Equal Opportunities Policy

1. This document sets out a commitment by Wymondham Central Hall Committee (WCH) to
   combat direct and indirect discrimination.
   
   
2. Equal Opportunities Statement
   WCH is fully committed to the active promotion and practice of equal opportunities, both as
   an employer of staff and volunteers and as a provider of services. We oppose all forms of
   unfair discrimination on the basis of differences including race, colour, nationality, ethnic or
   national origin, gender, marital status or caring responsibility, sexuality, age, physical or
   mental health, political belief, religion, class, HIV status, employment status or unrelated
   criminal conviction.
   
   
3. It is the joint responsibility of trustees, committee members, employees and all other
   volunteers associated with WCH to implement and follow this Equal Opportunities Policy.
   
   
4. WCH recognises that certain groups in society currently suffer discrimination and are denied
   equality of opportunity. WCH is committed to opposing all forms of discrimination within the
   organisation.
   
   
5. WCH recognises that the UK is a multicultural society and believes that cultural diversity
   positively enriches our lives. WCH recognises that everyone has a contribution to make to
   our society and a right to equal treatment. WCH aims to ensure that no job applicant, staff
   member, volunteer, organisation or individual to whom we provide services will be
   discriminated against.
   
   
6. As an employer, WCH will take every possible step to make sure that individuals are treated
   equally and fairly and that decisions on recruitment, selection, training provision and career
   management are based solely on objective, job-related criteria. WCH will not discriminate by
   imposing any conditions or requirements which cannot be shown to be justifiable.
   
   
7. WCH recognises that a policy will not, of itself, provide equality of opportunity. It is therefore
   committed to implementing a positive programme of action to make this policy fully effective
   and ensure that any groups, organisations or individuals involved in its activities actively
   promote the policy in their work.
   
   
8. Legislative framework
   Our policy is written within the framework and guidance of the following legislation:
       Equal Pay Act 1970 as amended
       Sex Discrimination Act 1975 as amended
       Race Relations Act
       Rehabilitation of Offenders Act 1974
       Disability Discrimination Act 1995
       Part-time Workers (prevention of less favourable treatment) Regulations 2000