1.            Introduction

This document describes Beeston Volunteer Centre’s policy for ensuring equality of opportunity for potential employees, paid Employees, volunteers and clients.

2.         Aims and Objectives

This policy aims to ensure that everyone who comes into contact with Beeston Volunteer Centre (BVC):

·         is enabled to make an appropriate contribution

·         receives equal treatment

·         is not discriminated against by Employees or volunteers of BVC or by organisations with which they are placed for any reason, e.g. gender, race, age, disability, religion or sexuality.

It also aims to ensure that the opportunity to volunteer and to receive voluntary services from BVC is accessible to all sections of the community which it serves.

3.            Recruitment and Selection

a)            Employees

Recruitment of Employees will be carried out according to the established recruitment procedure which is based on objective job related criteria.

b)            Volunteers

            Recruitment and selection of volunteers is carried out by BVC Employees and aims to provide volunteers with the most appropriate and rewarding placement for their individual needs.

c)            Management Committee

            The Management Committee is elected at the Annual General Meeting.  Efforts will be made to ensure that all potential members feel able to stand for election and that membership reflects the local community of the BVC area.

4.            Training and personal/career development

All BVC Employees, volunteers and Management Committee members will be given equal opportunity to attend training to enable them to perform their role effectively.

The Training Sub-Committee will examine the need for training and ensure that it is targeted effectively with the limited resources available.

BVC staff will be encouraged to attend training which addresses not only effective job performance but also personal development.

5.         Access

Beeston Volunteer Centre is fully accessible with a ramp, automated door opening device, toilet facilities (including for disabled people), ground floor reception.  The reception area, interview room and first floor training room are installed with loop systems for the hearing impaired.  Stair edge markers for the visually impaired are also fitted.  All our services are available in the ground floor of our premises except training which is available at alternative accessible venues if required.

6.            Monitoring

Monitoring of the Equal Opportunities policy will be carried out and will cover:

·         paid Employees

·         volunteers

·         management committee members

·         clients

Information will be collected on the following:

·         age

·         gender

·         ethnic origin

·         disability

The results of Equal Opportunities monitoring will be reviewed by Management Committee members and positive action taken.

7.            Discipline and grievance

Direct discrimination against Employees, volunteers and clients by BVC Employees or volunteers will be dealt with in line with the Centre’s Grievance Policy.

Discrimination amongst the paid Employees will be addressed according to the Grievance and Disciplinary procedures.

8.            Cultural and religious needs

Where Employees have particular cultural and religious needs which may conflict with current work practices or polices, every effort will be made to accommodate their individual needs.

9.            Marriage family and carer commitments

Employee recruitment procedures will not make assumptions about the role of women and men in the home nor their domestic arrangements.

Flexible approaches to work will be made wherever possible to enable Employees to meet family commitments.

Where family or carer commitments require it special leave will be granted as laid out in the Special Leave Policy.

10.            Positive action

An Equal Opportunities policy is meaningless unless it is acted upon.  Our action plan is continually under review following adoption of this policy and the Management Committee is responsible for monitoring its implementation and supporting Employees in any additional requirements made on them.