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Statement of Intent The Jubilee Trust recognises that many people in our society
experience discrimination or lack of opportunity for many different reasons, sometimes based on their race, religion, creed,
colour, national and ethnic origin, political beliefs, gender, sexual orientation, HIV status, age, disability, marital
status, family circumstances, responsibility for dependants, geographical area, social class, income level, criminal record
and trade union activity. The Jubilee Trust declares its intention to challenge discrimination and
lack of opportunity and to work with others towards their elimination in its own policy and practice and within all
organisations and individuals with whom it works. The Jubilee Trust strives to create an environment
in which all individuals can feel welcome as a whole person in their own right and in which they are treated with respect and
fairness. All volunteers, employees, Management Committee members, Trustees Group and member organisations must declare
their support for the objectives of this Equal Opportunities Policy. The Jubilee Trust believes that
promoting equal opportunities in relation to our services and our future planning is just as important as promoting equal
opportunities in relation to our paid jobs and volunteering opportunities. What Constitutes
Discrimination? The Jubilee Trust believes that discrimination can take one or more of the
different forms set out below. - Direct Discrimination is treating one person less
favourably than another in the same or similar circumstances or segregating them from others solely because they are, for
example, a lesbian, a gay man or because they have a disability or illness. Refusing to employ someone who has the required
skills because they are deaf or because they are pregnant would constitute such discrimination.
- Indirect
Discrimination occurs where there is a requirement or condition which, on the face of it, applies equally to
everyone but which, in practice has an adverse impact on a particular group and cannot be objectively justified. (For example
an unnecessary physical or age requirement can discriminate against women or people with disabilities. The setting of
language tests, where language skills or fluency are not really needed for a job, is another example.)
- Abuse and/or Harassment - Discrimination also covers actions which amount to abuse and/or
harassment of people or groups of people because for example they are a member of a national, racial or ethnic minority
group, a woman, a lesbian, a gay man or have a disability or illness.
- Victimisation occurs
when a person is treated less favourably or is discriminated against because she/he has pursued or intends to pursue their
rights in respect of alleged discrimination.
Direct or indirect discrimination, abuse, harassment or
victimisation is unacceptable regardless of whether there was any intention to discriminate or not. Staff
Development Decisions about learning and development opportunities shall be made in accordance with The
Jubilee Trust Training Policy and all staff shall have access to opportunities to enable them to develop in
line with The Jubilee Trust aims and objectives. Service Provision All services
maintained, developed and co-ordinated by The Jubilee Trust will be provided in accordance with our
commitment to equal opportunities and this policy. The Jubilee Trust reserves the right to refuse to
provide services to agencies we consider to be discriminating or oppressive. The Jubilee Trust will
promote Equal Opportunities and good practice in its work with other agencies or individuals. Services provided by The
Jubilee Trust will be reviewed and monitored at regular intervals. Appropriate changes in practice will be
made accordingly. Subcontracting - all trainers, facilitators and consultants sub-contracted
to work for The Jubilee Trust will support our Equal Opportunities Policy and their work will be monitored
with this in mind. Recruitment and Selection The Jubilee Trust believes that no
person or group should be treated less favourably in employment because of his or her race, nationality, ethnic origin,
gender, sexual orientation, age, disability or illness. The Jubilee Trust will seek to recruit staff
from all sections of the community. All staff must be prepared to carry out their work in a manner which authenticates the
Christian faith in accordance with the Trust Deed of the Jubilee Trust. Certain posts which are central to
the fulfilment of the work of The Jubilee Trust may require staff to demonstrate a clear and active
commitment to the Christian faith. Staff appointments will be monitored to ensure no discrimination occurs at the point
of selection. The Jubilee Trust recognises that apart from job related qualifications and experience,
other knowledge and experience may be equally valid in the appointment of a worker and is particularly relevant in the case
of people from groups, which experience discrimination. Job Description When a vacancy arises a
job appraisal should be carried out and the job description brought up to date. Descriptions should include a section
on the post holder's responsibility to work in a way that promoted the Equal Opportunities Policy and the practice of
it. Information to Applicants The following papers should be sent out with the job
description: Information to short-listed candidates Letters inviting to attend
for interview incorporating: Person Specification The
person specification is a statement of the specific skills, knowledge, experience and attributes required to undertake the
tasks involved in the job. It will be used as a basis for selecting candidates to be short-listed and for decision-making
during the interview itself by providing known, appropriate and agreed criteria. The criteria should be testable
against the application form and interview. No criteria must be used for short listing or selection that are not included in
the person specification. Criteria should be divided into those that are essential and those that are
desirable. All information relating to applications and candidates should be retained for a period of six
