MAELOR VOLUNTARY SERVICE EQUAL OPPORTUNITIES POLICY A) Statement of Policy. MVS recognises that discrimination is unacceptable and although Equal Opportunity has always been a feature of our empolyment/volunteer practices and procedures, MVS recognises the need to have formal Equal Opportunities Policy. Staff breaching this policy will be subject to disciplinary procedures and, if appropriate, dismissal. Volunteers will be offered further education regarding our polices and procedures or be asked to resign from the Trust. 1. The aim of the policy is to ensure that no job applicant, volunteer, staff member or trustee will be discriminated on the grounds of race, colour, ethnic or national origin, religious belief, sex, marital status, sexual orientation, gender reassignment, age or disability. 2. A copy of this policy will be made available for all trustees, staff and volunteers and made known to all who apply for positions with MVS. 3. The policy will be implemented in accordance with appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice. 4. MVS will remain a neutral working environment in which no employee, trustee or volunteer feels under threat or intimidated. B) Recruitment and Selection. The recruitment and selection process is considereed to be crucial to the success of an equal opportunities policy. 1. MVS endeavours to ensure that trustees and employees are sufficiently educated to ensure that decisions in these areas will not discriminate against individuals or groups either consciously or unconsciously. 2. Promotion and advancement of staff will be made on merit and all decisions realting to these issues will be in line with the spirit and letter of this policy. 3. Jobs discriptions, where used, will be revised, if necessary, to ensure that they follow the requirements of the MVS equal opportunities policy. Job requirements will be reflected accurately in any personal specification. 4. MVS will adopt a consistent, non-discriminatory approach to the advertising of vacancies. 5. MVS will not confine recruitment of trustees, staff or volunteers to any medium that will provide advantage to any particular group or individuals. 6. All applicants for positions within MVS will receive fair treatment and will be considerd solely on their ability to perform the role or position. 7. All trustees or employees involved in the recruitment process will periodically review their selection criteria to ensure that roles or jobs are strictly criteria based and do not unlawfully discriminate or are unethical in their devising. 8. Shortlisting for paid positions will be be caried out by more than one person and in general by at least 3 members of the staffing group of the trustees of MVS. 9. Interview questions for both staff and volunteers will be related only to the position and non-discriminatory. 10. MVS will not disqualify any applicant due to personal inability to complete an application form unassisted unless this is a valid test of standard of communication or language relevant to the safe or effective performance of the position. C) Training and Promotion. 1.Senior staff and trustees will receive training in the application of this policy to ensure that they are aware of its contents and provisions. A copy of the policy will be available to all trustees, staff and volunteers. 2.All promotion will be in line with this policy. D) Monitoring. 1. MVS will maintain and review employment records of all employees in order to monitor the progress of the policy. 2. Monitoring may involve: The collection of and classification of information regarding the race ( in terms of ethnic/national origin) and sex of all trustees, staff and volunteers. The examination by ethnic/ national origin and sex of the distribution of employees and volunteers and the success rate of applicants for roles and positions. The recording of recruiment, training and promotional records of employees, the decisions reached and the reasons for those decisions. 3. The results of any monitoring procedures will be reviewed at regular intervals to assess the effectiveness of the implementation of the policy. Consideration will be given, if neccesary, to adjusting the policy to afford greater equality of opportunity to all applicants and staff.