"eyes and ears along the coast"

 

Equality Policy

 

Coastwatch Scotland (hereafter CWS) is committed to encouraging equality and diversity amongst our volunteers, and eliminating unlawful discrimination. The aim is for our volunteers to be truly representative of all sections of society and to the public, and for each volunteer to feel respected and able to give their best.

 

The organisation - in providing services and facilities - is also committed against unlawful discrimination of the public.

 

The policy’s purpose is to:

 

  •  provide equality, fairness and respect for all our volunteers;
  •  not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
  •  oppose and avoid all forms of unlawful discrimination. This includes dealing with grievances and discipline, dismissal, promotion, training or other developmental opportunities 

 

The organisation commits to:

 

  • encourage equality and diversity in the workplace;
  •  create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued;

           

This commitment includes explaining to volunteers about their rights and responsibilities under the Equality Policy. Responsibilities include volunteers conducting themselves to help CWS provide equal opportunities in volunteering, preventing bullying, harassment, victimisation and unlawful discrimination

 

 

All volunteers within CWS should understand they can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their volunteering against fellow volunteers, customers, suppliers and the public. (CWS “Bullying and Harassment Policy refers).

 

  •  take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow volunteers, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

 

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice Further, sexual harassment may amount to a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal

 

 

CWS will make

 

 

  •  opportunities for training, development and progress available to all volunteers, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of CWS.
  •  decisions concerning volunteers being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
  •  review practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law

  •  monitor the make-up of the volunteer workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

 

Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

 

The equality policy is fully supported by the Trustees and has been agreed with the Trustees.

 

Details of all CWS grievance and disciplinary policies and procedures can be found on this website. This includes with whom a volunteer should raise a grievance – usually the Station Manager.