Equal opportunities policy
The principles of equal opportunities are key to Common Purpose's approach
Policy statement
The principles of equal opportunities are well embedded in the Common Purpose approach and objectives. Recruitment of staff as well as participants on programmes is done on the basis of equal opportunity, irrespective of age, gender, marital status, sexuality, colour, sex, ethnic origin, religion or physical ability.
Common Purpose strives to provide equality of opportunity as an employer, delivering equal opportunities to all staff and potential staff in terms of recruitment, promotion, training and access to opportunities. Common Purpose strives to provide equality of opportunity in the provision and delivery of all activities across all programmes and websites.
Equal opportunity in employment
Common Purpose has introduced fair recruitment, training and employment practices to prevent discrimination and to ensure that no person will be treated less favourably because they belong to any of the groups listed within our policy.
Recruitment and selection
Common Purpose's recruitment policy takes account of equal opportunities and all staff involved in recruitment and selection are made familiar with their responsibilities under equal opportunities legislation.
Common Purpose is committed to ensuring that ability and potential performance in the job are the only criteria used in selection.
Training and development
All staff receive diversity training. This is designed to ensure that staff clearly understand their position and responsibilities in law and the implications of the Equal Opportunities policy.
All staff are made aware of this policy through the staff handbook and the extranet. Common Purpose is committed to staff training and development and strives to ensure that access to training is provided irrespective of any of the criteria listed within our policy statement.
Monitoring
Common Purpose will regularly monitor the composition and movement of our staff to ensure equality of opportunity at all levels in the organisation.
Common Purpose will also monitor records of all those applying for jobs to ensure that discrimination does not take place.
Harassment
Common Purpose regards harassment and discriminatory working practices as a serious breach of this policy and will fully investigate all complaints under the Common Purpose Disciplinary procedure.
Any employee who feels that they have been the victim of harassment, prejudice or discrimination in Common Purpose should contact one or more of the following:
- HR
- their line-manager
- their grandparent (ie, their line-manager's next line manager).
A "Dignity at Work Policy" is in place and provides a route for resolving harassment issues. Anyone who is experiencing harassment or discriminatory practices in a Common Purpose activity should contact the Human Resources department at Common Purpose and will have their complaint investigated with the assurance that it will be dealt with promptly, firmly and in confidence. A participant who is experiencing harassment or discrimination on a programme should follow the Participant's Complaints procedure.
Equal Opportunity in Common Purpose activities
Recruitment of participants on programmes is done on the basis of equal opportunity irrespective of marital status, colour, race, ethnic origin, religion, gender, disability, political affiliation or sexuality.
a) Recruitment of all Common Purpose participants reflects this approach, with specific effort put into identifying, encouraging and drawing as diverse a cross-section as practical each year.
b) We strive to incorporate the views of all sections of the community in all Common Purpose activities.
c) We strive to ensure that venues are accessible to all.
d) We strive to comply with the accessibility guidelines outlined by the World Wide Web Consortium.
Implementation of the policy
All Common Purpose members of staff are responsible for the success of the Equal Opportunities policy and must ensure that they familiarise themselves with the policy.
Managers have a responsibility to ensure that their staff adhere to the policy and promote the aims and objectives of the organisation in this respect.
The Senior Management Team has agreed this policy and the Chief Executive has overall responsibility for ensuring that the policy is maintained and reviewed.
Last Revised - October 2006
