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                 Ewe-Nique Equal Opportunities and Inclusion Policy


1. Purpose and scope

Ewe-Nique’s Code of conduct sets out the standard of behaviour expected from all involved in the Flock. We aim to treat all people involved with Ewe-Nique fairly.  The aims of this policy are to ensure that Ewe-Nique complies with relevant legislation and does not discriminate within Ewe-Nique against people with the protected characteristics of:

age

disability

gender

gender reassignment

marriage and civil partnership

race

religion or belief

sexual orientation


In addition, Ewe-Nique will not discriminate against people on the grounds of:

class

caring responsibilities

health and HIV status

parental status

political opinion

spent criminal convictions


The policy also sets out our commitment to using the appropriate legal or disciplinary action in relation to members and volunteers who do not comply with the policy and the measures to implement it.


This policy applies to all volunteers, flock members, suppliers and users of services.


1.1 Definitions

Definitions of unlawful discrimination etc can be found in appendix one.


1.2 Responsibilities

The co-operation of all those who access Ewe-Nique’s services, who are members or volunteer for the Flock, is essential for the success of this policy. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be treated seriously and appropriate action will be taken.

The Committee have overall responsibility for monitoring and reviewing implementation of the policy throughout the Flock.

The Co-Chairpersons are responsible for providing leadership in the promotion of the policy and securing compliance with the policy.

Members’ and volunteers’ responsibilities are to contribute to an inclusive environment by valuing and respecting each other and to:

o ensure that no one is harassed, bullied or victimised

o support and respect the high standards of conduct promoted by the Flock

o report unfair or offensive treatment.



4. Members

4.1 We aim to treat all members fairly and equally, by ensuring that:

this policy is made known to all members


4.2 Problems

Any unlawful discriminatory behaviour, including harassment or bullying by individuals or groups, will be regarded seriously.  Volunteers and members should use the complaints policy to address any complaints regarding unfair discrimination.


5. Support groups

Ewe-Nique recognises and supports the diversity amongst our flocks.  

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6. Services

We aim to ensure that our services including premises, facilities, information, technology, materials, products are available and accessible to all users.


7. Monitoring

In order to monitor how well Ewe-Nique are meeting its legal obligations and putting this policy into practice, Ewe-Nique uses the following systems:


7.1 Performance measures
Members/Volunteers who do not adhere to Ewe-Nique’s equal opportunities policy will be held in breach of the organisation's disciplinary procedure and may be subject to disciplinary action.


7.4 Member and Volunteer opinion surveys and other feedback

The views and opinions of members, volunteers and users of services are used to assess the quality of service delivery. These views are captured using various formal and informal methods such as surveys, testimonials, compliments, complaints and consultation meetings.


Relevant legislation

The Equality Act 2010

Equal Pay Act (Northern Ireland) 1970

Sex Discrimination (Northern Ireland) Order 1976

Disability Discrimination Act 1995

Race Relations (Northern Ireland) Order 1997

Fair Employment and Treatment (Northern Ireland) Order 1998

Northern Ireland Act 1998

Equality (Disability, etc.) (Northern Ireland) Order 2000

Employment Equality (Sexual Orientation) Regulations (Northern Ireland)

2003

Disability Discrimination (Northern Ireland) Order 2006

Employment Equality (Age) Regulations (Northern Ireland) 2006

The Equality Act (Sexual Orientation) Regulations (Northern Ireland) 2006


Policy agreed April 2015

Policy to be reviewed on a three year review cycle – April 2018


Appendix one

Protected characteristics

Under the Equality Act 2010, the following are ‘protected characteristics:

Age

Disability

gender reassignment

race

religion or belief

sex

sexual orientation

marriage and civil partnerships

pregnancy and maternity.


Types of discrimination: definitions


Direct Discrimination

Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have (see perceptive discrimination below), or because they associate with someone who has a protected characteristic (see associative discrimination below).


Associative discrimination

This is direct discrimination against someone because they associate with another person who possesses a protected characteristic. It applies to race, religion, or belief and sexual orientation, age, disability, gender reassignment and gender.


Perceptive discrimination

This is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies to age, race, religion or belief, sexual orientation, disability, gender reassignment and gender. It applies even if the person does not actually possess that characteristic.


Indirect discrimination

Indirect discrimination can occur when you have a condition, rule, policy or even a practice in your company that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that you acted reasonably in

managing your business, i.e. that it is ‘a proportionate means of achieving a legitimate aim’. A legitimate aim might be any lawful decision you make in running your business or organisation, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful.

Being proportionate really means being fair and reasonable, including showing that you’ve looked at ‘less discriminatory’ alternatives to any decision you make.  Indirect discrimination applies to age, race, religion, or belief, gender, sexual orientation, marriage and civil partnership, disability and gender reassignment.


Harassment

Harassment is “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating hostile, degrading, humiliating or offensive environment for that individual”.  Harassment applies to all protected characteristics except for pregnancy and maternity and marriage and civil partnership. Employees will now be able to complain of behaviour that they find offensive even if it is not directed at them,

and the complainant need not possess the relevant characteristic themselves.  Employees are also protected from harassment because of perception and association.


Third party harassment

Already applies to sex. From October 2010 extended to cover age, disability, gender, reassignment, race, religion or belief and sexual orientation.  The Equality Act makes the employer potentially liable for harassment of their employees by people (third parties) who are not employees of your company, such as customers or clients. You will only be liable when harassment has occurred on at least two previous occasions, you are aware that it has taken

place, and have not taken reasonable steps to prevent it from happening again.


Victimisation

Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so. An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint.  Under the Equality Act there is no longer a need to compare treatment of a

complaint with that of a person who has not made or supported a complaint under the Act.