Policy and Procedures
Ludlow Assembly Rooms
Equal Opportunities and Diversity Policy
1.
Introductory statement
The mission of Ludlow Assembly Rooms is ‘to be a leading rural arts, entertainment and
community centre, renowned for its diverse and stimulating programme, friendly atmosphere
and accessibility to all’.
We are proud that diversity within the organisation’s current staff and volunteers
encompasses differences in gender, ethnicity, language, age, sexual orientation, religion,
socio-economic status, physical and mental ability, thinking styles, experience and education.
We believe that the wide array of perspectives that results from such diversity promotes
innovation and success in our programme and in all other aspects of managing the building
and its operations.
2.
Equal opportunities policy statement
As an equal opportunities organisation, Ludlow Assembly Rooms is fully committed to
equality. The company will maintain and promote a working environment in which
opportunities such as volunteering, having access to training and appraisal and being
recruited or promoted as a staff member within the organisation is always based on ability
and merit relating to objective, job-related criteria. Ludlow Assembly Rooms recognises that
the principle of equality in employment and volunteering provides the highest possible
standard of service for the community it serves.
Discrimination is unacceptable and Ludlow Assembly Rooms opposes it in any form. The
organisation will ensure, through the implementation of policies and procedures, management
and supervisory arrangements, training and other activities, that unlawful or unfair
discrimination (direct or indirect) does not occur on the grounds of sex, gender, transgender,
race, nationality, ethnic origin, national origin, disability, sexual orientation, religious belief,
political opinion, age, HIV status, marital status, employment status, responsibility for
dependents, immigration status, trade union membership or activities, economic status, social
background, unrelated criminal conviction or any other inappropriate reason.
Ludlow Assembly Rooms will work towards the elimination of all forms of discrimination as
listed above. Ludlow Assembly Rooms will, within the organisation and its activities, actively
promote equality of opportunity and good relations between people in South Shropshire of
different racial, ethnic and cultural groups, classes, ages, sexual orientations and with
different disabilities.
3.
Diversity policy statement
Ludlow Assembly Rooms recognises that Diversity Management not only assists the
organisation to fulfil its legal obligations, but also is vital for its business success.
Implementing actions to promote Diversity throughout the organisation will ensure that our
staff and volunteers will come with the widest range of skills and experience, which will benefit
individuals, teams, our customers and the Assembly Rooms as a whole. We recognise the
importance of reflecting the diversity of our customers and markets in our workforce as it
positions us to be able to anticipate and fulfil their needs.
Ludlow Assembly Rooms believes in treating all people with respect and dignity. We strive to
create and foster a supportive environment in which all individuals realise the maximum
potential regardless of their differences. It is Ludlow Assembly Rooms’ policy to train all
managers in promoting diversity and to ensure all staff have training in issues surrounding
diversity to make us more creative, flexible, productive and competitive.
Policy and Procedures
4.
Implementation of the equal and diversity opportunities policy
4.1
Responsibility for carrying out the Equal Opportunities and Diversity Policy
The responsibility for implementing the Equal Opportunities and Diversity Policy lies with the
Board of Trustees, the staff and volunteers. Overall responsibility for the application of the
policy rests with the Director. However, all employees, volunteers and members of the
organisation have a personal responsibility under the policy. The elected Board of Trustees
are expected to carry out relevant employers’ and trustees’ responsibilities. Acceptance of
the policy is a condition of membership of or employment by Ludlow Assembly Rooms.
4.2
Responsibilities of Ludlow Assembly Rooms’ Board of Trustees
The Board of Trustees will monitor the Equal Opportunities and Diversity Policy via the
implementation of the Diversity Action Plan (to be written annually by the Director in
consultation with all staff and volunteer teams as well as relevant stakeholders) which will be
regularly reviewed by the Quality and Diversity Committee.
