This policy clarifies Development in Action’s commitment and intent with regard to Equal opportunities, and describes how we are acting on our intentions.

Statement of Policy.

Development in Action is committed to Equal opportunities for all volunteers, employees, management committee, trustees, and other members. Everyone has a contribution to make in our society and a right to equal opportunity treatment. DiA aims to ensure that no member receives less favourable treatment or is disadvantaged by conditions or requirements which can not be shown to be justifiable on the grounds of; age, race, colour, nationality, ethnic or national origin, sex, sexual orientation, marital status, class, political belief or religion, HIV status, employment status, unrelated criminal conviction, disability or caring responsibility.

• DiA respects members’ skills, abilities, and experience, and as such selection selection of volunteers, employees and management committee is based on ability to do the role in question and not on subjective criteria.

• DiA aims to ensure equal access, for all members, to; information, training, support and supervision, and an environment in which all members are able to voice concerns, opinions, and grievances without fear of reprisal.

• DiA aims to achieve an active membership, which reflects the composition of the community it serves.

• DiA takes steps to ensure that a programme of action is implemented to achieve equality of access to all sites/ events managed by DiA and activities organized by DiA, and that such events/ activities attract people from all sectors of the community and do not discriminate against members of disadvantaged groups.

Scope of Policy.

DiA recognizes that for an equal opportunities policy to be effective it must encompass all areas of its activities.

This policy applies to all DiA members including; Employees, Management Committee, Board of Trustees, Volunteers, new applicants, and others.

Implementation.

1) DiA’s Management Committee will undertake equal opportunities monitoring and evaluation of its members to ensure it is open to all people. (Refer to Equal Opportunities monitoring form).

2) DiA’s Management Committee will endeavour to ensure that this policy is effective. The Management Committee is responsible for carrying out annual reviews to ensure:

• DiA is taking steps to ensure that its membership reflects the composition of the communities it serves.
• All members of the public have equal access to DiA events and activities.

DiA will revise its recruitment and publicity strategies accordingly.

3) This Equal Opportunities statement will be displayed on DiA’s own website and in publicity material which is distributed to members of the public. This Equal opportunities policy will be distributed, and explained, to new volunteers. All members will be consulted, regarding its content, in the review process.

4) All members of DiA are expected to adhere to the Equal Opportunities policy and comply with the rules of behaviour outlined below.

5) The rules of behaviour should be viewed in the light of DiA’s commitment to the elimination of discrimination and harassment against individuals and particular groups set out in the Statement of Policy above. The following types of behaviour are unacceptable:

• Attacks on individuals or groups on the basis of their race, gender, ethnic origin, disability or sexual orientation.
• Discriminatory name calling, insulting remarks, jokes, threats.
• Writing such remarks on walls or other places.
• Encouraging other people to harass or discriminate against another individual or group.
• Provocative behaviour such as the wearing of racist, sexist or fascist insignia or the promotion of similar literature.

Any person breaking these rules may be excluded from the organisation.

Equal Opportunities policy review

This policy will be reviewed annually, post AGM when the new Management Committee has been elected. At any other time, a DiA member can request a review. The review process shall involve consultation of DiA members and partner organisations and alterations must be accepted at a Committee meeting.

Disclaimer:

The information in this Equal Opportunities policy has been prepared by the DiA Management Committee, in consultation with our members and partner organisations, to assist those persons involved with DiA in their roles. Whilst every care has been taken to ensure that the details are correct at the time of going to print, neither the DiA management committee, nor DiA members or partner organisations, shall be liable or responsible to any volunteer or any other person in respect of any inaccuracies or omission in the information contained herein.