Equal Opportunities Policy
This policy is designed to ensure that, at a minimum, Tattershall with Thorpe parish Council complies with its equality obligations under the various pieces of anti-discrimination legislation.
1. Statement of policy
The aim of this policy is to communicate the commitment of the Chairman and parish councillors of Tattershall with Thorpe Parish Council to the promotion of equality of opportunity in Tattershall with Thorpe Parish Council.
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 dependants
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 or 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 Parish Council.
2. To whom does the policy apply? (Scope)
Tattershall with Thorpe Parish Council states that the Equal Opportunities policy applies to all those who work for (or apply to work for) the parish council.
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 codes of practice
- Complying with our own equal opportunities policy 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 Chairman and parish councillors and has been agreed with the parish clerk.
4. Implementation
The Chairman and Vice Chairman have specific responsibility for effective implementation of this policy. Each parish councillor 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 our employee, job applicants and relevant others (such as contract or agency workers)
- Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of the parish clerk
- 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
- 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 parish council 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 periodically and action taken as necessary to address any imbalance.
6. Complaints
Employees who believe that they have suffered any form of discrimination are entitled to raise the matter through the agreed procedures. A copy of these procedures is available from the parish office. 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.
However employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first.
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.