Batighor


Equality and Diversity Policy

A cultural organization working for cohesion

 

EQUALITY AND DIVERSITY STATEMENT

 

Batighor accepts that in society certain groups or individuals are denied equality on the grounds of race, colour, nationality, ethnic or national origins, gender, marital status, caring responsibilities, disability, gender, age, social class, sexual orientation, HIV status, political activity, trade union activity , criminal convictions, immigration status,  religion/belief or any other factor irrelevant to the purpose in view.

 

Batighor welcomesthe statutory requirements laid down in

  • the Equal Pay Act 1970;
  • the Rehabilitation of Offenders Act 1974;
  • the Sex Discrimination Act 1975;
  • the Race Relations Act 1976and the Race Relations Amendment Act Feb  2000;
  • the NHS Community Care Act  1990;
  • the Disability Discrimination Act 1995;
  • the Asylum & Immigration Act 1996;
  • the Human Rights Act Nov 1998;
  • the Employment (Religion or Belief) and (Sexual Orientation) Regulations 2003.

 

Batighor recognisesthat it has moral and social responsibilities that go beyond the provisions of the above-mentioned Acts and Regulations, and that it should support and contribute to the wider process of change through all aspects of its work and practices in order to eliminate discrimination and promote equality and diversity.

 

Batighor is committed to taking positive steps to ensure that

  • all people are treated with dignity and respect, valuing the diversity of all.
  • equality of opportunity and diversity is promoted.
  • services are accessible, appropriate and delivered fairly to all;
  • the mix of its employees, volunteers and management committees reflects, as far as possible, the broad mix of the population of the community;
  • traditionally disadvantaged sections of the community are encouraged to participate in policy decisions about, and the management of the services provided.

EQUALITY AND DIVERSITY POLICY AND PROCEDURES

 

This policy applies to all staff, volunteers, management committee members, users and the general public

 

COMMITMENT

Equality and diversity are central to the work of the Batighor.

Batighor will treat all people with dignity and respect, valuing the diversity of all.  It will promote equality of opportunity and diversity.  It will eliminate all forms of discrimination on grounds of race, gender, marital status, caring responsibilities, disability, gender re-assignment, age, social class, sexual orientation, religion/ belief, irrelevant offending background or any other factor irrelevant to the purpose in view.

 

It will tackle social exclusion, inequality, discrimination and disadvantage

For this policy to be successful, it is essential that everyone is committed to and involved in its delivery.  Batighor’s goal is to work towards a just society free from discrimination, harassment and prejudice.  Batighor aims to embed this in all its policies, procedures, day-to-day practices and external relationships.

 

AIMS

Batighor aims to:

  • Provide services that are accessible according to need
  • Promote equality of opportunity and diversity in volunteering, employment and development
  • Create effective partnerships with all parts of our community.

OBJECTIVES

Batighor’s objective is to realise its standards by:

  • Sustaining, regularly evaluating and continually improving its services to ensure equality and diversity principles and best practice are embedded in our performance to meet the needs of individuals and groups.
  • Working together with the community to provide accessible and relevant service provision that responds to service users’ needs.
  • Ensuring staff, volunteers and trustees are representative of the community served and the employment policies are fair and robust.
  • Responding to volunteer’s & employees’ needs and encouraging  their development to increase their contribution to effective service delivery.
  • Recognising and valuing the differences and individual contribution that all people make to the organisation.
  • Challenging discrimination.
  • Providing fair resource allocation.
  • Being accountable.

 

WHY HAVE THIS POLICY?

Batighor recognises, respects and values diversity in its employees, volunteers and service users.

The Organisation has this policy because it is a people-led organisation that must always ensure it meets the needs of the community through fair and appropriate employment and development of the people who work and volunteer for Batighor.

 

PROCEDURES

Responsibility for Implementation

This policy covers the behaviour of all people employed or volunteering in the Batighor or using the services and sets out the way they can expect to be treated in turn by the organisation. The overall responsibility for ensuring adherence to and implementation of this policy lies with the staff and the management committee.

Method of Implementation

Batighor intends to implement this policy by:

  • Ensuring that it is a condition of paid employment in the organisation.
  • Ensuring that Management committee, volunteers and users are made aware, understand, agree with, and are willing to implement, this policy.  All staff and volunteers will be given a copy of this policy as part of their induction.
  • Actively encouraging staff, management committee and volunteers to participate in anti-discriminatory training, and making time and resources available for such training.
  • Monitoring the services, publicity and events provided by the organisation, to ensure that they are accessible to all sections of the population and do not discriminate, and taking active steps to ensure that participation is representative.

 

Monitoring and Reviewing

Batighor has declared its commitment to establishing, developing, implementing and reviewing a policy of equality of opportunity. Effective record keeping and monitoring, and acting on information gathered, are essential in order to measure effectiveness and plan progress. The management committee will review the policy annually.

 

Consultation

Batighor will consult with and involve community organisations representing historically disadvantaged/discriminated groups, especially with ethnic minority organisations.

Batighor will also, on a regular basis, survey users of the Batighor’s services to ascertain their views and feedback.

 

Challenging Discriminatory Behaviour

Batighor will not tolerate discriminatory behaviour or attitudes that conflict with this policy, whether or not this is expressed by staff, volunteers, members of the Batighor, clients or others. Such behaviour or attitudes should be challenged at the time an incident occurs, and everyone associated with the Batighor is encouraged to report such matters either through The Batighor’s Complaints Procedure (which is relevant to clients, members and volunteers) or the Grievance & Disciplinary Procedure (which applies to staff).

If discrimination is proven against a staff member then disciplinary action will be taken. If discrimination is proven against any member of the Batighor then action will be taken under the Batighor’s Constitution to either suspend or remove their membership of the Batighor. If it is proven against any client or other person visiting or independent of the Batighor other action will be taken, depending on the circumstances of the situation. In respect of clients this may result in the withdrawal of the Batighor support under the Policy onAssisting Clients.

A copy of the Complaints Procedure, Policy on a Assisting Clients and Policy on Racial and Sexual Harassment are available on request.

Positive Action

As far as is lawful Batighor will take positive steps to restore any imbalance in favour of minorities or other disadvantaged or discriminated groups.