Equal Opportunities Policy


We are committed to equal opportunities. Our policy is to meet the needs of all our children, staff and customers.

We accept that social and cultural processes can disadvantage certain groups in society. We also recognise that there is direct and indirect discrimination and that there is potential for this to impact on assessment of candidates for recruitment promotion and training opportunities.


Staff

We are committed to recruiting staff from the local community and developing people to their maximum potential

Staffing will as far as possible reflect the cultural composition of the community.

It is vital that staff have respect and understanding of each individual child's customs and cultures.

All staff that show an interest and aptitude to develop will be given an opportunity to do so wherever financially and practically possible through training and development.

Staff must use tact and diplomacy in implementing our equal opportunities policy.


Recruitment and Training

We undertake to ensure that candidates are afforded an equal opportunity and will not be discriminated against on any grounds, including gender, race, colour, ethnic or national origin, disability, marital status, sexuality, responsibility for dependants, age and religious beliefs. This commitment applies to all aspects of employment including;

  1. Recruitment and selection

  2. Training

  3. Promotion and career development opportunities

  4. Terms and conditions of employment

  5. Grievance handling and the application of disciplinary procedures

  6. Selection for redundancy.

We are committed to an anti-discriminatory approach and it is the responsibility of the manager to ensure this policy is maintained. Where problems or complaints arise, the Manager will ensure that a full investigation takes place and that any necessary follow-up action is taken. This may include initiating disciplinary action where appropriate.


Premises

We are committed to creating unrestricted and easy access to our premises through appropriate building construction, signage and decoration.

Parents, children, staff and visitors to the club should be able to access the premises with the minimum of difficulty through attention to the width and positioning of entry and exit points where we will introduce ramps, if possible.

Due care and consideration is given to others who may have to use the premises.


Racism and Sexism

We are committed to develop awareness within the club of the needs of those who face discrimination and the effects of discrimination in society generally.

Racist and sexist comments and behaviour are dealt with in a sensitive and informal manner where positive discussion promotes understanding.

It is understood by members of staff that different families will have varying understandings of what is racist or sexist, therefore staff use informed judgement in deciding the manner in which situations are dealt with.

We believe the attitudes and actions of staff and their awareness of their positions as role models for the children are of vital importance.


Supporting Children with Special Needs


We are committed to considering equal opportunities in all aspects of our work.

The ethos of our club is to identify the needs of our children and parents and as far as is possible meet these needs. This policy is to be implemented with each individual child.

In the case of children with special needs it is essential to liaise closely with the parents and any other professionals knowledgeable in the specific aspects of the child's care in order that the staff may identify whether or not it is possible to meet the needs of the child within the everyday environment of the club.

There may be circumstances where staff may receive additional training in order to meet the needs of some children, where it is practically and financially possible

As a caring organisation it is our intention to endeavour to integrate children with special needs in the club.



Sexual Harassment


We believe that all employees are entitled to be treated with dignity and respect while at work and when representing the club in any capacity outside work. We will not tolerate the sexual harassment of one employee by another. Sexual harassment is unwanted conduct directed towards an employee by a fellow employee which is of a sexual nature, or which is based on the person's sex and which is regarded as unwelcome and offensive by the recipient.

This includes:

  1. Unwanted physical contact

  2. Unwelcome sexual advances, propositions, suggestions or pressure to participate in social activity outside work, where it has been made clear that this is not welcome

  3. Conduct which is intimidating, physically or verbally abusive, including the display of explicit material, the use of sexually explicit humour and comments of a sexual nature whether directed specifically at any particular individual or not

  4. Suggestions that sexual favours may further an employee's career or that refusal may hinder it

Our club regards sexual harassment as a form of intimidation, which has the effect of insulting and demeaning the employee against whom it is directed and it is therefore unacceptable in the working environment. All complaints of discrimination or harassment will be dealt with by the employee's Leader if appropriate. Where this is not possible the Manager will assess the complaint and decide on the action to be taken.