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EQUAL OPPORTUNITIES
POLICY
- General
1.1
WAWWA is committed to a policy of equal opportunities for
all its members and shall adhere to such a policy at all times
and will review on an on-going basis on all aspects of
recruitment to avoid unlawful or undesirable discrimination.
WAWWA will treat everyone equally irrespective of sex,
sexual orientation, marital status, age, disability, race,
colour, ethnic or national origin, religion, political beliefs
and places an obligation upon all members to respect and act in
accordance with the policy.
1.2
WAWWA shall not discriminate unlawfully when deciding
which candidate/performer auditioned to join the company.
WAWWA will ensure that each candidate/performer is
assessed only in accordance with the candidate/performers
merits, qualification and ability to perform the relevant duties
required by the particular vacancy
1.3
WAWWA will not accept instructions from clients that
indicate an intention to discriminate unlawfully.
- Sex and Race discrimination
Under the Sex Discrimination Act
1975 and the Race relations Act 1976 direct discrimination
occurs where the individual treats another individual less
favourably on the ground of their sex or race than he treats or
would treat other persons.
It
is unlawful for a company to discriminate against a person on
the ground of their sex, colour, race, nationality, ethnic or
national origins.
·
In the terms on which the company offers to
provide any of its services;
·
By refusing or omitting to provide any of its
services
·
In the way it provides its services
Direct
discrimination would also occur if a company accepted and acted
upon an application from a candidate which states that certain
persons are unacceptable because of their sex, colour, race,
nationality or ethnic or national origins unless one of the
exceptions applies.
2.2
Indirect discrimination
A claim of indirect discrimination arises
when a company applies a requirement or condition generally, but
which is a proportion of persons from one racial group who can
comply with it is considerably smaller than the proportion of
persons not of that racial group who can comply with it.
Indirect
discrimination would also occur if a company accepted and acted
upon an indirectly discriminatory instruction from a director.
3.
Disability discrimination
Under the Disability Discrimination Act
1995, disability discrimination occurs if for a reason which
relates to the disabled persons disability and individual:
- treats him less favourably than he treats or would
treat others to whom that reason does or would not apply,
and,
- the company cannot show that the treatment in
question is justified.
WAWWA will not
discriminate against a disabled candidate/performer on the
grounds of disability:-
- in the arrangements i.e. application form, audition
and arrangements for selection for determining to whom the
part should be offered; or
- in the
terms of which the part is offered; or
- by refusing to offer or deliberately not offering
the disabled person a part for reasons connected with their
disability; or
- in the opportunities afforded to the person for
receiving any benefit, or by refusing to afford, or
deliberately not affording him or her any such opportunity;
or
- by subjecting him or her to any other detriment
(detriment will include refusal of training; or harassment).
WAWWA will
accordingly make career opportunities available to all people
with disabilities and every practical effort will be made for
the needs of the performers and audience.
Wherever
possible WAWWA will make reasonable adjustments to hallways,
passage and doors in order to provide access for disabled
performers and clients. However,
this may not always be feasible.
4.
Age
Discrimination
As far as it is possible and in the most
exceptional circumstances no age requirements will be stated in
any advertisement for recruitment advertisements on behalf of
the company.
WAWWA will request age as part of its
recruitment process but information will not be used in any
detrimental way and is for compilation of personal data, which
the company holds on all performers and workers.
5.
Complaints and Monitoring Procedure
WAWWA has in place procedures for dealing
with complaints of discrimination.
These are available from Fred Coleman and will be made
available immediately upon request.
6
Harassment Policy
WAWWA is committed to providing an
environment free from unlawful harassment.
6.1
Harassment because of race, colour, creed, sex, sexual
orientation, marital status, national origin or ancestry,
physical or mental disability, age or religion or any other
basis protected by legislation is unlawful and will not be
tolerated by WAWWA.
6.2 This policy prohibits unlawful harassment by any member of WAWWA
6.3 Examples
of harassment are:
·
verbal or written conduct containing derogatory
jokes or comments
·
slurs or unwanted sexual advances
·
visual conduct such as derogatory or sexual
orientated posters
·
photographs, cartoons, drawings or gestures
·
physical conduct such as assault, unwanted
touching or any interference because of sex, race or any other
protected basis.
·
Threats and demands submit to sexual requests as a
condition of continued membership or to avoid some other loss,
and offers of benefits in return for sexual favours.
·
Retaliation for having reported or threatened to
report harassment.
6.4
If you believe that you have been unlawfully harassed,
you should make an immediate report to Fred Coleman followed by
a written complaint as soon as possible after the incident.
Your complaint should include:
·
details of the incident
·
the names of the individual or individuals
involved
·
the name or names of any witness or witnesses
6.5
WAWWA will undertake
a thorough investigation of the allegations.
If it is concluded that unlawful harassment has occurred,
immediate action will be taken.
6.6
If any member who WAWWA finds to be responsible for
unlawful harassment will be subject to
the disciplinary procedure and any action may include
termination.
Signed:
FG Coleman - Chairman
On behalf of WAWWA
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