North Barrow Hall

 

Equal Opportunities Policy for North Barrow Community Hall

 

General

 

The committee acknowledges that the United Kingdom is diverse in culture, race, beliefs and religion and believes that no individual or group of people should receive less favourable treatment on the grounds of gender, age, colour, race, nationality, racial or national origins, cultural heritage, disability, marital status, social background, sexual orientation or geographical location. We acknowledge that members of these groups are often under- represented, exposed to prejudice and stereotyping, and suffer various disadvantages with our society. 

 

The purpose of this Policy Statement is to set out clearly and fully the positive action that Trustees intends to take to combat direct and indirect discrimination in employment policy, management of the organisation, relationships with other bodies, and the services it provides to the community, community organisations and individuals. 

 

We are committed to providing equality of opportunity in all areas of our work. We aim to overcome discrimination on the grounds mentioned above. We recognise that positive steps need to be taken to ensure equality of provision in areas of representation, service provision, membership and access and will take action to make this policy effective. 

 

The Aims of the Management Committee 

 

Our aim is to ensure that we become aware of discrimination and the problem it causes. 

 

We will challenge practices, legislation and institutions, which seek to discriminate against or deny the rights of individuals or groups in any form. 

 

We are committed to the equal opportunities policy set out in this document and will work to develop, improve and monitor it. 

 

The Equal Opportunities Policy and Code of Practice 

 

Legislation 

 

The committee acknowledge the definitions of various groups of people who are vulnerable to discrimination as set out in the relevant legislation. We will support and implement the legislation and will work to ensure that no person protected by the legislation is discriminated against unlawfully, and that any positive obligations and duties are performed. 

 

Trustees give the following specific commitments: 

 

Age 

 

We believe that people of all ages have skills experiences and ideas, which are equally valid, and have valid needs, expectations and aspirations. However, we have made a conscious decision to restrict the booking of the facility to people over 21 years of age, to ensure that, in line with our Standard Conditions of Hire, that there is responsible adult on site at all times. This is as a result of experience of major problems in the past, where a lack of parental control lead to gate-crashers, broken property, excessive dirt, smoking on the premises, smashed glass in all areas leading to danger for other users and neighbours. In addition, there was also major damage to the fire safety equipment.

 

Ethnic Minorities 

 

We will be alert to any implications of our services and actions for potentially unlawful discrimination. We will challenge racism in any form and will encourage our users to do the same. 

 

Gender and Sexual Orientation 

 

Sexist policies, practices and attitudes (including policies, practices and attitudes which may relate to sexual orientation and gender re-assignment) will be challenged, and users will be encouraged to do the same. 

 

Religion and Belief 

 

We endorse the right of each individual to his or her own religious beliefs or the absence of a belief. 

 

The Code of Conduct 

 

• People will be treated with dignity and respect regardless of the group to which they belong. 
• People’s feelings and views will be valued and respected. Language or humour that people find offensive will not be used or tolerated, e.g. racist jokes or derogatory terminology. 
• No one will be harassed abused or intimidated on the grounds that they belong to a vulnerable group. Incidents of harassment will be taken seriously, and Trustees will undertake investigations of any complaints quickly, impartially and thoroughly. 

 

 

 

This policy will be reviewed annually at the first committee meeting following the AGM.

 

Approved by Committee: November 2023

 

Review date: November 2024