Cowley Road Works recognises that everyone has a right of access to its services or employment. It also recognises that some groups will always lose out in the provision of mainstream services and we will seek to redress any inequalities of provision in the areas where we work by targeting our services at those groups most in need.

We aim to ensure that we will not discriminate against any person or organisation on the grounds of age, class, employment status, gender, HIV status, health, marital status, caring responsibilities, physical disability, learning disability, mental ill health, political or religious belief, race, colour, nationality, ethnic or national origin, sexuality or unrelated criminal convictions.

We aim to work with any individuals or groups who are disadvantaged in any way to ensure that they have access to the most appropriate services available. We will also work to develop people, remove barriers and provide positive opportunities for under-represented groups.

Cowley Road Works recognises that discrimination against individuals and groups of people exists and commits itself to take positive action to ensure that its:

• recruitment procedures for staff, contractors and volunteers
• polices on provision of services
• recruitment of Board members
• provision of services and
• work with partners

are within the spirit and letter of its Equal Opportunities Policy

Cowley Road Works adheres to the following legislation :

Age discrimination Act 2006

Gender Equalities Act 2006

(Ethnicity) The Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000

Disability Discrimination Act 2005

Objectives of the Policy

The objectives of our Equal Opportunities Policy are:

• to ensure that our staff, applicants, board members and contractors are representative of the local population
• to ensure that the beneficiaries of our work include those who are not being reached by mainstream services
• to encourage our partners to in turn to be open to such approaches from others

Responsibilities

The Board, Staff and volunteers of Cowley Road Works are committed to ensuring that the Equal Opportunities Policy is implemented.

All employees, board members and volunteers have a responsibility to work in accordance with the policy and ensure that their work reflects the principles set out in the policy.

Overall responsibility for equal opportunities rests with the Board, which will keep the policy and its implementation under review.

Monitoring & Review

There are two areas of work that need to be completed in order to provide information for monitoring and review. One is to formally obtain equal opportunities information for all staff, board members and volunteers. The other area is to obtain relevant data relating to the local population as a comparator.  Once this information is available proposals can be made to the board as to how to proceed.

The report will set out

• A summary of the information being monitored

• An analysis of the data collected to identify where there are blocks to equality and why these occur
• Proposals for a programme of action necessary to overcome any inequalities

The information that will be requested through the monitoring processes is:

• Age
• Gender
• Ethnicity
• Disability
• Caring responsibilities
• Expenditure on training and development (this is relevant to staff, associates and the board)
• Terms and conditions of employment (this will just cover salary of paid staff)

Raising Awareness

We will work to ensure that all staff, contractors, volunteers, board members, applicants and partner agencies are aware of our statement on equal opportunities and what their responsibilities as people associated with us are, in the following ways:

• The Board will discuss and formally approve the policy and consider annual reports as set out above
• As new board members join they will receive a copy of the policy
• Once formally approved, the policy will be circulated to all Board members, contractors and volunteers and the implications of it discussed at appropriate meetings
• A copy of the statement and policy will be placed on the organisation’s website
• All staff, board members and associates will, where opportunities arise, seek to influence partner organisations to improve their own equal opportunities policies and practices

Review of policy

Annual review of policy - to ensure currency

Dealing with Complaints

Complaints relating to the equal opportunities statement or implementation of the policy will be dealt with differently depending on whether they arise from within or outside the organisation.  Procedures for dealing with internal and external complaints will be developed as the organisation develops.

10 February 2010