Equal Opportunities Policy

Disability Action is committed to promoting equality of opportunity for all employees, job applicants, and stakeholders, ensuring fair treatment regardless of disability, gender, race, age, sexual orientation, religious belief, political opinion, or any other protected characteristic, in line with our legal and moral obligations.

1. Introduction

The aim of this policy is to communicate the commitment of the Board of Directors, the Chief Executive, and Management Team to the promotion of equality of opportunity. We are opposed to all forms of unlawful and unfair discrimination, and all employees and job applicants will be treated fairly, with selection based on aptitude and ability. Disability Action recognises its legal and moral obligations to protect all individuals from unlawful discrimination and harassment, and where necessary will take positive steps to ensure equality of opportunity is afforded to all. We recognise that equal opportunities in the workplace is not only good management practice but also makes sound business sense, enabling all employees to develop their full potential.

We are committed to:

• Preventing any form of direct or indirect discrimination or victimisation
• Promoting equal opportunities for women and men
• Promoting equal opportunities for people of all religions and none
• Promoting equal opportunities for people with disabilities
• Promoting equal opportunities for black and minority ethnic groups
• Promoting equal opportunities for people of different sexual orientations
• Promoting a good and harmonious working environment where all are treated with respect and dignity
• Fulfilling all legal obligations under relevant legislation and associated codes of practice
• Taking any necessary positive or affirmative action, including setting goals and timetables

Breaches of our equal opportunity policy and practice will be regarded as gross misconduct which may warrant dismissal.

2. Definition of Terms

Direct Discrimination results from treating a person less favourably on grounds such as disability, gender, marital status, sexual orientation, religious belief, political opinion, race, or age. Indirect Discrimination takes place when an apparently neutral provision, criterion, or practice places a person at a particular disadvantage compared with others, and cannot be objectively justified. Disability Discrimination occurs when an employee is treated less favourably for a reason related to their disability, or when an employer fails to make reasonable adjustments in the workplace. Victimisation occurs when an employee is treated less favourably because they have made, intend to make, or have supported a complaint about discrimination or harassment. Harassment is defined as any unwanted conduct directed at an individual that is unreasonable, unwelcome, or offensive, and which threatens security or creates an intimidating environment. Bullying is the persistent, demeaning, and downgrading of employees through words or actions that gradually erode self-confidence and undermine self-esteem.

3. Implementation of the Policy

The Chief Executive has overall responsibility for the implementation and regular review of this policy, while every Manager is responsible for their own area, and every staff member must abide by the policy to create an environment of employment equality. The policy will be communicated to all staff during induction training, in relevant notices, and in the staff handbook. Disability Action has devised procedures for dealing with harassment and a mechanism for employees who feel unfairly treated to raise complaints, without replacing individual legal rights. Discrimination, intimidation, harassment, or bullying in any form is an offence of gross misconduct, which may warrant dismissal.

Disability Action will:

• Rigorously adhere to the principles set out in this Equal Opportunities Policy
• Inform all staff of the policy contents and the relevant legal framework
• Ensure all staff understand and can fulfil their responsibilities, avoiding any risk of discrimination
• Encourage all staff to contribute fully and on an equal basis
• Ensure a working environment free from provocative, intimidating, or offensive material
• Ensure equality of opportunity in employment and career development
• Treat seriously all complaints of discrimination, victimisation, harassment, or bullying, taking appropriate disciplinary action
• Monitor the effectiveness of this policy, identifying areas for improvement and taking appropriate action

4. Recruitment & Selection

Disability Action will ensure that all recruitment procedures are formulated to be non-discriminatory and related to job performance. Public advertisements will not indicate any intention to discriminate and will be placed to reach the widest possible range of candidates. All relevant recruitment material will state that Disability Action is an equal opportunities employer and that selection will be based solely on the most suitable person for the job. Job Descriptions and Personnel Specifications will clearly identify the duties required, and interview panels will have appropriate training on equal opportunities issues. A monitoring system will ensure recruitment and selection are continually conducted in a non-discriminatory way, and records of all application forms and selection decisions will be kept for three years.

5. Career Development

Disability Action will ensure that information on careers will be readily available to all existing and potential employees. All probationary, induction, training, career development, and disciplinary procedures will comply with current employment legislation and this policy. The staff appraisal system will be fair and equitable, assessing objectively the individual's abilities, performance, and potential. Employees will be given equal opportunity to access training to develop necessary skills and achieve their full potential, with details of training opportunities widely circulated among staff. A range of training methods will be considered depending on individual needs, and non-discriminatory language will be used in all documents relating to career development.

6. Monitoring & Review

The composition of the current workforce, applicants, and appointees will be monitored annually on the basis of sex, perceived religious affiliation, community background, ethnic origin, marital status, political opinion, disability, and sexual orientation. We will also undertake periodic reviews as required by Article 55 of the Fair Employment and Treatment (Northern Ireland) Order 1998. Policies and procedures in respect of employment and advancement will be reviewed at least every three years to maintain a system whereby individuals are treated solely on the basis of their merits and abilities.

7. Affirmative Action

Disability Action will take affirmative action, when necessary, to ensure equality of opportunity, for example where there is an under-representation of a particular group in all areas or specific areas of work. Goals and timetables will be set to measure progress, which can reasonably be expected as a result of affirmative action.

8. Declaration of Protection

This Declaration of Protection, voluntarily drawn up by Disability Action, recognises the moral and statutory responsibilities placed on employers by anti-discrimination legislation and the principles of equality of opportunity. Disability Action declares and fully accepts that discrimination or victimisation in employment is unlawful and unacceptable, and we condemn discrimination, intimidation, bullying, and harassment, committing to ensure it is vigorously opposed. We accept that every employee has the right to work free from discrimination, intimidation, harassment, and bullying on the grounds of individual differences. Disability Action will uphold a neutral working environment and prohibits the display of flags, emblems, posters, offensive material, or graffiti, or the circulation of any material likely to give offence or cause apprehension. Disability Action will oppose any attempt to interfere with or undermine the employment or career development of any person in contravention of Northern Ireland anti-discrimination legislation, and all employees have a responsibility to accept their personal involvement in the practical application of this equal opportunities policy.