Equal Opportunities Policy Of Gainsborough Folk & Ale Club
(Hereinafter referred to as THE ORGANISATION)

Policy Statement

THE ORGANISATION recognises that everyone has a contribution to make to our society and a right to equal treatment. We aim to ensure that no job applicant, committee member, volunteer, organization or individual to whom we provide services, will be discriminated against by us on any unfair grounds whatsoever.

We aim to foster awareness of prejudices in all who work for and with THE ORGANISATION Management Committee, and we aim to encourage the removal of such prejudices.

We also aim to ensure that committee members, volunteers and staff working with individuals and with organisations for which THE ORGANISATION Committee provides services do not suffer discrimination, and where this occurs,

THE ORGANISATION Management Committee commits itself to taking positive action against such discrimination.

THE ORGANISATION Management Committee is committed to:

  • addressing positively opportunities for full participation within the organisation

  • adopting an effective system to monitor its practice with regard to ensuring equality of opportunity

  • promoting good practice with regard to equality of opportunity for organisations and individuals involved in the work of THE ORGANISATION Management Committee.

    In particular THE ORGANISATION Management Committee will:

  • work to ensure that all its services are provided in a way which promotes awareness of the rights and needs of people from minority groups and enables all people to have access to those services

  • work to ensure that all THE ORGANISATION Management Committee terms and conditions of employment and volunteering reflect a range of needs and interests which encompass people who may otherwise be disadvantaged. The policy of THE ORGANISATION Management Committee is to ensure that no person receives less favourable consideration than others in the selection and appointment of staff or in the recruitment of volunteers. Service provision

    THE ORGANISATION Management Committee will take positive action to ensure its services to, and contacts with, other groups and individuals reflect this Equal Opportunities Policy. This will be effected by:

  • consulting with groups and individuals with special requirements to identify how the Management Committee's services may be improved to meet their needs

  • ensuring that all individuals who represent the Management Committee are aware of, understand and operate this Equal Opportunities Policy.

    Employer's responsibilities

    THE ORGANISATION Management Committee:

  • is responsible for the implementation and monitoring of this Equal Opportunities Policy

  • will ensure that all individuals within the THE ORGANISATION, whether paid or unpaid, clearly understand and practise the principles contained in this Policy

  • will not victimise anyone who has provided information about discrimination

    It shall be the responsibility of the Management Committee's Secretary to keep the Committee fully up to date with developments or difficulties relating to the implementation of this Policy. Employee's / Users responsibilities
    All employees of THE ORGANISATION Management Committee and users of its services:

  • will be required to co-operate with measures introduced by the Committee to ensure and promote equal opportunities

  • will neither practise any form of discrimination nor use discriminatory language

  • will draw to the attention of the Committee any suspected acts of discrimination

  • will not victimise anyone who has provided information about discrimination.


    This Equal Opportunities Policy will be reviewed by THE ORGANISATION Management Committee annually at the Annual General Meeting.

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