EQUAL OPPORTUNITIES POLICY (2021)

1.         Aims

 1.1       Aldeburgh Music Club choir (AMC) is a music group open to all. We aim to treat our members, volunteers, staff and supporters equally regardless of their age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, sexual orientation, class and socio-economic background.

 1.2       AMC’s Chairman for the time being is responsible for providing advice and guidance on equality and diversity issues, and for ensuring that AMC’s Equal Opportunities Policy is kept up to date.

 2.         Equality of opportunity

 AMC aims to:

 2.1       promote equality for its members and potential members in access to membership and musical activities and opportunities;

 2.2       ensure no member or potential member will receive less favourable treatment or is disadvantaged by the criteria and characteristics set out in the Aims;

 2.3       ensure no individual wishing to volunteer or work for (including on a freelance basis) AMC will receive less favourable treatment or is disadvantaged by the criteria and characteristics set out in the Aims.

 3.         Inclusion and respect

 3.1       AMC values its members, staff, volunteers and supporters and will do all it can to:

3.1.1     treat them in a respectful manner and ensure they are made to feel equally welcome and included in all activities;

3.1.2       provide an environment in which the contribution and needs of everyone are fully valued and recognised.

 3.2       Accordingly all members, staff volunteers, supporters and those representing AMC are expected to treat each other with respect and dignity and ensure activities are welcoming and inclusive for all.

 3.3       Inappropriate, violent or abusive behaviour or otherwise offensive and inflammatory remarks and behaviour are not acceptable. These constitute harassment and have no place in AMC.

 3.4       AMC will support our members, volunteers, staff and supporters in not tolerating any inappropriate, violent or abusive behaviour from other group members, volunteers, colleagues, other organisations or customers.

 4.         Accessibility

 AMC will use reasonable endeavours to ensure that venues used are accessible to all for rehearsals, concerts and any other activities or events it undertakes.

5.         Dealing with Complaints

5.1       If any member, volunteer, staff or supporter feels they have been discriminated against or harassed they should raise it with the committee.

 5.2       The committee will take complaints of discrimination and harassment seriously.

 5.3       The committee will investigate the complaint, listening to all parties involved:

5.3.1     If the complaint is against a committee member, that member will not be part of the conduct of the investigation.

5.3.2       If the complaint is against an individual, that individual will have the opportunity to express their point of view in a safe environment and accompanied by a friend.

5.3.3       The person making the complaint will have the same opportunity.

5.4       If a complaint is found against AMC, the committee shall work to ensure that such discrimination is not repeated in the future and shall inform the members of how they propose to do this.

 6.         Employment practices – general

 6.1       AMC aims to promote equality and inclusivity as an employer and shall ensure that no volunteer, employee, person engaged to provide a service (e.g. freelance) or job/volunteer applicant receives less favourable treatment or is disadvantaged by the characteristics set out in the aims of this policy.

 6.2       AMC selects all candidates for interview based on their skills, qualifications and experience.

 6.3       Selection, recruitment, training, promotion and employment practices will be subject to regular review to ensure that they comply with this Policy.

 6.4       AMC regards discrimination, abuse, harassment, victimisation or bullying of staff or volunteers in the course of work as disciplinary offences that could be regarded as gross misconduct.

 7.         Responsibilities

 AMC will ensure that all those who are involved in any recruitment process are aware of AMC’s Equal Opportunities Policy.

 8.         Policy review

 This Policy will be reviewed by AMC’s committee every two years.

 Reviewed and endorsed by AMC Committee      [Date]   18.05.2021

 Signed by Veronica Posford, Chair                                  [Veronica Posford]