1 Statement of policy

The aim of this policy is to communicate the commitment of the Chief Executive, Board of Directors/Trustees and Management to the promotion of equality of opportunity in GEARS+.

It is our policy to provide employment equality to all, 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 an Irish Traveller)
• Disability
• Sexual orientation
• Age

We are opposed to all forms of unlawful and unfair discrimination.  All job applicants, employees 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 and any other benefit will be made objectively and without unlawful 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 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 organisation.

2 To whom does the policy apply?

This statement applies to all those who work or have worked for GEARS+, all those who actively volunteer for GEARS+ and includes those who apply for employment or to become volunteers.

3 Equality commitments

We are committed to:

• Promoting equality of opportunity for 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 associated policies
• Taking lawful affirmative or positive action, where appropriate
• Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.

This policy is fully supported by the Chief Executive, the Board and management.

4 Implementation

The Chief Executive has specific responsibility for the effective implementation of this policy.

Each director, manager and supervisor also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy we shall:

• Communicate the policy to employees, job applicants and relevant others (such as volunteers, contract or agency workers).
• Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
• Provide equality training and guidance as appropriate, including training on induction and management courses.
• Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques.
• Incorporate equal opportunities notices into general communications practises (e.g. staff newsletters, intranet).
• Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce.
• Ensure that adequate resources are made available to fulfil the objectives of the policy.

5 Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.  The effectiveness of our equal opportunities policy will be reviewed regularly [at least annually] and action taken as necessary.  For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the imbalance.

6 Complaints

Any employee who believes that they have suffered any form of discrimination, harassment or victimisation is entitled to raise the matter through the agreed grievance procedures.  A copy of these procedures is available in the Employee Handbook or from the Chief Executive.  All complaints of discrimination will be dealt with seriously, promptly and confidentially.

In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal under anti-discrimination legislation.

Every effort will be made to ensure that employees who make complaints will not be victimised.

Any complaint of victimisation will be dealt with seriously, promptly and confidentially.

Victimisation will result in disciplinary action and may warrant dismissal.