4.3
Publication and communication
Salient points from the Equal Opportunities and Diversity Policy will form part of the ‘Respect
Policy’ and will be posted publicly in the box office, general office and the dressing rooms in
Ludlow Assembly Rooms and will also be made known to all members of the organisation via
the volunteers’ noticeboard.
The Respect Policy will be promoted more widely via our partnerships, links with local
community and special interest groups.
4.4
Implementation measures for carrying out the Equal Opportunities and Diversity Policy
In General:
Ludlow Assembly Rooms will introduce measures via the annual action plan to actively
promote all forms of diversity as well as combat direct and indirect discrimination in all
employment practices, in governance of the Charity, in promoting the organisation and its
activities. Such measures will include:





working to increase diverse representation and participation in decision-making at all
levels of Ludlow Assembly Rooms
working to ensure that the activities and staffing of the organisation reflect as far as
possible the pluralist nature of UK society
adhering to a fair, transparent and open procedure for the recruitment, induction,
training and promotion of staff
working to ensure that Ludlow Assembly Rooms activities are accessible to everyone
including active promotion to people within different target groups
working with others to actively promote diversity and reduce inequality and
discrimination locally, nationally and internationally
For People of different nationalities and ethnic origin:
Ludlow Assembly Rooms recognises that the 2001 Census recorded 3,431 people from
ethnic minorities living in Shropshire in addition to an unquantified migrant labour force. In
order to combat the effects of extremist activity in parts of the county and ensure that people
of all ages and backgrounds are given the opportunity to learn about, appreciate and enjoy
playing their part in multicultural Britain, promoting ethnically diverse arts, volunteering,
community education and outreach programmes in Ludlow and beyond is fundamental to the
Assembly Rooms’ mission, aims and objectives.
For People with Disabilities:
Every effort will be made to provide necessary facilities for anyone who requires particular
arrangements as a result of physical or mental disability. It is the policy of Ludlow Assembly
Rooms to use accessible buildings at all times and we aim to provide an interpreter on
request for any of the organisation’s events or activities. In addition, to promote diversity and
combat discrimination, information about Ludlow Assembly Rooms’ events and activities will
be made available in several formats. Every attempt will be made by Ludlow Assembly
Rooms to ensure the full accessibility of all its activities.
Policy and Procedures
For people who are or who may be HIV positive:
As a matter of principle, no potential or existing employee will be required to declare a
positive HIV test result.
For people who have been convicted of unrelated crime/s:
Unrelated criminal convictions will not be taken into consideration when decisions are made
relating to volunteering, training, appraisal, promotion and other opportunities available to
individuals within Ludlow Assembly Rooms.
For those requiring job-share options and/or flexible working hours:
Wherever possible, job-share options and flexible working hours will be accommodated by
Ludlow Assembly Rooms to ensure the recruitment and retention of staff and volunteers that
are most suited to the job as deemed by the recruitment and selection procedure.
5 Monitoring of the equal opportunities and diversity policy
An equal opportunity monitoring form will be part of the applicant packs sent to prospective
staff, volunteers and Directors. The Equal Opportunity and Diversity Policy and the purpose of
the monitoring will be clearly explained. It will be made clear that the statistics from this
information are kept and not names and confidential details. This process will be monitored
and regular reports presented, including an analysis of this information, to the Board of
Trustees.
Monitoring will apply to the Board of Directors and volunteers as well as to job applicants and
paid workers.
Discussions will take place regularly at the Board of Directors, team meetings and in
individual supervision on the promotion of diversity, equal opportunities and antidiscrimination issues.
4.
Disciplinary action
It will be stated to all employees that any acts of discrimination, including harassment, will be
grounds for disciplinary action and complaints will be raised through Ludlow Assembly
Rooms’ Disciplinary and Grievance Procedures.
5.
Review
The implementation of this policy will be reviewed annually to see what changes have
resulted, and to analyse failures and successes, as will all contracts, guidelines, etc., to see
where they could actually or potentially be discriminatory.
Re-approved by the Board of Directors on 29 January 2008