Our Policies

Ullapool Dance ltd

Ullapool Dance Ltd Equal Opportunities and Diversity Policy

A) Statement of Policy

1. Ullapool Dance Ltd recognises that we live in a society where discrimination still operates to the disadvantage of many groups in society.

2. Ullapool Dance Ltd believes that all persons should have equal rights to recognition of their human dignity, and to have equal opportunities to be educated, to work, receive services and to participate in society.

3. Ullapool Dance Ltd is committed to the promotion of equality and diversity of opportunity within the company and affiliated organisations, through the way we manage the organisation and provide services to the community. In order to express this commitment, we develop, promote and maintain policies that will be conducive to the principles of fairness and equality in the workplace, in our general activities and through how the company presents itself publicly.

4. The objective of this policy is that no person should suffer or experience less favourable treatment, discrimination or lack of opportunities on the grounds of:

Gender, including gender reassignment

 Race (including colour, nationality, ethnic or national origins)


Religious or philosophical beliefs

Health or HIV status


Marital or civil partnership status

Parental status or pregnancy

Having or not having dependants

Sexual orientation

Political beliefs or trade union membership

Physical attributes

Ex-offender status as defined by the Rehabilitation of offenders act 1974

Lack of formal qualifications where such qualifications are not formally required

Any other grounds which cannot be shown to be justifiable within the context of this policy.

5. This policy will influence and affect every aspect of activities carried out at Ullapool Dance Ltd and other functions linked to Ullapool Dance Ltd, as determined by the management committee.

6. We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

7. In the provision of services and the employment of staff, Ullapool Dance Ltd is committed to promoting equal opportunities for everyone. Throughout its activities, Ullapool Dance Ltd will treat all people equally whether they are:

Seeking or using our services.

Applying for a job or already employed by us.

Trainee workers and students on work experience or placements.

Volunteer workers.

8. We are committed to:

Promoting a good and harmonious working environment in which all persons are treated with respect

Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation

Taking lawful affirmative or positive action, where appropriate

Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.


B) How the policy will be implemented and who is responsible?

The Board of Directors has responsibility for this policy and for naming a specific Equalities co-ordinator responsible for its effective implementation. Each head of department also has responsibilities and we expect all our employees and volunteers to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy we shall:

Communicate the policy to employees, job applicants, volunteers and relevant others.

Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.

Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques.

Incorporate equal opportunity notices into general communications practices.

Ensure that adequate resources are made available to fulfil the objectives of the policy.

Conduct and general standards of behaviour

All our employees, freelance staff and volunteers are to abide by the policy and help create the equality environment which is its objective. We will all promote the policy in all aspects of their own service delivery and in their working relationships with partners.

All staff and volunteers are expected to conduct themselves in a professional and considerate manner at all times. Ullapool Dance Ltd will not tolerate behaviour such as:

making threats

physical violence


swearing at others

persistent rudeness

isolating, ignoring or refusing to work with certain people

telling offensive jokes or name calling

displaying offensive material such as pornography or sexist / racist cartoons, or the distribution of such material via email / text message or any other format.

any other forms of harassment or victimisation.

The items on the above list of unacceptable behaviours are considered to be disciplinary offences within Ullapool Dance Ltd and can lead to disciplinary action being taken. The company does, however, encourage staff to resolve misunderstandings and problems informally wherever possible, depending on the circumstances. However, whether dealt with informally or formally, it is important for staff who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being over sensitive. It is the impact of the behaviour, rather than the intent, that counts, and that should shape the solution found both to the immediate problem and to preventing further similar problems in the future.


Complaints of discrimination

Ullapool Dance Ltd will treat seriously all complaints of unlawful discrimination on any forbidden grounds made by employees, trustees, clients or other third parties and will take action where appropriate.

All complaints will be investigated in accordance with the organisation’s grievance, complaints or disciplinary procedure, as appropriate and the complainant will be informed of the outcome in line with these procedures.

We will also monitor the number and outcomes of complaints of discrimination made by staff, volunteers, clients and other third parties.

C) Legal Obligations

Equal Opportunities and Discrimination (Equality Act 2010)

The new Equality Act came into force in October 2010 and replaces all previous equality legislation in England, Scotland and Wales – namely the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act, the Equal Pay Act, the Employment Equality (Age) Regulations 2006, The Civil Partnership Act 2004, the Employment Equality Regulations 2003 (religions and belief and sexual orientation).

The Equality Act 2010 protected characteristics are:

Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race , religion or belief sex and sexual orientation.

In valuing diversity Ullapool Dance Ltd is committed to going beyond the legal minimum regarding equality.

The Equality Act 2010 harmonises and strengthens and replaces most previous equality legislation. The following legislation is still relevant:

The Human Rights Act 1998.

The Work and Families Act 2006.

Employment Equal Treatment Framework Directive 2000 (as amended).



Ullapool Dance Ltd will incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.

1. The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees, making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

2. Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

3. Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications.

4. We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

5. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do their job.

6. Short-listing and interviewing will be carried out by more than one person where possible.

7. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

8. Selection decisions will not be influenced by any perceived prejudices of other staff.



1. We will maintain and review the employment records of all employees in order to monitor the progress of this policy.

Monitoring may involve:-

The collection and classification of information regarding the race in terms of ethnic/national origin and sex of all applications and current employees;

The examination by ethnic/national origin and sex of the distribution of employees and the success rate of the applicants; and

Recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.

2. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and staff.

Ullapool Dance Ltd will revise and review this policy regularly.

Approved by the Directors by email on 19/12/16


Review date: 18/12/17

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