Equalities Act
Equalities Act
The Rye Art Gallery Trust will apply the measures of the new Equalities Act (effective 1 October 2010). A guide is below.
http://www.equalities.gov.uk/equality_act_2010/equality_act_2010_what_do...
General Statement
The Trustees will update this statement in the light of the new act. Meanwhile, RAG is an Equal Opportunity Employer. The following statement, relating to staff, has been approved by the Trustees:
RAG, in accordance with the underlying intentions of its Trust Deed, confirms its commitment to a comprehensive policy of Equal Opportunities in employment in which individuals are selected and treated on the basis of their relevant merits and abilities and are given Equal Opportunities within the University. The aim of this policy is to ensure that no job applicant or employee should receive less favourable treatment on any grounds not relevant to good employment practice. RAG is committed to a programme of action to make this policy fully effective.
It is the RAG’s policy as an employer to treat all people with dignity and respect, equally irrespective of race, ethnic origin, gender, marital or parental status, sexual orientation, religion or belief, disability, age or political belief. RAG’s Policy on the Recruitment and Employment of Ex-Offenders will also be taken into account Race Relations Amendment Act 2000 (RRAA)
As part of its overall policy on equal opportunities RAG is fully committed to achieving centrality for racial equality in all aspects of employment practice and policy and meeting the requirements of the RRAA through the general and specific duties. It is committed to eliminating all forms of race discrimination and to promoting equality of opportunity and good race relations between people of different racial groups in all of its functions and activities.
Code of Practice
The purpose of this code of practice is to outline practices by which RAG ensures that the University fulfils its obligations under the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976 as amended by the Race Relations Amendment Act 2000, the Disability Discrimination Act 1995 and the Employment Equality Regulations 2003, in each case as amended from time to time.
i. Within the terms of the Disability Discrimination, the Race Relations and the Sex Discrimination Acts, and the Employment Equality Regulations, direct discrimination, treating one person less favourably than another on the grounds of disability, race, gender, sexual orientation or religion or belief is always illegal. Indirect discrimination is conduct which may appear fair, but which operates against a particular individual on the grounds of gender, race, sexual orientation or religion or belief. It occurs when a condition is applied to a post which although it applies to everyone, is one with which some persons with disabilities, or a considerably smaller proportion of one particular group covered by equality legislation, may not be able to comply. Under the Disability Discrimination Act the employer is under a duty to make reasonable adjustments in relation to persons with disabilities, and a failure will amount to discrimination if it cannot be justified. An employer cannot justify less favourable treatment if, by making a reasonable adjustment, it would remove the reason for less favourable treatment.
ii. The co-operation of all members of RAG is essential for the successful promotion of equal opportunities. The Trustees and the Manager are responsible for assisting in the removal of any discriminatory practices that may exist in RAG by drawing them to the attention of the Chair Trustees.
iii. Communication - Language and Visual
It is RAG policy to make every effort to avoid the use in all its communications of gender-biased language and oppressive, pejorative or offensive terminology and imagery, and to promote inclusive language and imagery.
iv. Recruitment and Selection of Staff
RAG will state its commitment to being an Equal Opportunity Employer on all recruitment material, including job advertisements and further particulars sent to prospective applicants. RAG will normally advertise the majority of vacancies externally and as widely as possible to ensure that notices of job vacancies reach all potential applicants. It is recognised that it is necessary occasionally to restrict the field of applicants to internal candidates. In such cases, advertisements will be widely circulated within the Rye art community. RAG will give fair consideration to all applicants for employment, supported through the use of transparent procedures. This will include the utilisation of job descriptions and person specifications, both of which are essential in the selection process, as they clarify the purpose and duties of a post and enable the provision of objective selection criteria, thereby ensuring appointments are based on individual merit. When a job is advertised externally the job vacancy will be circulated as widely as possible and a copy of the job vacancy will be sent to all appropriate agencies and groups. RAG will provide comprehensive guidelines and training on recruitment for all those involved in the recruitment process and will continue to keep under review the criteria governing recruitment and selection of all staff and the associated policies and practices.
v. Conditions of Service
RAG is committed to encouraging all members of staff to contribute fully, through their work, to the ethos of the Gallery. Discriminatory behaviour, such as actions or words calculated to cause offence, and cases of personal harassment may be subject to disciplinary action. Consideration will be given to requests from members of staff who wish to change from full-time to part-time employment in any of the following circumstances on a permanent or temporary basis - when returning to work after maternity leave, when personal circumstances change due to the acquisition of a physical or mental health condition, when an existing medical condition progresses in such a way as to impede her/his capacity to continue in full-time employment, or where personal domestic circumstances alter radically, e.g. through needing to provide sustained care and support to someone else. The review and development of University staffing policies and procedures will include an assessment of their impact upon all people involved within RAG.
vi. Development and Progression
RAG is committed to offering all members of staff opportunities for guidance, training and development and promotion within the terms of their employment on the basis of their role, relevant qualifications, abilities and performance. Individuals will be given guidance to ensure that there is no unfair discrimination in the consideration of grading cases or in the provision of training.
vii. Training and Communication on Equal Opportunities
RAG will provide appropriate training on equal opportunities for members of staff, and in particular for the Manager, who is responsible for staff management and recruitment. Appropriate training will be provided to enable staff to perform their work effectively. In assessing the training needs of individuals within their career structure, RAG will have regard to the possible particular needs of individuals, for example, those of staff with disabilities or those returning to work after a career break, or those with language difficulties. The Equal Opportunities Policy will be made widely available to all staff, to ensure that all staff are aware of their entitlements and their responsibilities in association with equal opportunities and the policy will be communicated to new staff as part of the induction process. Arrangements for the effective communication of this policy and for regular updates for staff and representatives on equal opportunities will be set out in action and implementation plans, as necessary.
viii. Disciplinary, Grievance and Harassment Procedures
Any member of staff who alleges that he or she has been the subject of discrimination or harassment on grounds of race, colour, ethnic origin, gender, marital or parental status, sexual orientation, religion or belief, disability, age or political belief by RAG or by one of its members of staff may invoke RAG's grievance or harassment procedures. Where necessary, advice on procedural matters may be obtained from Chair Trustees. The Trustees retain the right to use the disciplinary procedure where behaviours or actions have been found to be discriminatory. As with all other policies (see below) the application of disciplinary, grievance and harassment procedures will be monitored to ensure that they are being operated consistently with this policy.
3 Responsibilities
i. The Chair Trustees will keep this policy reviewed and will report annually on its effectiveness to the Board of Trustees and at the FRAG AGM.