Equal Opportunities. To ensure that all volunteers are dealt with in accordance with our equal opportunities policy, a copy of which is set out in the Volunteers Handbook.
Equal Opportunities. 22.1 The Board shall adopt a policy to comply with its statutory obligations under the Race Relations Act 1976 (as amended), the Sex Discrimination Xxx 0000 (as amended), the Disability Discrimination Act 1995 (as amended), the Equality Xxx 0000, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Sex Discrimination) Regulations 2005, the Employment Equality (Age) Regulations 2006, or any other relevant legislation relating to discrimination in the employment of employees and accordingly will not unlawfully treat one group of people less favourably than others because of their colour, race, disability, sex, sexual orientation, nationality, ethnic origin or age in relation to decisions to recruit, train, promote, discipline or dismiss its personnel.
22.2 In the event of any finding of unlawful discrimination being made against the Board, the Administering Authority or a contractor of the Administering Authority in respect of any matter relating to this Agreement by any court or industrial tribunal, or of any adverse finding in any formal investigation by the Commission for Equality and Human Rights the Administering Authority shall inform the other Partner Authorities of this finding and shall take appropriate steps to prevent repetition of the unlawful discrimination.
22.3 The Board or as the case may be the Administering Authority shall, on request, provide the other Partner Authorities with details of any steps taken under clause 22.2.
22.4 The Board or, as the case may be, the Administering Authority shall set out its policy on the prevention of unlawful discrimination:
22.4.1 in instructions to those concerned with recruitment, training and promotion;
22.4.2 in documents available to its personnel, recognised trade unions or other representative groups of its personnel; and
22.4.3 in recruitment advertisements and other literature.
22.5 The Board or as the case may be the Administering Authority shall observe as far as possible, and at least in accordance with the Administering Authority's published criteria, the Code of Practice relevant to employment matters issued by the Commission for Equality and Human Rights (or its predecessor organisations).
22.6 The Board or as the case may be the Administering Authority shall provide such information as the other Partner Authorities may reasonably request for the purpose of assessing the compliance of the Board ...
Equal Opportunities. 8.5.1. Framework Contractors will be required to ensure that it complies with equal opportunities and non-discrimination legislation in relation both to the delivery of the service and to employment and demonstrate the policies and practices which it will put in place to achieve this.
Equal Opportunities. As far as possible, annual vacation shall be arranged to secure equal opportunities of advantageous periods to all employees without regard to seniority.
Equal Opportunities. 16.1 In providing the Services, the Service Provider shall to the same extent as if it were a public authority within the meaning of the Equality Xxx 0000 (“the 2010 Act”) (or any European equivalent) comply with the 2010 Act together with all applicable amendments, regulations and Codes of Practice or any future or other legislation which concerns discrimination in employment and service delivery (the “Equalities Provisions”) and shall in particular comply with the public sector equality duty under Section 149 and shall have due regard to the need to:
(a) eliminate discrimination (whether direct or indirect), harassment, victimisation and any other conduct that is prohibited by or under the 0000 Xxx.
(b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it.
(c) xxxxxx good relations between persons who share a relevant protected characteristic and persons who do not share it.
16.2 The Service Provider shall take all reasonable steps to ensure that the servants, employees, or agents of the Service Provider and of its Sub- contractors engaged in the provision of the Services shall provide the Services in accordance with the obligations imposed on the Service Provider by Clause 16.1.
16.3 The Service Provider shall notify the Council immediately in writing upon becoming aware of any investigation or proceedings brought against the Service Provider under the Equalities Provisions in connection with the Service Provider’s provision of the Services.
16.4 If requested to do so by the Council, the Service Provider shall fully co- operate with the Council at its own expense in connection with any legal proceedings, ombudsman inquiries or arbitration in which the Council may become involved arising from any breach of the Council’s duties under the Equalities Provisions due to the alleged acts or omissions of the Service Provider or of the servants or employees or agents of the Service Provider and of its Sub-contractors engaged in the provision of the Services.
