| Please use the links to read our
policy documents - or click here if you need to download one...
EQUAL OPPORTUNITIES POLICY
Adopted on 01/03/2003
Hybrid:arts recognises that all discrimination on the grounds of
gender, race religion, age, disability or sexual preference is unjust
and sometimes unlawful and that it occurs at individual, institutional
and societal levels. We are committed, as individuals and
as an association, to a policy of equality of opportunity in the
management and membership of the Hybrid:arts.
We are committed to the belief that equality can only be achieved
through active promotion of an Equal Opportunities Policy to counter
the effects of discrimination and disadvantage. We believe
that genuine equality requires a commitment to the policy from everyone,
including members and management.
Hybrid:arts is an equal opportunities association and is open to
everyone in the community, regardless of gender, religion, age, class
or disability.
To promote our policy, we will take positive action in the areas
of employment, training, and access to services, affiliation to committees
and working policy.
Types of Discrimination
Direct discrimination - treating a person on the ground
of race, colour, nationality, ethnic or national origins citizenship,
sex or marital status less favourably than others are or would be
in the same circumstances.
Indirect discrimination – applying in any circumstances
covered by the Acts a requirement or condition which has a discriminatory
effect of certain racial or gender group, the disabled, or married
people.
These two definitions are recognised/identified and unlawful under
the Race Relations Act and the Sex discrimination Act.
Acts of Parliament relevant to this equal opportunities policy
Disabled Persons (Employment Acts 1944 & 1958)
Chronically Sick and Disabled Persons Act 1970 and Amendment 1976
Rehabilitation of Offenders Act 1974 (Exemptions) Order (Amendment)
Order 1986
Employment Protection Act 1975 and Employment Protection (consolidation)
Act 1978 (Amendments – Employment Act 1980 & 1982)
Sex Discrimination Act 1975 (Amendment 1986)
Equal Pay Act 1975 and Equal Pay (Amendment 1983)
Race Relations Act 1976
Disability Discrimination Act 1995 & 2004
Employment Equality (Sexual Orientation) Regulations 2003
Employment Equality (Religion or Belief) Regulations 2003
IMPLEMENTATION
The management committee is responsible for managing and monitoring
the implementation of the policy.
Day to day practice is the responsibility of all members.
REVIEW
Monitoring forms will be kept by the Secretary of the Association
and the implementation of this policy will be reviewed by the management
committee at least once a year.
COMPLAINTS
If anyone feels that Hybrid:arts has failed to meet the values
contained in this statement, they will be encouraged to use our complaints
procedure. Their complaint will be dealt with as a ‘serious
complaint’ justifying the involvement of the Management Committee. |