months. Points for Consideration in Drawing up the Person Specification All criteria should be
justifiable in terms of job requirements. Criteria should be checked for discriminatory effects against people with
disabilities. All posts will be open to applicants between the ages of 18 and 65 except in exceptional
circumstances. Formal qualifications should not be required unless absolutely necessary and entirely related to the
job. Equivalent overseas qualifications will be regarded as acceptable. Any doubts over comparability should be
checked. Full consideration will be given to all types and lengths of experience. Criteria may be weighted if
justifiable in terms of the job and included in the person specification. Attributes should be clearly defined and
testable. Avoid indirect discrimination - e.g. only ask for a driving licence or car ownership if it is absolutely
essential for the job. Acceptance of The Jubilee Trust Equal Opportunities
Policy It is expected that all employees acknowledge and accept all the aims and objectives of the Equal
Opportunities Policy. Advertising All efforts will be made to ensure distribution of the
advertisement as widely as possible. Steps will be taken to ensure that the advertisement reaches disadvantaged
groups. All advertisements will carry The Jubilee Trust statement of commitment to Equal
Opportunities. Short listing All Selection Committees should, where possible, reflect groups
that experience discrimination in their make-up in an attempt to eliminate stereotyping and bias. Short-listing shall
be done by the Selection Committee on the basis of essential and desirable criteria that shall be applied consistently to all
candidates. Any disabled applicant who meets the criteria must be interviewed. Assumptions should not be made about
whether or not they are able to do the job. Interviewing All questions at interview shall relate
directly to the person specification. Each candidate will be asked about the same major areas and shall not be asked about
their personal circumstances. The Selection Committee shall prepare questions and agree who should ask which questions
before the interview. Members of the Committee shall note down their judgement of the interviewee prior to discussion
with the Committee. All candidates shall be asked about the Equal Opportunities Policy and how they will comply with
it. Selection and Rejection Decisions about selection shall be made in accordance with the
person specification. Once the person has been selected and confirmed their acceptance, all unsuccessful applicants shall be
informed. Short-listed candidates will be offered the chance to discuss the reasons why they were not appointed. Because of
resource implications, this opportunity will not be offered to other
applicants. References References shall only be referred to after interviews have taken place.
They should only be used to support or deny the appointment of a candidate, not to choose between
them. Principal Statement of Terms and Conditions, Disciplinary and Grievance Procedures All
staff will be issued with a written statement of terms and conditions, together with copies of the disciplinary and grievance
procedures. Particular care will be taken to deal effectively with all complaints of discrimination, victimisation
harassment or abuse. Disciplinary action will be taken against a member of staff who is considered to have acted in a
discriminatory manner. Miscellaneous Accommodation The
Jubilee Trust will make every effort to ensure that premises used in relation to its work are accessible and
comfortable for all members of the community. Purchasing The Jubilee
Trust will not knowingly purchase goods and services from agencies whose activities are contrary to the principles
outlined in this policy. Promotion of Policy Copies of the Equal Opportunities Policy
will be freely available to staff, volunteers, members and any other interested
parties. Travel The Jubilee Trust recognises that not everyone has
access to personal transport or is able to use it and will plan its services and activities with this in
mind. Implementation and Monitoring Monitoring of the Equal Opportunities Policy and its
implementation is the responsibility of the Trustees Group. The Trustees Group will annually review the
policy. The Trustees Group will need to implement a programme of briefings for Committee Members, paid staff and
volunteers so that they understand the implications of the policy for their work. The Practical Management of
the Trust All members of the Trustees Group will be expected to affirm their commitment to the Equal
Opportunities Policy. In accordance with the Trust Deed Section 10 which states "Trustees in addition to the powers
conferred by Section 23 of the Trustee Act 1925 may employ any duly qualified or competent agent or servant to transact any
or all business within the scope of his expertise of whatever nature required to be done in furthering the objects of the
Trust provided that all acts and proceedings of such agent or servant to whom powers are so delegated shall be fully and
promptly reported to the Trustees and provided further that the Trustees shall exercise reasonable supervision over such
agent or servant" the Trust also benefits from an Advisory Support Group. The
Advisory Support Group consists of a number of volunteers, who advise on, and deal with, specific
day-to-day issues. This Advisory Support Group contains a breadth of skills
including the areas of business management, financial planning, health education, information technology, training, and
community regeneration. Advisory Support Group members (and co-opted members) should aim to reflect
a fair balance and representation of the local community and should endeavour to redress any imbalance of under-represented
groups. The Advisory Support Group is made up of both local and regionally based people. The
Trust actively promotes the equality of opportunity and it is the intention of the Trust to see the Advisory Support
Group expand so that new skills and experience can be added to the Trusts work. Members of the
Advisory Support Group report back regularly to the Trustees Group. |
