1.         Policy Statement

 

            1.1       It is the policy of Rotherham Community Resource Programme Trust Ltd to ensure that in relation to employment all persons should be afforded equal opportunity and that no member of staff, applicant for employment, or beneficiary receives less favourable treatment on any grounds or is placed at a disadvantage by imposed conditions or requirements which cannot be justified.

                        The intention of this policy is to ensure that all employees and beneficiaries, both potential and actual, are treated equally and as individuals regardless of colour, race, nationality, ethnic or national origin, religion, political belief, social or economic class, marital or parental status, gender, sexual orientation, age or disability. 

            1.2      The principle of equal opportunity is supported by various Acts of Parliament, including the Disabled Persons(Employment) Act, Equal Pay Act, Sex Discrimination Act (1975), and the Race Relations Act.

 

2.         Application 

            2.1      Rotherham Community Resource Programme Trust Ltd is committed to promoting good employment practices in respect of all employees, and good practice in working with its beneficiaries, whilst recognising the fact that policies will not in themselves necessarily achieve equality of opportunity. 

             2.2      This policy statement embraces the following main areas:-

                        Advertising, Recruitment and Selection

                        Training

                        Managerial Responsibilities

                        Individual Employee Responsibilities

                        Working relationships with beneficiaries 

             2.3      Staff employed by Rotherham Community Resource Programme Trust Ltd are made aware of the provisions of this policy, and will be given updates on legislation where appropriate.

 

3.         Advertising, Recruitment and Selection

 

            3.1      Advertisements for vacancies will state that Rotherham Community Resource Programme Trust Ltd is an equal opportunities employer.  Job descriptions shall give as much clear and accurate information as necessary to enable applicants to assess their suitability for the post.  Person specifications shall only include requirements that are necessary and justifiable for the effective performance of the job.  Particular attention will be made to selection criteria to ensure potential applicants are not restricted on the grounds of sex, marital status, race, or disablement and that selection is based on the relevant merits and abilities required for the job.  Please see the organisation’s Recruitment Policy for additional information.

            3.2      Advertisements shall not imply that there is a preference for a particular group of applicants unless there is a genuine occupational qualification (GOQ) which limits a post to a particular sex or racial group in which case this will be clearly stated. 

            3.3       The aim of the selection process is to determine the best candidate for the post in a thorough and objective way.  Criteria and tests will be selected to ensure that they are related to job requirements and not unlawfully discriminatory.  This process will be continually reviewed to ensure all applicants are treated fairly.

                        Rotherham Community Resource Programme Trust Ltd will endeavour, through training and supervision, to ensure that employees making selection decisions do not discriminate, and that the aims of the policy are achieved.

4.         Training

            4.1       Rotherham Community Resource Programme Trust Ltd will not discriminate in the provision of training.

           4.2       All training will reflect both current legislation and the Organisation's policy and philosophy of equality of opportunity.

           4.3       Training is identified through consultation with staff with their line manager/ Programme Manager, as appropriate to the staff members’ role and responsibility.

5.         Managerial Responsibility

            5.1       The Community Resource Programme Manager will be responsible for the implementation of the policy within the organisation and will ensure that staff are operating within the policy.  All staff should be aware of the policy and the responsibilities this places upon them.

            5.2     Rotherham Community Resource Programme Trust Ltd undertakes to monitor the effectiveness of its equal opportunities policies and procedures, including establishing such records as are necessary to carry out this policy.

            5.3       Where there is evidence that an applicant has been discriminated against in the recruitment process, then this matter will be investigated to determine if there are any practices or criteria which unfairly exclude or discourage members of any groups.

             5.4      Any complaints of discrimination, harassment or victimisation will be treated seriously, thoroughly investigated and dealt with through the internal grievance procedure.  The disciplinary procedures may be used in the case of a breach of policy.

 6.         Responsibility of Individual Employees

            6.1     Whilst the primary responsibility for ensuring that there is no unlawful discrimination rests mainly with the Programme Manager, individual employees at all levels also have responsibilities.

             6.2      All employees have a responsibility to foster good employee relations and to follow fair employment practices and working practices with RCRP’s beneficiaries.  Their attitude and activities with regard to these matters are of crucial importance.  In particular, individual employees should co-operate with measures introduced by Rotherham Community Resource Programme Trust Ltd to ensure there is equal opportunity and non-discrimination.  Employees should not themselves discriminate; should not induce or attempt to induce other employees to discriminate and should not harass, abuse or intimidate other employees or beneficiaries on account of race, disability, sex or marital status.

 7.         Working relationships with beneficiaries        

            All RCRP staff will:

             7.1      Have an awareness of the diversity and socio-economic composition, race, disability, gender and any identified minority groups in the areas where we work and our projects operate.

             7.2       Address the development needs of minority groups/individuals as appropriate.

            7.3       Contribute to the writing of RCRP’s annual report taking into consideration the implementation of this policy over the previous year.

            7.4      Strive to ensure that all meetings, events and activities take on equal opportunity issues and accept that individual group members are not expected to be experts because they happen to be black, Asian, female, disabled, gay, lesbian or members of any other group: the only exception being an appointment to represent the interests of those groups.

           7.5       Strive to ensure that premises used for meetings and events have barrier-free, accessible environments and are acceptable and appropriate to minority groups/individuals.

      7.6       Strive to ensure that refreshments offered at meetings and events take into account the variety of dietary needs.

      7.7       Collect and keep records (in accordance with Data Protection guidelines), in terms of race, disability and gender of delegates at meetings, staff development events and other events for service users (conferences, etc.).

      7.8      Make available to beneficiaries a copy of this policy upon request, or advise them to visit our website www.rcrptrustltd.org to view this and our Complaints Policy.

 Should you have any comments to make about this policy, please email rcrp.trust.ltd@btconnect.com