It is essential to introduce an equal opportunities policy to help create a climate in which all types of inequality are regarded as unacceptable.

There is considerable legislation to support the principle that everyone has an equal right to participate in all aspects of our society. However, where no law exists, for example, in relation to volunteers or people with disabilities, an organisation should strive to devise its own guidelines for good practice.

GENERAL AIMS

The organisation must ensure that all users of services, employees, job applicants and volunteers, receive equal treatment regardless of sex, race, disability, sexuality, marital status, age, class, religious belief or geographical location.

Its responsibility both as an employer and as a provider of services to help individuals achieve their full potential in a secure environment free from threat, harassment or unfair restriction.

KEY AREAS OF RESPONSIBILITY

As an employer, the organisation must comply with relevant legislation on equal opportunities.

The Management Committee is responsible for:-

developing and implementing strategies to promote equal opportunities, particularly in relation to client care, recruitment, staff development, appointment of volunteers and publicity.

adopting guidelines for the purpose of monitoring its strategies for staff development in the context of its equal opportunities policy.

providing training for staff, volunteers and committee members having responsibility for implementing the policy.

ensuring that its services are accessible and relevant to all its client groups in the community.
developing procedures for dealing with specific incidents of discrimination or harassment.

RESPONSIBILITIES OF COMMITTEE MEMBERS, STAFF, AND VOLUNTEERS

Employees and volunteers must carry out their duties to the general public in a
non-discriminatory manner. Direct discrimination against any individual or group will constitute a disciplinary offence. Any person involved in the selection and
recruitment process shall not discriminate against, or in favour of individuals.

Using sexist/racist language will be unacceptable. Where staff and volunteers are themselves faced with discriminatory behaviour from clients, directed either at them, or other clients, they shall seek assistance from a colleague.

The Management Committee should consider translating any publicity or information material about the organisation into languages other than English.

Equal Opportunities is an on-going process, and one that all members of the organisation need to be aware of and support. The commitment to equal opportunities does not end once a policy is written.