective and current.

Reviewed: April 2016

Further Information: