Equality Policy

Equality Policy

 

1.             Background

1.1          All Directors/Trustees, Officers and other volunteers of The Omnibus Society (this includes organisations affiliated with The Omnibus Society) are responsible for ensuring that no form of discrimination is tolerated. They are referred to as the Society in this document. 

This policy sets out the approach to equal opportunities and the avoidance of discrimination throughout the Society’s activities. It applies to all aspects of those activities, including membership, events, correspondence and publications. Everyone associated with the Society is required to help the Society meet its commitment to prevent unlawful discrimination.

1.2          This policy covers all Directors/Trustees, Officers and other volunteers, Members and guests as well as others who perform duties on the Society’s behalf or hold office within the Society.

The Omnibus Society takes a strict approach to breaches of this policy. All complaints will be treated in confidence and investigated as appropriate. There must be no victimisation or retaliation against members or officeholders who complain about discrimination.

 

2.             Statement

2.1          The Omnibus Society is aware of its obligations under the Equality Act 2010 and other related legislation committed to promoting equal opportunities and ensuring that any members and guests participating, or wishing to participate, in the Society’s activities can do so in an inclusive and safe environment free of discrimination.

Members and guests of the Society will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (which are referred to in this policy as Protected Characteristics).

 

3.             Discrimination

3.1          The Omnibus Society sets an appropriate standard of behaviour, and must respect the rights of all those with whom it comes into contact in the course of the Society’s activities. Everyone is entitled to be treated fairly regardless of any Protected Characteristics.

The Society will not unlawfully discriminate against or harass other people including current, former and prospective members, volunteers, donors, suppliers and visitors. This applies both at events organised by the Society, as well as during the course of any duties carried out on its behalf.

3.2          The following forms of discrimination are prohibited under this policy and are unlawful:

(a)        Direct discrimination: treating someone less favourably because of a Protected Characteristic. This might relate to the rejection of an applicant for membership because of religious views or sexual orientation.

Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified.

(b)        Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.

Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.

(c)        Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

 

4.             Membership and Appointments

4.1          Admission to membership of the Society is conducted on the basis of the membership admission conditions. Appointment of Directors/Trustees, Officers and other volunteers will be effected in such a manner to avoid discrimination.

The Society accepts an obligation to address barriers that may impede disabled people from accessing its activities.

4.2          Prospective members and officeholders should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic.

 

5.             Disability

5.1          If members are disabled or become disabled, the Society encourages them to inform the Society about the condition so that it can support them as appropriate.

5.2          The Society will aim to perform an assessment in advance of its events to review what aspects of the events or venues in which they are being held may cause disabled members to be at a substantial disadvantage. It will also aim to contact any members it considers may be affected by any aspect of an event or venue to discuss any reasonable adjustments which might be made. The Society will consider such matters carefully and try to accommodate the needs of members within reason. If we consider a particular adjustment would not be reasonable we will explain our reasons if necessary and try to find an alternative solution where possible.

There may be circumstances where the nature or characteristics of a particular event or venue means that the Society needs to ask certain disabled members to be accompanied, including for reasons of health and safety. On such occasions, the Society will make any reasonable adjustments necessary to promote accessibility for those disabled members affected. If a member seeks to attend an event alone but it transpires that they are unable to cope at the event and no reasonable adjustments are possible, or there is a risk to health and safety, the Society reserves the right to insist a member be accompanied by an appropriately trained and aware companion.

5.3          A person with a disability may be accompanied by a service animal at events and keep the animal with them if the public has access to such premises and the animal is not otherwise excluded by law. If a service animal is excluded by law, the Society will make every effort to assess what reasonable adjustments can be made to enable the person with a disability to obtain, use or benefit from our events.

It is the responsibility of the person with a disability to ensure that his or her service animal is kept under control at all times. If any other person present at an event has a severe allergy to animals, we will assess what reasonable adjustments can be made to resolve the situation to the satisfaction of all concerned.

 

6.             Who is responsible for this policy?

6.1          The Society’s Directors and Trustees have overall responsibility for the effective operation of this policy and for ensuring compliance with discrimination law. Day-to-day operational responsibility for this policy, including regular review of this policy, has been delegated to the Director with responsibility for Health & Safety and allied matters.

Issues about the content or application of this policy, should be referred to the Secretary of The Omnibus Society in the first instance.

6.2          This policy is reviewed on an annual basis by the Management Meeting. All Affiliated Bodies are required to accept this document, as amended from time to time, thus binding all constituent parts of the Society to maintain the standards contained in this policy. Comments on this policy and suggestions are welcomed especially as to how it might be improved. All such comments should be initially sent to the Secretary.