"eyes and ears along the coast"

 

Equal Opportunities Policy

 

Introduction

Coastwatch Scotland (hereafter CWS), has a part to play in reducing the disadvantages which certain people and groups have experienced, both now and in the past. We also want our volunteers to be truly representative of the community they serve.

 

We extend the same principle to everyone. We recognise that, while much can be achieved through developing policies and procedures to meet our legal and other obligations, real progress requires a programme of action that involves the participation of our staff and volunteers. Genuine Equal Opportunities in every workplace and every service requires a commitment from everyone.

 

 

The Law

We wholeheartedly accept the statutory requirements laid down in the Equality Act. It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender re-assignment, pregnancy, parenthood, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as ‘protected characteristics’.

 

In addition, volunteers must not discriminate against or harass a member of the public in the provision of services. It is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, service providers have an obligation to think ahead and address any barriers that may impede disabled people from accessing a service.

 

 

Unlawful discrimination can include:

 

Direct discrimination – where a person is treated less favourably than another because of a protected characteristic

 

  • Indirect discrimination – where a provision, criterion or practice is applied that is discriminatory in relation to individuals who have a relevant protected characteristic.
  •  Harassment – where there is unwanted conduct, related to one of the protected characteristics.
  •  Associative discrimination – where an individual is directly discriminated against or harassed for association with another individual who has a protected characteristic.
  •  Perceptive discrimination – where an individual is directly discriminated against or harassed based on a perception that he/she has a particular protected characteristic.
  •  Third-party harassment – when an employee is harassed by third parties such as clients and the harassment is related to a protected characteristic and the employer has failed to take action.
  •  Victimisation – where an employee is subject to a detriment because he/she has made or supported a complaint or raised a grievance, or because he/she is suspected of doing so.
  •  Failure to make reasonable adjustments – where a physical feature or a provision, criterion or practice puts a disabled person at a substantial disadvantage compared with someone who does not have that protected characteristic and the employer has failed to make reasonable adjustments to enable the disabled person to overcome the disadvantage.

 

The following statements of policy provide a framework within which we will seek to develop programmes and initiatives.

 

 

Responsibilities

 

The Charity’s trustees are responsible for promoting equal opportunities.

 

All volunteers, including the trustees of the Charity share the responsibility for ensuring that the Equal Opportunities Policy is promoted and implemented fairly and effectively.

 

The Station Manager will ensure the implementation and effectiveness of the policy and report to the board annually. It is, however, the responsibility of the Charity’s Trustees actively to promote equality of opportunity in all areas.

 

It is the individual responsibility of every volunteer to seek to ensure the practical application of the policy. CWS wishes to state explicitly that acts of direct and indirect discrimination and failure to comply with the provisions of the policy cannot and will not be tolerated and will be investigated. Disciplinary action may then be taken against the individual(s) concerned.

 

In addition, if any member volunteer considers that he or she is the subject of, or witnesses, unequal treatment, a complaint may be made through the agreed procedures for dealing with grievances, harassment or whistleblowing.