EQUAL OPPORTUNITIES POLICY
Statement of Intent
One World Action and ACTS are committed to this Equal Opportunities Policy. The policy aims to promote:
·equality for all
·a workplace where people are treated with dignity and respect
·active opposition to all forms of prejudice, discrimination and harassment whether on the grounds of gender, race, ethnic or national origin, religion, colour, creed, age, class, caring responsibilities, marital status, sexuality, physical ability or mental health
and specifically:
·To develop positive policies and procedures to promote and monitor equal opportunities in employment and to prevent and deal effectively with discrimination and harassment
·To foster an atmosphere of mutual respect which recognises, accepts and values differences between people
·To ensure that no employee or any person connected to the work of the employer, including volunteers, contractors and clients, experiences unlawful discrimination
·To ensure that no employee or job applicant receives less favourable treatment on the grounds outlined in this Statement of Intent
·To ensure that no employee or job applicant is placed at a disadvantage by requirements or conditions that have a disproportionate adverse effect on them on the grounds outlined in this Statement of Intent
·To establish a programme of action to make this policy fully effective
·To promote these aims within the communities in which we operate and with organisations and individuals with whom we come into contact
1.Employment Practice
1.1 Advertising
Advertising and recruitment practices will be designed to ensure the Equal Opportunities Policy is effectively implemented. All job advertisements, both internal and external, shall include the statement:
·“One World Action is an equal opportunities employer and aims to ensure a workplace where people are treated with dignity and respect".
In order to avoid indirect discrimination, to encourage applicants from under-represented sections of the community, and to ensure the widest possible response to all vacancies, the One World Action shall not confine the recruitment to methods, areas or media sources which provide only or mainly applicants from a particular section of the population.
1.2 Recruitment, Selection and Promotion
Recruitment, Selection and Promotion criteria and procedures will be kept under review to ensure that individuals are recruited, selected and promoted on the basis of their relevant merits and abilities. Equal opportunities will be provided to all employees and, where appropriate, positive action training to progress within the organisation.
All positions (except those subject to legal exemption, e.g. genuine occupational qualifications) will be equally open to all members of under-represented sections of the community.
All staff involved in the interviewing, selection and promotion of employees and job applicants shall be trained in interviewing skills and their responsibilities in this Equal Opportunities Policy and legally under the Sex Discrimination Act 1975 (NI Order 1976), Race Relations Act 1976 (NI Order 1997), Disability Discrimination Act 1995, (and Fair Employment Act 1986 in N Ireland, Employment Equality Act in the Republic of Ireland).
All job applicants should be given a job description and a person specification.
Except in specific circumstances, all job vacancies will be open to both internal and external candidates
1.3 Part-time Workers, Job Share and Working Time
· One World Action and ACTS support the policy of equality for part-time employees in terms of pay and other terms and conditions on a pro-rata basis where appropriate. Job share applicants will be encouraged to apply for training and promotion on an equal basis. One World Action is committed to facilitating choice in working time so that employees can work the hours best suited to their individual circumstances, particularly to support family responsibilities and the requirements of disabled employees.
1.4 Caring Responsibilities
One World Action and ACTS recognise that employment practices should acknowledge the demands of childcare and the care for other dependent people.
1.5 Training
Training will be provided without discrimination to enable staff to perform their jobs effectively. Particular attention will be paid to ensure equal opportunities in training for part-time workers and job sharers. Management will make all efforts to ensure that all staff benefit from what resources are available for training.
We recognise the importance of employing people from under-represented sections of the community throughout One World Action and at all levels, including senior management. Positive action training as specified in law, including retraining for women returning to work and disabled workers and to tackle under-representation of black and Asian ethnic minority people in certain areas is encouraged and supported to achieve equality of opportunity.
1.6 Terms and Conditions of Employment
One World Action will not discriminate on any grounds in determining terms and conditions of individuals or groups of employees.
1.7 Monitoring
The Director, as Senior Manager responsible for Equal Opportunities, will have overall responsibility for monitoring. This will be carried out in conjunction with the Joint Equal Opportunities Committee (JEOC) and union representatives, as part of the duties of the Joint Negotiating Committee (JNC) (see Appendix 2). All aspects of personnel policies and procedures will be kept under joint review. Monitoring will show whether individuals are being treated fairly in their application for selection, promotion, training and equal opportunities. If unfair practices are revealed, they will be investigated. If direct or indirect discrimination is found to occur, necessary steps will be taken to remedy the situation.
