EQUAL OPPORTUNITIES POLICY

Equality of Opportunity

A wordwide fellowship based on an equal value of all persons.

Repsect and freedom for all, tolerance and understanding between people of different opinions.

Active concern for the needs of the community.

United effort by the Christians of different traditions.

The Barry YMCA recognises the need for an active policy of equal opportunities in all areas of its work and responsibilities.

In addition to individual policy on discrimination, the Barry YMCA will not unlawfully, unfairly or unreasonably discriminate or treat any individual less favourably on the ground of sex, marital status, race, disability, colour, age, gender, nationality or ethnic origin.

The Barry YMCA unreservedly accepts the spirit and intention of legislation outlawing certain acts of discrimination in employment. The main provisions are embodied in the following Acts of Parliament:

• Equal Pay Act 1970
• Sex Discrimination Act 1975 and 1986 (as ammended)
• The Disabled Persons Act
• The Companies Act 1985
• The Rehabilitation of Offenders Act 1974

1.1 Equality of Employment

The success of an Equal Opportunities Policy depends on the commitment of all those who have responsibility for staff members and staff members themselves. It is the responsibility of every individual to eliminate discrimination and to ensure the practical application of this policy.

As an Equal Opportunity employer, the Barry YMCA has a commitment to equal opportunities.

It opposes all forms of discrimination or harrassment on the grounds of sex or marriage, race, disablity and sexuality.

It requires all members of staff to adhere to the Equal Opportunities Policy.

Where legal and appropriate, employees will be given special training and encouragement to achieve equal opportunities within Barry YMCA.

It provides for each breach of Equal Opportunities Policy to be dealt with under the disciplinary and grievance procedures.

It allows for the needs of staff arising out of religious beliefs or cultural requirements.

As far as possible provision is made to meet the needs of employees caring for children and other dependants.

Allows that conditions of service will be reviewed to ensure that equal opportunites requirements are updated.

1.2 HIV/AIDS

The Barry YMCA doe snot discriminate against any individualon grounds of gender, age, religion, race, colour, nationality, ethnic origin, sexual orientation or disability.

While this statement does not specifically refer to Acquired Immune Deficiency Syndrome (AIDS) and carriers of the HIV virus, the spirit of this policy is to specify the Barry YMCA response to the problem.

Consistent with the principles of the YMCA, no person is discriminated against on the grounds that they suffer from AIDS or carry the HIV virus. Job applicants are not asked questions at any point in the recruitment process regarding AIDS/HIV. However, employees are encouraged to share any information which might adversely affect their ability to carry out their employment duties with senior management in circumstances of mutual trust.

In the event that an employee is unable to continue working, the situation will be handled sympathetically and in strict confidence.

In line with the provisions of the Healt and Safety Act 1974, indiviuals will be responsible for ensuring that they take resonable care of their own health. The Barry YMCA will encourage good working practice and take disciplinary action to maintain this. Disciplinary procedures will also be used where employees are harassed due to HIV or AIDS.

The Barry YMCA affirms its commitment to education and training in order to raise awareness of HIV and AIDS and the impact that it has throughout society.

1.3 Anti-Racism

In accordance with its Equal Opportunity Policy, the Barry YMCA recognises that it has clear obligations toward all its employees and users to ensure that no job applicant or employee receives less favourable treatment than anyone else on the grounds of race, nationality or ethnicity. The policy and practice of the Barry YMCA ensures that entry to employment, terms and conditions during employment and termination is determind by personal merit and ability only.

This policy will apply in advertisements for jobs, selection criteria and terms and conditions during employment. It will also be vigorously applied in termination of employment. No employee will be dismissed by reason of race, nationality or ethnicity. The Bary YMCA recognises an employees right to take actin for unfair dismissal under the Race Relations Act 1976.

Positive action will be taken by the Barry YMCA to encourage potential employees to recruit from minority groups who are under represented. Examples of positive action are:

• Placeing job advertisements in situations equally accessible to all.
• Making use of centres and employment agencies in areas with high proportions of ethnic minorities.
• Staff training to enable all staff to take advantage of personal opportunities.

1.4 Disabled Workers

In accordance with the equal opportunities policy, the Barry YMCA recognises that it has clear obligations to all its employees and to ensure that people with disabilities are afforded opportunities to enter employment and progress with the YMCA. In addition to complying with legislative requirements affecting the disabled, the Baryy YMCA will follow procedures designed to provide fair consideration and selection of disabled applicants and to satisfy their career and development needs.

When employees become disabled in the course of their employment, steps will be taken to enable employees to remain in employment with the Barry YMCA whenever possible. This policy applies equally to non-registered disabled employees.

The Barry YMCA will ensure it satisfies all statutory requirements regarding disabled people. Necessary steps will be taken to encourage applications from disabled people through advertising and selection criteria. Where possible disabled persons will be afforded access to all property owned or controlled by the YMCA.

The Barry YMCA will look carefully at all safety issues affecting disabled persons and will seek advice where necessary.

All employees are expected to show consideration towards disabled colleagues. Promotion and training opportunities will be made available to all. Extended trial periods may be offered to disabled people in consultation with line managers.

1.5 Statement on Harassment in the Workplace

Many people in our society are victimised and harassed as a result of their race, gender, sexuality, disability, or age. Harassment takes many forms ranging from tasteless jokes and abusive remarks to threatening behaviour and actual physical abuse. Harassment is always serious and totally unacceptable.

• Insensitive jokes and pranks
• Lewd comments about appearance
• Unnecessary body contact
• Displays of offensive material, eg pin-ups
• Speculation about an individuals private life and sexual activities
• threatened or actual violence

Harassment is often distressing, humiliating, offensive and threatening of its victims and can interfere with job performance and create a stressful and unpleasant environment. It can also intimidate people into accepting low status jobs and not demanding opportunities they are entitled to.

All staff must ensure that their own behaviour is not offensive to others. Everyone has the responsibility to ensure harassment does not take place.

Managers and supervisors can discourage and prevent harassment by:

• Taking prompt action. In some cases managers will be able to eliminate the problem with the need for further action by pointing out that the behaviour is unnacceptable.
• Taking disciplinary action if appropriate.
• Treating all complaints in a serious and sympathetic manner.

All policies will be reviewed to ensure that equality of opportunity is maintained at Barry YMCA at least once a year.