Statement of Policy

Walford Mill Crafts aims to be a diverse and equal opportunities employer, and has a policy for this purpose.

This policy covers all aspects of employment, service delivery, discrimination and implementation and review of the policy.

To ensure that this policy is operating effectively (and for no other purpose) Walford Mill maintains records of employees' and applicants' racial origins, gender and disabilities.

Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. So Walford Mill's Diversity and Equal Opportunities policy will be reviewed and updated annually and each employee will receive a copy.

Walford Mill's Diversity and Equal Opportunities Policy, and the measures to implement it, have been devised on the basis of advice from the Arts Council England, South West, and other relevant bodies.

Equal Opportunities

Focusing on the eradication of discrimination and creating an environment where everyone has an equal access to a range of benefits.

Diversity

Making an attractive environment for a broader range of candidates regardless of gender, age, race, disability, marital status, political or religious belief, creating a wider range of knowledge and experience and more accurate understanding of Walford Mill's diverse customer base.

 

The Policy

1. Walford Mill Crafts is totally opposed to all forms of unfair discrimination. It is committed to conducting its business in a way, which is fair and appropriate to all sections of the community. This may mean taking positive steps to ensure equal opportunities in employment and equal access to its service.

2. Walford Mill demonstrates its commitment by promoting, maintaining and rigorously implementing this policy which will underpin all decisions and actions taken by Walford Mill and its employees.

Employment

3. Walford Mill seeks to ensure that no job applicant or employee receives less favourable treatment than another on grounds of for example, sex, disability, race, age, marital status, political or religious belief.

4. Walford Mill is committed to providing appropriate and relevant training in equality and diversity for all the staff ensuring that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of Walford Mill and themselves.

5. Walford Mill ensures that it has access to the widest labour market and secures the best employees for its needs.

•  Vacancy advertising

Wherever possible, all vacancies will be advertised simultaneously internally and/or externally.

Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.

•  Selection and recruitment

Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

Wherever possible, more than one person will be involved in the selection interview and recruitment process, and all will have received training in equal opportunities.

Applicants are notified with the reasons for selection and rejection.

•  Positive action - training, promotion and conditions of service

Underrepresented groups will be encouraged to apply for training and employment opportunities with Walford Mill. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit.

Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

Where possible working arrangements are flexible to meet the needs of, for example, people with domestic responsibilities or people with particular religious or cultural needs.

•  Personnel records

In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees' and job applicants' gender, racial origins and disability.

Where necessary, employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted.

Such records will be analysed regularly, and appropriate follow-up action will be taken.

The cooperation of all employees is essential for the success of this policy. However, ultimate responsibility for achieving the policy's objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with Walford Mill. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.

Service Delivery

6. Walford Mill recognises the need to deliver services in ways that are appropriate to all visitors and whenever possible removing barriers which will limit access.

7. Walford Mill recognises cultural diversity and provides opportunities for everyone regardless of gender, age, race, disability, marital status, political or religious belief and makes sure that its services cater for as many customer groups as possible and accepts its responsibility to all sectors of the community.

8. Where appropriate Walford Mill encourages suppliers from under-represented groups to tender for goods and services.

9. Walford Mill builds relationships with minority or under-represented groups to encourage their participation in activities.

Discrimination

10. Walford Mill recognises that discrimination may be direct or indirect and aims to ensure that its policy and procedures cover both.  

11. Walford Mill does not tolerate harrasment in any form. This policy covers areas within equality legislation such as race, gender, sexuality, disability and belief - matters of unlawful discrimination. It also includes areas not covered by legislation such as age, bullying, class and accent - matters of unfair discrimination.

Behaviour or actions against the spirit and/or the letter of the law on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.

Implementation and review

12. Walford Mill will review and monitor the implementation of the policy and take action as necessary.

13. It is the individual responsibility of every member of staff to ensure this policy is applied in practice, both in employment and in serving the public.  

14. The Chief Executive has responsibility for the implementation of this policy.