Equal Opportunities Policy
General Principles
Action Partners is a Christian charity. The Christian message is central to the purpose of Action Partners Corporation. Although we will never impose or force this message on those who work and partner with us, you can expect that it will be a core part of how we manage and operate our organisation.
We recognise that in our society, groups and individuals have been, and continue to be, discriminated against on the basis of race, sex, marital status, disability, sexuality, age and religious belief. We believe that discrimination on any grounds whatsoever is unacceptable. The aim of Action Partners is to provide genuine equality of opportunity for our volunteers, employees and for the people we serve.
Action Partners recognises that many people in our society experience discrimination. Discrimination is acting unfairly against a group or individual through for example by exclusion, verbal comment, denigration, harassment, victimisation, a failure to appreciate needs or the assumption of such needs without consultation.
Discrimination can be direct or indirect (where there is a requirement or condition on all, but which has an adverse impact on a particular group and cannot be justified).
All forms of discrimination are unacceptable, regardless of whether there was any intention to discriminate or not. Volunteers and employees have a duty to co-operate with Action Partners to ensure that this policy is effective in ensuring equal opportunities and in preventing discrimination. Volunteers and employees should draw the attention of a member of the Management Team to suspected discriminatory acts or practices or cases of bullying or harassment.
Statement of Intent
Action Partners aims to create a culture that respects and values each others’ differences, that promotes dignity, equality and diversity, and that encourages individuals to develop and maximise their true potential.
We aim to remove any barriers, bias or discrimination that prevent individuals or groups from realising their potential and contributing fully to our organisation’s performance and to develop an organisational culture that positively values diversity.
Every possible step will be taken to ensure that individuals are treated fairly in all aspects of their work for Action Partners.
We recognise the importance of training in assisting Board members, Senior Management Team members, volunteers and employees to understand and operate effective equal opportunities practice. It will enable them to meet the requirements of all those who we serve and to develop their own skills and abilities to full advantage. It will also increase awareness to recognise and to deal with oppression, racism or discrimination when observed or experienced.
Action Partners will seek to ensure that in recruitment and employment practice, there is no discrimination and will endeavour to ensure that its structures and committees represent all sections of the community. All staff must be prepared to carry out their work in a manner which authenticates the Christian faith in accordance with the Trust Deed of Action Partners. Certain posts which are central to the fulfilment of the work of Action Partners may require staff and volunteers to demonstrate a clear and active commitment to the Christian faith.
As a Christian charity, Action Partners will require volunteers and employees to be committed to the aims and objectives of Action Partners.
Implementation
The Senior Management Team is responsible for the policy’s day-to-day implementation. It is the responsibility of the Senior Management Team to monitor effectiveness, and to review and develop the policy where necessary. Monitoring and review will take place annually.
Each employee, volunteer, consultant, facilitator Board or Management Team member is responsible for their own compliance with this policy. Breaches of the this policy will be regarded as misconduct and could lead to disciplinary action against employees, appropriate action against a member of the Management Team, termination of contracts for services of consultants, or withdrawal of volunteer agreements.
Employees who feel they have been discriminated against should raise the matter with a member of the Senior Management Team. Initially the volunteer or employee and the Senior Management Team member should aim to resolve the matter informally. It may be that discriminatory action is unwitting and easily resolved once the problem is clear.
If they are dissatisfied with the outcome, the complaint is very serious, or the Senior Management Team member is the cause of the complaint, the volunteer or employee should raise the matter, in writing, as a formal grievance under Action Partners Grievance Resolution Policy.
Action Partners will ensure that all new volunteers, employees, Board and Senior Management Team members will receive induction on the policy, and they will be provided with a copy of the policy.