An annual audit will be carried out of:
·the numbers and proportion of employees and job applicants by grade and pay structure
·access to promotion, transfer and training
This will record the decisions and reasons for those decisions by gender, ethnic origin, disability, and age.
One World Action will ensure that any information gathered for the purpose of monitoring will only be used for monitoring and will be protected from misuse.
1.8 Redress, Grievances and Victimisation
Any complaints of discrimination or harassment should be pursued through the grievance procedure. In cases of harassment, complainants shall have the right to union representation throughout the procedure. It is recognised that an individual has the right to apply to a Tribunal for redress within 3 months of the date of discrimination, and every effort shall be made to give due recognition to these time limits. The aim of One World Action and ACTS, though, is to work towards a positive resolution through these procedures as far as possible.
Acts of discrimination, harassment and victimisation and deliberate actions against this Equal Opportunities Policy will be viewed seriously and treated as matters for disciplinary action that will be pursued through the disciplinary procedure.
2.Responsibility for the Equal Opportunities Policy
The Director is responsible for the adoption, implementation and monitoring of the policy including the work of the Joint Equal Opportunities Committee (JEOC), which will itself be part of the duties of the Joint Negotiating Committee (JNC).
One World Action will ensure that all employees with managerial and supervisory responsibility are aware of and trained in the requirements of this Equal Opportunities Policy and the role of the JEOC. As people responsible for decisions in recruitment, promotion, transfer and training, managers and supervisors have specific responsibilities to ensure that their decisions do not discriminate against employees or job applicants. In particular, all managers and supervisors have responsibility to ensure that any discrimination or harassment reported to them is dealt with promptly in a sympathetic and fair way.
ACTS will ensure the promotion of this Equal Opportunities Policy and the JEOC. Reasonable paid release for trade union training in equal opportunities, anti-discrimination and harassment responsibilities of union representatives will be provided.
All employees will be made aware of this Equal Opportunities Policy and have responsibility to respect and act in accordance with the policy. All colleagues are required to be treated and to treat others with respect and to be committed to creating a fair, non-discriminatory working environment where people have dignity. Individual employees have responsibility to assist the JEOC in its aims to monitor and improve equal opportunities for all.
APPENDIX 1: Definitions of Discrimination
Direct Discrimination
Direct discrimination occurs when a person or group of people is treated less favourably than another in the same or similar circumstances on the grounds of their gender, race, ethnic or national origin, religion, colour, creed, class, caring responsibilities, marital status, sexuality, physical ability or mental health.
Victimisation
Victimisation is a form of discrimination that can affect both people who experience discrimination and those who are prepared to support them. It occurs when a person is treated unfairly due to raising a complaint or giving evidence about discrimination taking place against them or another person.
Harassment and Bullying
Workplace harassment is regarded as any conduct related to sex, race, colour, disability, sexual orientation or any other personal characteristic that is unwanted by the recipient. Harassment can include unwelcome physical, verbal or non-verbal conduct, and may be persistent or an isolated incident and may be directed towards one or more individuals. The source of harassment may be a single work colleague or several colleagues, a supervisor or manager, a contractor or a client/member of the public.
Bullying can be defined as persistent, offensive, abusive, intimidating, malicious or insulting behaviour or unfair penal sanctions which make the recipient feel upset, threatened, humiliated or vulnerable which undermines self confidence and which may cause suffering and stress.
Sex Discrimination
Sex discrimination is unlawful. It occurs when an employer treats someone less favourably on the grounds of his or her gender or marital status in terms of offers of employment, training, promotion or dismissal. Indirect discrimination against women has been proved in less favourable treatment of part-time workers, age limits and changes in hours which do not recognise caring responsibilities.
Sexual Harassment is unlawful sex discrimination.
Equal Pay law entitles women to equal pay with men (and vice versa) if they do the same or broadly similar work, if their jobs are rated equivalent under a valid job evaluation scheme, or if their work is of equal value when compared in terms of the demands made on the employee by the job.
