INTERNATIONAL CHRISTIAN CARE FOUNDATION

 AMENDED EQUAL OPPORTUNITIES POLICY

Reviewed May [2006]

1. GENERAL POLICY STATEMENT:

International Christian Care Foundation is committed to promoting equality of opportunity and is working towards the elimination of all forms of direct and indirect discrimination in its employment practices and procedure, its management structures and practices, and in the service it provides to all individuals or groups.
The Management Committee will be responsible for this Equal Opportunity Policy and its monitoring and implementation.

2. DEFINITIONS OF DIRECT AND INDIRECT DISCRIMINATION

Direct Discrimination - This is defined as treating a person less favorably than another on the grounds of that person’s race, color, ethnic origin, nationality, sex, marital status, sexual orientation, disability, creed, religious beliefs, age, class or caring responsibilities.

Indirect Discrimination – This relates to the application of a requirement or condition equally to all persons, but which is such that the proportion of persons of a particular group who can comply with it is considerably smaller than the proportion of persons not of that particular group, unless it can be shown that the requirement or condition is justifiable irrespective of the race, colour, ethnic origin, nationality, sex etc., of the person who could or could not comply”.

3. AIMS OF POLICY

In recruitment and employment, the organisation will seek to ensure:-
That no job applicant, employee or volunteer, receives less favourable treatment on the ground of race, colour, ethnic origin, nationality, sex, marital status, sexual orientation, disability, creed, trade union activities, religious or  political beliefs, age, class or caring responsibilities.

a. That no applicant, employee, or volunteer is placed at a disadvantage by requirements or conditions which have a disproportionately adverse effect because of his/her race, colour ethnic origin, nationality, sex, marital status, sexual orientation, disability, creed, trade union activities, political beliefs, age class or caring responsibilities.

b. That where appropriate and where permissible under current legislation, positive action will be taken in providing training and /or encouragement to staff and volunteers of under-represented groups to achieve equal opportunity within the organisation.

c. That selection criteria and procedures are reviewed periodically to ensure that individuals are selected and treated on the basis of their individual merits and relevant abilities, which are appropriate to the job.

d. That all job adverts and information about working as a volunteer in ICCF will be distributed widely to all sections of the community within the benefit area, so that such groups as the disabled and disadvantaged and advantaged young people and other vulnerable groups who have traditionally been denied information in the past, can be afforded greater access to information in future.

e. That all employees and volunteers will without discrimination be given equal opportunities to develop their skill, knowledge and expertise and where appropriate special support or training will be afforded to workers, who lack essential skills required for the effective operation of the Centre.

f. That all employees, volunteers and members of the main ICCF Management Committee fully recognise their legal obligation under the 1976 Race Relations Act: The 1944 Disabled Person (Employment) Act and the 1970 Equal Pay Act and subsequent legislation relating to these Acts including the Race Relations Amendment Act 2000 and the Disability Discrimination Act 2004.

g. That all staff, volunteers and members of the Management Committee involved in recruitment and selection receive appropriate and on-going training relating to this area.

4. IN THE AREA OF POLICY DEVELOPMENT

(Case-study, Needs Assessment Surveys, Community Support Programmes and other Activities) International Christian Care Foundation will seek to ensure:-

a. That it will provide comprehensive statistical information about clients and user groups of the services through developing an effective monitoring procedure. Action will be taken to remedy any shortcomings.

b. That groups not yet represented will be specifically targeted, to encourage wider range of user participation.

c. That equal opportunities will be afforded to all clients, users, and members of the community, who ICCF teams come into contact with.

d. That equal opportunities will permeate all aspects of its work and in its dealings with other statutory, voluntary and private sector organisations\bodies\suppliers and funders

e. The appropriate arrangements will be made to meet the needs of user groups for whom English is not their first or preferred language, also, for those who are disadvantaged.

f. That it creates a welcoming environment that respects and celebrates the rich diversity of our communities to all clients and user groups targeted.

g. International Christian Care Foundation will actively work towards raising the socio-economic base of the communities, especially those living at the lowest levels of deprivation, through enhancing access to services, and personal development suitable- assertiveness training opportunities and community participation.

5. THE MANAGEMENT COMMITTEE WILL SEEK TO ENSURE:

a. That anti-discriminatory strategies and positive action programmes will be devised and implemented to increase the representation of minority groups and those who face disadvantage and disaffection onto the Management Committee and to the service’s development steering group membership.

b. The establishment and encouragement of effective procedures to deal with complaints and identify needs and priorities as perceived by those individuals/groups who suffer discrimination and/or who are disadvantaged and openly enable and encourage discussion and reporting of these issues.

c. That no member of staff, volunteer, Management Committee members or participants suffer discrimination, harassment or victimisation.
 
d. That all staff, volunteers and Management Committee members through training or otherwise, develop a good understanding of equal opportunities and the reasons for and the effects of the different forms of discrimination that exist amongst and between different groups. This will be perpetually explained in principle

f. That it monitors and reviews the composition of its Management Committee on a regular basis with the aim of promoting broad-based representation that includes young people.
 
g. That is distributes and publicises its policy statement for the benefit of its users and elsewhere, as is from time to time appropriate.

6. RESPONSIBILITY FOR IMPLEMENTING THE POLICY

 All staff and volunteers have a responsibility to accept their personal involvement in the practical application of this policy, but specific responsibility falls upon the Management Committee, in ensuring that the equal opportunities policy is fully implemented, respected and its impotence valued.

7. REVIEW

ICCF administration team will monitor, review and evaluate the effectiveness of this policy, upon the request of the Management Committee and anyway annually.

A copy of this policy is available for you at your request.

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