Equal Opportunities Policy

 

Statement of Policy

Bailiffgate Museum’s mission is to be a People’s Museum and has a great commitment to promoting an open, equal  and welcoming environment for all employees, volunteers and users.

The aim of this policy is to communicate the commitment of the trustees of to the promotion of equality of opportunity in Bailiffgate Museum. It is our policy to provide equality to employees, volunteers and users of the museum, irrespective of gender, including gender reassignment, marital or civil partnership status, having or not having dependents, religious belief or political opinion, race ( including colour, nationality, ethnic or national origins, being a traveller), disability, sexual orientation and age.

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees, volunteers and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without lawful discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work or volunteer for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the museum.

Likewise an openness to engage with all potential users of the museum will ensure that people from all sections of society have the opportunity to benefit from the resources of the museum.

Scope of the Policy

Our EO policy applies to –

Job applicants and potential applicants, employees, contract workers, trainee workers and students on work experience and placements, volunteer workers and users and potential users of the museum.

Equality Commitments

We are committed to

  • Promoting equality of opportunity to all persons
  • Promoting a good and harmonious working environment in which all persons are treated with respect
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
  • Fulfilling all our legal obligations under the equality legislation and associate dcodes of practice
  • Complying with our own E O Policy and associated policies
  • Taking lawful affirmative action or positive action, where appropriate
  • Regarding all breaches of EO policy as misconduct which could lead to disciplinary proceedings

Implementation

The Chair of Trustees has specific responsibility for the effective implementation of this policy. All volunteers, contracted employees, employees and users of the museum are expected to comply to comply with it and help create the equality environment which is its objective.

In order to implement this policy we shall:

·         Communicate the policy to all employees, volunteers, contract workers and users an din general communications eg newsletters

·         Incorporate specific duties in respect to implementing  the EO policy into job descriptions and responsibilities of trustees

·         Provide Equality training where necessary

·         Ensure that recruitment panels are fully aware of non discrimination selection techniques

·         Obtain commitments from potential hirers of museum facilities that they will comply with our EO policy

·         Take positive, lawful action to encourage users from a diverse range of backgrounds to be involved with the museum and benefit from its resources

Monitoring and review

We will establish appropriate information and monitoring systems to assist with the effective implementation of our EO policy. It will be reviewed annually by Trustees and action taken as necessary, for example, where monitoring identifies an under representation of a particular group or groups of users, we shall develop an action plan to redress the imbalance.

Complaints

Employees, users or volunteers who feel that they have suffered discrimination in the museum are entitled to raise the matter through our agreed Complaints Procedure, obtainable from the Museum Coordinator or our website. All complaints will be dealt with seriously, promptly and confidentially.

In addition to our internal procedures, employees have rights under national legislation. Employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal complaints procedure first.

Every effort will be made to ensure that employees or volunteers who make a complaint will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation by an employee or volunteer  will result in disciplinary action and may warrant dismissal.

 

Date policy agreed  June 2012