Race Discrimination
Race discrimination is unlawful. It occurs when an employer treats someone less favourably on racial grounds which covers discrimination on grounds of colour, race, nationality, ethnic or national origin in terms of recruitment, pay, terms and conditions (e.g., holidays, training, promotion or dismissal). Indirect discrimination against black and ethnic minority workers has been proved in less favourable treatment of night shift workers, dress codes/uniform and qualification requirements.
Racial Harassment is unlawful race discrimination.
Religious Discrimination
Religious discrimination on racial grounds is unlawful if the employer lays down a requirement that has a disproportionate adverse effect on a particular racial group due to their religious needs, for example religious holidays or praying time, and this requirement cannot be shown to be justifiable.
Disability Discrimination
Disability discrimination is unlawful in relation to employment, employment practices and premises, including selection arrangements, recruitment, promotion, training terms of employment, benefits, working conditions. Disability discrimination includes discrimination against someone because of a physical or mental impairment.
Employers also have the duty to make reasonable adjustments to help overcome practical difficulties that disabled people may face, including adjusting premises, altering working hours, providing training, a reader or interpreter, acquiring or modifying equipment, or allowing absence during working hours for rehabilitation, assessment or treatment.
Harassment on grounds of disability is unlawful disability discrimination.
Age Discrimination
The Government has published a Code of Practice on Age Diversity in Employment which covers recruitment, selection, promotion, training, redundancy and retirement.Employers are encouraged to eradicate age discrimination and create a flexible and motivated workforce.
Discrimination on the grounds of Sexual Orientation
Discrimination against a lesbian, gay man or bisexual person on the grounds of their sexual orientation is unlawful in the Republic of Ireland. The legal position in Britain, N Ireland and Europe as a whole is under challenge. Direct and indirect discrimination occurs when criteria for receiving pensions, travel passes and other concessions to spouses or partners do not include same sex partners.Harassment on grounds of Sexual Orientation and Homophobia is not only potentially unlawful, it can prevent an employee from being open about their sexuality at work.
APPENDIX 2: Joint Equal Opportunities Committee
General Statement
One World Action and ACTS will work jointly together to progress and monitor the implementation of this policy in the Joint Equal Opportunities Committee (JEOC). The constitution of the JEOC jointly represents both One World Action and ACTS.
The JEOC will review the operation of this policy, associated procedures and practices on an annual basis. This review will include an equality audit of recruitment, selection, training and promotion practices, trends in employees' pay, grading, benefits, working time and other related matters.
Where practices and procedures do not meet the aims set out in this policy, the employer and the union will agree a programme of action to make the necessary changes.
The JEOC will identify and promote all forms of equal opportunities awareness and anti-discrimination training needs for all employees, including specialist training required by members of the JEOC itself.
Joint Equal Opportunities Committee Remit
The JEOC shall have within its remit all issues of equality and discrimination on the grounds of gender, marital status, race, religion, disability, sexual orientation, age and ex-offenders. It shall work towards the elimination of all forms of discrimination within the workplace, the clients of the organisation, and that the work of the organisation has a positive impact on equality in the wider community.
The remit of the JEOC shall be to:
·Monitor the effectiveness of the equal opportunities policy and associated procedures
·Review on an annual basis the organisation's equal opportunities policy in practice in its recruitment, selection, training and promotion procedures
·Conduct an equality audit of terms and conditions of all employees on an annual basis by sex, race, disability and age
·Regularly review training and awareness-raising on equal opportunities and positive action initiatives
·Propose improvements and changes to the equal opportunities policy and its associated procedures
·Establish an action plan with targets and monitoring for implementation
·Be consulted on any proposed changes to procedures that impact on equal opportunities within the workplace
·Be consulted on community initiatives and the external image of the organisation
·The JEOC shall not consider individual cases and allegations of discrimination, but shall monitor overall trends of incidents of discrimination and may conduct surveys on employee attitudes
Membership of the Joint Equal Opportunities Committee
The JEOC will comprise the same management and trade union representatives that are members of the Joint Negotiating Committee (JNC: see Recognition Agreement). Each member of the JEOC will attend an agreed joint training course, with appropriate management, union and joint training updated on a regular basis as appropriate.
Operation of the Joint Equal Opportunities Committee
The JEOC shall meet on a quarterly basis as part of the regular JNC meetings, and with the same quorum of four. The EOC shall receive reports from the Director
