Last updated: 19th January 2025
Next review: 26th September 2025
Purpose of Policy
Phoenix 12 CIC (P12CIC) recognises that not all sections of society have equal power and influence in terms of employment, decision making, community participation, access to facilities, recreation and their environment.
The purpose of this policy is to confirm P12CIC’s commitment to prevent discrimination and provide equal opportunities in all its activities.
Legal Context
P12CIC will follow the legal requirements of equal opportunities which are covered by:
- Equal Pay Act 1970
- Sex Discrimination Act 1975
- Race Relations Act 1976 and Race Relations Amendment Act 2000
- Disability Discrimination Act 1995
- Human Rights Act 1998
- European Commission’s equal treatment and Equalities Directive
Objectives of the Policy
Following the above legislation, this policy aims to ensure that:
- Nobody suffers direct discrimination. This means that no person should be treated less favourable because of their colour, race, ethnic origin, nationality, culture, gender, childcare or carer responsibilities, marital status, health status, disability, age, class, Trade union membership, religious belief, sexual orientation, neurodiversity or being an ex-offender.
- Nobody suffers indirect discrimination. This is when any conditions are imposed which have the effect of discriminating against any of the groups stated in the previous paragraph, whether this is intentional or not.
- Nobody is victimised or bullied because they have made a complaint or intend to complain. No form of harassment will be tolerated, and perpetrators will be subject to disciplinary procedures which may include dismissal
- P12CIC advocates the use of ‘positive action’ in the recruitment process so that opportunities are available to a broad range of individuals as possible. The criteria upon which a person is selected for a post are based on merit to ensure that the process is fair and open to all.
Equalities principles
As a Community Interest Company focused on community engagement, well-being and resilience, we aim to reflect and address the needs of all those we are in service to. In carrying out our function, all P12CIC directors, associates, (which includes both permanent and short-term contract employees as well as consultant, agency staff and volunteers) need to:
- Work within the spirit as well as the letter of the law by helping to create a comfortable working atmosphere in which everyone is treated with respect
- Ensure personal responsibility for the practical application of this policy e.g. challenge and work toward eradicating any discrimination
- Provide responsive and accessible services catering for the diversity of the estate
Implementation & Responsibility
All associates of P12CIC are responsible for supporting and implementing this policy. Ultimate responsibility lies with the Directors.
The Directors are responsible for ensuring that the policy is monitored, reviewed and developed in line with legislation, and will ensure that all appropriate Equal opportunities training, and development are put in place for all associates.
Monitoring
This policy will be monitored continuously and reviewed annually to ensure that this policy is operating effectively. P12CIC will maintain records of equalities forms and information on all associates as well as applicants for positions and service users.
Implementation and effectiveness of the policy will be monitored and assessed annually by the Directors.
Dated: 26th September 2024
Jo Marr
Founder & CEO