Equal Opportunities Policy
1 Statement of policy
The aim of this policy is to communicate the commitment of the Board of Trustees and
management team to the promotion of equality of opportunity in Escape Community Arts.
It is unlawful to discriminate directly or indirectly in recruitment or employment because of
any of the "protected characteristics" in the Equality Act 2010. These are:
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Disability
Gender Reassignment
Marriage and Civil Partnership
Pregnancy and Maternity
Race
Religion or Belief
Sex, Sexual orientation
Age*.
Although discrimination because of age is not covered by the Equality Act 2010, Escape has
shown to include ‘age’ as a matter of good practice.
Escape Community Arts is opposed to all forms of unlawful and unfair discrimination. All job
applicants, employees, volunteers 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.
The Charity recognises that the Equality Act 2010 makes it unlawful for people within the
Scope of this policy to discriminate or harass people in the following ways:
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Directly or indirectly, or harass *
By association *
By Perceptive *
* See Appendix 1 of definitions of these types of discrimination.
Third-party harassment is also covered by the Equality Act this occurs where an employee
is harassed and the harassment is related to a protected characteristic (although this does
not cover harassment because of marriage and civil partnership, and pregnancy and
maternity), by third parties such as participant or a supplier.
If victimisation occurs when an employee is subjected to a detriment, such as being denied
a training opportunity or a promotion because he or she made or supported a complaint or
raised a grievance under the Equality Act 2010, or because he or she is suspected of doing
so, or being about to do so.
Escape will not tolerate discriminatory practices and will work efficiently and effectively to
ensure people within the scope of this policy can work for or participate in activities delivered
by the Charity without discrimination or harassment; this is good management practice, it
also empowers the Charities vision statement helping all involved with Escape develop to
their full potential and therefore making sound business sense.
2 Scope of this policy
This policy applies to all those who work or volunteer and third parties; including those
receiving a service from the charity:
 Job applicants and potential applicants
 Trustees
 Employees
 Contract workers/Suppliers
 Trainee workers
 Students on work experience or placements
 Volunteers
 Former employees
 Participants.
3 Equality Commitments
Escape Community Arts is 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, indirect, associated or perceived
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 Trustees and the
Management.
4 Implementation
The Board of Trustees supported by management team has specific responsibility for the
effective implementation of this policy and we expect all people covered in the scope of this
policy to abide its principles and help create a safe environment which is its objective.
In order to implement this policy the Charity shall:
 Communicate the policy to employees, job applicants and relevant others
 Incorporate specific and appropriate duties in respect of implementing the equal
opportunities policy into job descriptions and work objectives of all staff
 Provide equality training and guidance as appropriate
 Incorporate equal opportunities notices into general communications
 Obtain commitments from third-parties persons or organisations and partners that
they too will comply with the policy in their dealings with the charity
 Ensure that adequate resources are made available to fulfil the objectives of the
policy.
5 Monitoring and review
Escape will establish appropriate information and monitoring systems to assist the effective
implementation of our equal opportunities policy and reviewed regularly [at least annually]
and action taken as necessary.
6 Complaints
People within the scope of the policy who believe that they have suffered any form of
discrimination, harassment or victimisation are entitled to raise the matter through the
agreed procedure. A copy of the procedure is available from a member of the Board of
trustees or management team. 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 under anti-discrimination legislation.
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.
Date of adoption:________________________
Signature:_________________________ Chair, Board of Trustees
Name: _____________________________ Chair, Board of Trustees
Adopted June 2011/Review May 2013
Appendix 1
Definitions of Discrimination, Harassment, Victimisation according to the Equality Act 2010
Discriminate directly or indirectly, or harass because of the protected characteristics in
the workplace.
Concept of associative discrimination, which is where an individual is directly
discriminated against or harassed for association with another individual who has a
protected characteristic (although this does not cover harassment because of marriage and
civil partnership, and pregnancy and maternity).
Perceptive discrimination this is where an individual is directly discriminated against or
harassed based on a perception that he or she has a particular protected characteristic
when he or she does not, in fact, have that protected characteristic (although this does not
cover harassment because of marriage and civil partnership, and pregnancy and maternity).
Third-party harassment occurs where an employee is harassed and the harassment is
related to a protected characteristic (although this does not cover harassment because of
marriage and civil partnership, and pregnancy and maternity), by third parties such as clients
or customers. For an employer to be liable, the harassment must have occurred on at least
two previous occasions; it must be aware that the previous harassment has taken place; and
it must have failed to take reasonable steps to prevent harassment from happening again.
Victimisation occurs when an employee is subjected to a detriment, such as being denied a
training opportunity or a promotion because he or she made or supported a complaint or
raised a grievance under the Equality Act 2010, or because he or she is suspected of doing
so, or being about to do so. The definition is no longer based on less favourable treatment.