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	EQUAL OPPORTUNITIES POLICY
	The Company is committed to a proactive Equal Opportunities policy for members, staff, volunteers, associates, and all stakeholders, including all who benefit from the services and facilities of the Company such as audience, clients, and consumers of Company product. The Company endorses and have adopted the assessment system contained within "The Business Benefits of Equal Opportunities and Diversity Management" published in 2001 by North Yorkshire Training and Enterprise Council and fully meet all appropriate indicator measures. 1. Aim and Objective To ensure that the talents and resources of all members / employees / trainees are utilized to the full and that no job applicant or employee / trainee receives less favourable treatment on grounds of gender, disability, marital status, creed, social class, colour, race or ethnic origin or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. 2. To this end Cultural Foundation (the organisation) will: 2.1 Fulfil its social responsibility towards its members / employees / trainees and the communities in which it operates. 2.2 Recognise its legal obligations under the Race Relations Act, the Sex Discrimination Act, the Equal Pay Act, and the Disability Discrimination Act. Staff awareness through training. 2.3 Review periodically its selection criteria and procedures to maintain a system where individuals are selected, promoted and treated solely on the basis of their merits and the abilities which are appropriate to the job. 2.4 Seek to give all members / employees / trainees equal opportunity and encouragement to progress within the organization or planned training programme by implementing the ongoing action plan. 2.5 Distribute and publicise this policy statement throughout the organisation and elsewhere as appropriate. 2.6 Provide facilities for any member / employee / trainee who believes that unequal treatment has been applied to him or her within the scope of this policy too raise the matter through the appropriate disciplinary and grievance procedure. 2.7 Provide within the action plan to all members / employees / trainees, training which may improve their prospects within the organisation and which will enhance employees' understanding of the need for a commitment to ensure that subcontractors are aware of the organisations' Equal Opportunities policy and agrees to adhere to it. 2.8 The organisation has put in place a monitoring process which enables the monitoring and review of management information against the performance targets. 2.9 The organisation will take action or seek guidance to target specific groups where under representation is identified. 3. Responsibility 3.1 The overall responsibility for the monitoring of the effectiveness of this policy and for implementing an ongoing programme of action to make the policy fully operative is vested in Karen Aitchison (Chair of the Board of Directors). 3.2 It is the responsibility of all employees / trainees to accept their personal involvement in the practical application of this policy although specific responsibility falls upon management, supervisors, and staff professionally involved in recruitment, employee administration and training.
	EQUAL OPPORTUNITIES POLICY STATEMENT
	The Directors of Cultural Foundation (the Organisation) in support of the Equal Opportunities Policy make this statement jointly. The Organisation is committed to the development of a positive policy to promote equal opportunity in employent regardless of its employees' gender, disability, age, marital status, colour, race, ethnic or national origin or social background. This principle will apply in respect of all terms and conditions of work including pay, hours of work, holiday entitlement, overtime and shift work, work allocation, guaranteed earnings, sick pay, pensions, recruitment, training, promotion and redundancy. The Organisation, through managers, undertakes to draw opportunities for training to the attention of all employees and make them aware of this policy. The policy will be reviewed annually to ensure it is effective and to promote its impact. If any employee considers that he or she suffers from unequal treatment in any area outlined above, they may have a complaint which will be dealt with through the established grievance and disciplinary procedures. Signed for and on behalf of Cultural Foundation Peter Bell Company Secretary Date: 09.06.02
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