Child Protection Policy
Equality Policy Statement for Kids in Control Ltd.
General Statement
1.1 Kids in Control Ltd seeks to make drama training and theatre
making accessible to those who wish to participate in it, irrespective
of their gender, marital or family status, religious belief,
political opinion, nationality, race or ethnic origin, sexual
orientation, age, disability or unrelated criminal conviction.
1.2 Kids in Control Ltd is opposed to all forms of unlawful
and unfair discrimination. All employees and job applicants
(actual or potential) will be treated fairly and selection for
employment, promotion, training or any other benefit will be
on the basis of aptitude or ability.
Recruitment
2.1 Kids in Control Ltd will ensure that its recruitment and
selection procedures are consistent, provide equality of opportunity
and are seen to be fair by all employees and job applicants.
Selection will be based on the ability to do the job in question.
2.2 In cases where Kids in Control employs tutors, performers
or professional production staff, selection will remain consistent
with 2.1 above providing equality of opportunity irrespective
of gender, marital or family status, religious belief, political
opinion, nationality, race or ethnic origin, sexual orientation,
age, disability or unrelated criminal conviction.
2.3 Kids in Control Ltd will adopt clearly defined employment
procedures which are designed to ensure that all recruitment
is conducted systematically and objectively with the Equal Opportunity
principles in mind.
Rights of Employees
3.1 Kids in Control Ltd is committed to the maintenance of a
good and harmonious working environment in which no employee
feels under threat or intimidated by comments or actions slanderous,
libelous or otherwise concerning matters of gender, marital
or family status, religious belief, political opinion, nationality,
race or ethnic origin, sexual orientation, age, disability or
unrelated criminal conviction.
3.2 All comments or actions slanderous, libelous or otherwise
as set out in 3.1 constitute a breach of this policy and will
be regarded as a disciplinary offence, which may result in dismissal.
Monitoring/Review and Implementation
4.1 This policy will be reviewed taking into account changes
in work practices, staffing and especially changes in legislation.
4.2 Kids in Control Ltd will review its Equal Opportunities
Policy annually in accordance with conditions specified in 4.1
The review will be the responsibility of the Board of Directors.
4.3 Responsibility for the implementation of this policy in
relation to selection for employees to the Kids in Control training
programmes, outreach projects and theatrical productions rests
with the Artistic Director who is responsible to the Board of
Directors.
4.4 Responsibility for the implementation of this policy in
relation to other company operations such as employment of other
personnel and services for and on behalf of the company rests
with the Project Co-ordinator who is responsible to the Board
of Directors.
4.5 Responsibility for the monitoring, implementation and review
of this policy as a whole rests with the Board of Directors
of Kids in Control Ltd.
4.6 The Board of Directors will ensure that all employees through
induction, training etc are aware of and operate to the terms
set out in this policy.
4.7 The Board of Directors will provide for all those involved
in recruitment and selection adequate resources to fulfil the
aims of this policy.
Complaints
5.1 Employees who believe that they have suffered any form of
discrimination, harassment or victimisation are entitled to
raise the matter through the agreed procedures. A copy of these
procedures is available from the Project Co-ordinator. All complaints
of discrimination will be dealt with seriously, promptly and
confidentially.
These internal procedures do not replace or detract from the
right of employees to pursue complaints under the Sex Discrimination
(NI) Order 1976, the Disability Discrimination Act 1995 and
the Race Relations (NI) Order 1997 to an industrial tribunal
or, under the Fair Employment (NI) Act 1976, to a Fair Employment
Tribunal.
Every effort will be made to ensure that employees making complaints
will not be victimised. Any complaint of victimisation will
be dealt with seriously, promptly and confidentially. Victimisation
will result in disciplinary action and may warrant dismissal.Signed
Grainne Woods
Secretary: Kids in Control Ltd
|
