Eye Wish Access Policies

 

Equality and Diversity – see below

The following policies are available on request:

Safeguarding

Volunteer

 

Eye Wish Access CIC Equality and Diversity Policy

  • Principles

 Eye Wish Access CIC wholeheartedly supports the principle of equality and diversity in employment and volunteering. We aim to encourage, value and manage diversity and we recognise that talent and potential are distributed across the population. Not only are there moral and social reasons for promoting equality of opportunity, it is in the best interest of this organisation to recruit and develop the best people for our jobs and roles from as wide and diverse a pool of talent as possible.

Eye Wish Access CIC recognises that many people in our society experience discrimination. Discrimination is acting unfairly against a group or individual through for example exclusion, verbal comment, denigration, harassment, victimisation, a failure to appreciate needs or the assumption of such needs without consultation.

Discrimination can be direct or indirect (where there is a policy, practice or procedure that applies to everyone but has an effect which particularly disadvantages a particular group and cannot be justified).

All forms of discrimination are unacceptable, regardless of whether there was any intention to discriminate or not. Board members, volunteers and employees have a duty to co- operate with Eye Wish Access CIC to ensure that this policy is effective in ensuring equal opportunities and in preventing discrimination. Volunteers and employees should draw the attention of their line manager or supervisor to suspected discriminatory acts or practices or cases of bullying or harassment.

  •  Statement of Intent

 Eye Wish Access CIC aims to create a culture that respects and values each others’ differences, that promotes dignity, equality and diversity, and that encourages individuals to develop and maximise their true potential.

We aim to remove any barriers, bias or discrimination that prevent individuals or groups from realising their potential and contributing fully to our organisation’s performance and to develop an organisational culture that positively values diversity.

We are committed wherever practicable, to achieving and maintaining an organisation that broadly reflects the local community in which we operate.

Every possible step will be taken to ensure that individuals are treated fairly in all aspects of their employment at Eye Wish Access CIC.

Our aim is that the workforce (including volunteers) will be truly representative of all sections of society. Selection for employment or promotion or any other benefit will be on the basis of merit and ability only. Selection for training will be on the basis of job or role requirement only. Intimidation, harassment and bullying will not be tolerated and may lead to disciplinary action.

Eye Wish Access CIC will challenge discrimination in its own policies. It aims to provide equality and fairness for all job applicants, employees whether part-time, full-time, fixed term or temporary, volunteers and Board members irrespective of sex, sexual orientation, marriage or civil partnership, gender reassignment, race, religion or belief, age, disability, pregnancy and maternity.

  • Implementation

The Board is responsible for the policy’s day-to-day implementation. Consultation will take place with a working group of staff and volunteers on the implementation and development of this policy. Eye Wish Access CIC has drawn up an Action Plan detailing how it will deliver this policy and challenge discrimination in other policies.

It is the responsibility of the Board to monitor effectiveness, and to review and develop the policy where necessary. Monitoring and review will take place annually.

Each employee, volunteer, consultant, trainer, facilitator or Board member is responsible for their own compliance with this policy. Breaches of the Equal Opportunities Policy will be regarded as misconduct and could lead to disciplinary action against employees, appropriate action against a member of the Board, termination of contracts for services of consultants or trainers, or withdrawal of volunteer agreements.

Employees or volunteers who feel they have been discriminated against should raise the matter with their line manager or supervisor. Initially the employee or volunteer and manager or supervisor should aim to resolve the matter informally. It may be that discriminatory action is unwitting and easily resolved once the problem is clear.

If they are dissatisfied with the outcome, the complaint is very serious, or their line manager or supervisor is the cause of the complaint, the employee or volunteer should raise the matter, in writing, as a formal grievance under Eye Wish Access’ Grievance Procedure.

Eye Wish Access CIC will ensure that all new employees, volunteers, and Board members will receive induction on the policy and action plan and that consultants, trainers and facilitators will be fully informed.

Appropriate training and guidance will be provided to develop equality and diversity. Adequate resources will be made available to fulfill the aims of this policy. The policy will be widely promoted, and both hard and electronic copies will be freely available and displayed on the Eye Wish Access website.