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Equal Opportunity and
Diversity Policy
1.0
Introduction
1.1
The REC shall work towards the elimination of racial
discrimination and promote equality of opportunity and good
race relations between persons of different racial groups,
especially in the geographical areas covered by the REC.
1.2
It is essential that this policy is seen by members and
staff as paramount in the conduct of affairs of the REC,
including all aspects of work and employment.
1.3
The REC will ensure that in the practice and implementation
of this policy, the requirements of the following enactments
are strictly complied with:
-
Sex
Discrimination Act 1975
-
Race relations Act 1976 (Amendment) Regulations 2003
-
Race Relations Act 1976
-
Equal Pay Act 1970 and Amendment Regulations 1983
-
Disability Discrimination Act 1995
-
Religion and Belief regulations 2003
-
Sexual Orientation 2003
-
Equality Act 2006
-
Employment Equality (Age) Regulations 2006
1.4
All employees of the REC will be afforded equal
opportunities in accordance with the principles of the
relevant legislation referred to above irrespective of their
colour, race, nationality, ethnic origins, gender, marital
status, sexual orientation, age, disability or religion.
1.5
In accordance with this policy, good practice must be
adhered to by implementing equal opportunities in
recruitment, selection and employment procedures in the
day-to-day running of the REC and its Committees and
Sub-Committees, when making policy decisions in all areas of
work, and when providing advice, assistance, representation
and other services to the public.
1.6
The REC is an anti-racist organisation committed to the
promotion of equal opportunities and the elimination of
racial discrimination of any kind.
1.7
In relation to employment, the REC will develop and
implement anti-racist strategies and positive action
programmes, and to promote these policies throughout the
REC’s spheres of influence. The REC will also seek to
redress the balance in lawful ways towards all peoples,
irrespective of their colour, race, nationality, ethnic
origins, gender, marital status, sexual orientation, age,
disability or religion.
1.8
The REC will endeavour to establish a broad base for
consultation in order to identify priorities and needs
reflected by black and ethnic minority communities at large,
in all campaign work, and to maintain the principles of this
policy referred to herein.
2.0 Application
2.1
This
policy applies to:
a) the employment of all CRE funded employees.
b)
other REC staff who are working to a non-REC contract of
employment, trainees or students on work experience, or
other placements and persons working for the REC in a
voluntary capacity.
c) all
aspects of promotional, educational, casework and
campaigning functions of the REC.
d) all
members and affiliated organisations or their
representatives.
2.2 In
relation to employment, the REC shall apply employment
procedures and practices and monitor strictly in accordance
with the following and all other relevant legislation
including such other amendments to those Acts as might be
brought into effect by parliament:
-
Sex
Discrimination Act 1975
-
Race relations Act 1976 (Amendment) Regulations 2003
-
Race Relations Act 1976
-
Equal Pay Act 1970 and Amendment Regulations 1983
-
Disability Discrimination Act 1995
-
Religion and Belief regulations 2003
-
Sexual Orientation 2003
-
Equality Act 2006
-
Employment Equality (Age) Regulations 2006
3.0 Method
3.1
The
REC will implement an equal opportunities policy in service
delivery by:
a) targeting
services to all people within the area of benefit of the
REC’s activities.
b)
consulting with community groups and individuals in the
‘area of benefit’ about service provision relevant to their
needs.
c)
encouraging and supporting other local organisations to deal
with inequality and discrimination.
d)
ensuring that information and publicity materials produced
are accessible to all sections of the community.
e)
preparing and implementing action plans to promote equal
opportunities in service delivery and to establish a
complaints procedure, and to take action to improve services
in the light of complaints made.
f) encouraging
all employees through agreed procedures, without fear of
recrimination, to take up any breach of equal opportunities,
while developing and implementing a monitoring policy agreed
by staff and committee members.
g)
reviewing existing services provided in terms of their
accessibility, availability and appropriateness, while
ensuring that the use of the service on a day-to-day basis
is monitored through the collection of appropriate data.
h)
engaging in activity promoting the CRE Standard for Racial
Equality in the REC’s work with young persons.
i) engaging
in activity ensuring that publicity and communication
materials are clear and understandable (in plain English)
and without offensive language or images, available in
community languages, English, sign language, audio tapes or
Braille wherever possible.
j) adopting
all appropriate systems of record-keeping and monitoring
which include comprehensive data on age, disability, ethnic
origin and gender.
k) developing
and implementing its own racial and sexual harassment policy
and to communicate to its staff and committee members their
responsibilities under the law and the behaviour that is
expected of them in accordance with the law.
4.0
Review
4.1
This document was approved by Race Equality West Midlands
Forum on 7 February 2002, amended October 2007 and reviewed
on an annual basis by the Chief Executive with the next date
of review scheduled for January 2009.
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