Equal Opportunities Policy


Equal Opportunities Policy

T: 07545 312798
E: info@edinburghcounsellingservices.org
W: www.edinburghcounsellingservices.org
1. General Statement of Policy

1.1 ECS is committed to Equal opportunities in its employment of staff, engagement of volunteers and delivery of services. ECS will make every effort to prevent discrimination against any of its existing and potential staff and volunteers or users of its services on grounds of their gender, marital status, disability, race, colour, religious belief, political belief, sexuality, nationality, ethnic origin, age, responsibility for dependents or employment status.

1.2 As an employer, ECS is committed to working within existing and future anti-discrimination legislation.
2. Responsibility for Implementation

2.1 The implementation of this policy is the responsibility of ECS’s Policy Board, members of staff and volunteers.
2.2 Corporate overall strategic and administrative responsibility lies with the Managing Director.

3Statement of Intent
3.1 To ensure the effectiveness of this policy, ECS will
(a) make the policy known to all employees, job applicants, and volunteers
(b) provide training and guidance for employees and volunteers, as appropriate, to ensure that they understand and are able to discharge their responsibilities in law and under ECS’s policy
(c) examine and regularly review employment procedures and practices with a view to promoting equality of opportunity and eliminating discrimination
(d) use performance indicators to identify possible areas requiring action
(e) ensure that the actions of employees and volunteers in the provision of services are carried out in a non-discriminatory manner in terms of the policy.
4. Responsibilities of ECS’s Employees and Volunteers
4.1 This policy requires individual employees and volunteers:
(a) to co-operate with measures introduced by ECS to promote equal employment opportunities and to eliminate discrimination
(b) not to discriminate against other employees or volunteers
(c) not to induce or attempt to induce other employees, or volunteers to practice discrimination
(d) to draw to the attention of the Chief Executive any suspected discriminatory acts or practices
(e) not to victimise any individual who has made a complaint or who has provided information about discrimination
(f) not to harass, abuse or intimidate other employees on any grounds or otherwise act in a discriminatory manner
(g) to ensure that no actions are undertaken in their dealings with members of the public which could be held to be discriminatory in terms of the equal opportunities policy.
4.2 Discriminatory acts or omissions committed by employees or volunteers of ECS will be viewed seriously and will normally result in disciplinary action being taken which, in extreme cases, may include dismissal.
5. Monitoring
5.1 ECS will monitor the implementation of the equal opportunities policy.
5.2 This will involve the collection of relevant information and statistics on the composition of the paid staff, job applicants and volunteers.
5.3 Any such information collected will be used solely for monitoring purposes. Arrangements will be made to protect the confidentiality of such information during its collection and retention.
6 General
6.1 ECS’s equal opportunities policy does not detract from the individual’s rights. This policy does not prevent any individual from pursuing their contractual rights through internal or external appeals procedures, or from pursuing their statutory rights through any body which deals with the enforcement of the particular legislation.

Kevin Robertson
Edinburgh Counselling Services
June 2012