Equal Opportunities. 6.1 The Pharmacy will adopt an equal opportunities policy relating to service provision, staffing and management of the organisation, which is consistent with the definition of Discrimination stated below, and which complies with all relevant statutory obligations. Staff should work in line with their own organisation’s “Equal Opportunity Policy” and “Equality and Diversity Scheme”. All aspects of the Service will be sensitive to the individual service needs of service users. Their cultural, religious and linguistic needs should be met and recognised, utilising resources and specific services for support where appropriate. Discrimination - Through either direct or indirect action, giving less favourable treatment or applying an unjustified requirement because of age, race, gender, disability, sexual orientation, marital status, and blood borne virus status, irrelevant convictions, ethnic origin or religious belief.
Equal Opportunities. 3.1 The Council has a strong commitment to equal opportunities and in providing the Services the Organisation shall operate equal opportunity policies and procedures in all aspects of its work. By implementing these policies and procedures the Organisation shall ensure that it does not discriminate against any person or other organisation on the grounds of race, ethnic origin, disability, nationality, gender, sexuality, age, class, appearance, religion, responsibility for dependants, unrelated criminal activities, being HIV positive or having AIDS, or any other matter which causes a person to be treated with injustice.
3.2 The Organisation shall follow the best professional practice in relation to equal opportunities and in particular (but without limitation) shall comply with:-
3.2.1 all relevant legislation as well as statutory and other official guidance and codes of practice;
3.2.2 the Council's own equal opportunities policies as the same may be adopted and amended from time to time.
3.3 The Organisation shall initially comply with and adopt as its own the Council’s Equal Opportunity Policy which is set out at Annex 5. The Organisation may amend the Equal Opportunity Policy from time to time (subject to the Council’s approval which shall not be unreasonably withheld) in accordance with Clause 3.2 and shall ensure that the application of this policy includes how the Organisation:-
3.3.1 employs and recruits employees;
3.3.2 deals with board membership and other issues arising from its constitution;
3.3.3 handles racial disputes and harassment;
3.3.4 commissions contractors, consultants and agents;
3.3.5 implements the Delivery Plan.
3.4 The Organisation shall provide such information as the Council may reasonably request for the purpose of assessing the Organisation’s compliance with this Clause 3.
Equal Opportunities. We support the principle of equal opportunities and oppose all forms of unlawful or unfair discrimination on the grounds of colour, race, nationality, ethnic or national origin, sex, marital status, religion or similar belief, sexual orientation, age or disability.
Equal Opportunities. The parties to this Agreement are committed to the development of positive policies to promote Equal Opportunities and fair employment regardless of age, colour, disability, ethnic origin, marital status, race, sex or sexual orientation. The BBC is committed to widening the talent base from which acting talent is recruited and will take practical steps to ensure that diverse talent is considered wherever appropriate. The principal criteria for casting an artist for a particular role shall be that artist’s ability and the requirements of the role. The parties agree to annually monitor and review the operation of this policy. In order to enable the casting of performers with disabilities whether or not the part specifically calls for a performer with a disability the company will make every practical effort to ensure that access to any area of audition, rehearsal or performance is available to an artist with a disability. Where disabled access is outside the company’s control and is inadequate the company shall use every effort practical to effect improvements.
Equal Opportunities. 3.1 The JNC has endorsed the National Joint Council for Local Government Services’ (NJC) Equal Opportunities Guide. The document can be found in the NJC National Agreement on Pay and Conditions of Service (the “Green Book”) at Section 4.2.
3.2 The JNC has endorsed the English and Welsh Equality Frameworks for Local Government and recommends that local authorities should take account of these Frameworks when mainstreaming equality policies. The English Equality Framework for Local Government can be downloaded as guidance from Local Government Association at xxxx://xxx.xxxxx.xxx.xx/. The Equality Improvement Framework for Wales is available from the Welsh Local Government Association at xxx.xxxx.xxx.xx/xxxxxxx/xxxxxxxx-xxxxxxxxxxx- framework-for-wales.
3.3 Equality is a core principle which underpins both service delivery and employment. Authorities should therefore adopt a consistent approach when exercising discretion.
