EQUAL OPPORTUNITIES POLICY

Cheadle Hulme United Reformed Church is an equal opportunities organisation.  This policy aims to ensure that no employee, applicant, member, user of facilities or other person on our premises receives less favourable treatment on the grounds of religion, race, culture, gender, sexual orientation, marital status, age or disability or is disadvantaged by conditions or requirements which cannot be shown to be justified.

Cheadle Hulme United Reformed Church is fully committed to the active promotion of equal opportunities in the provision of all its services on-site and in the community where reasonably practical.  It is recognised that while much can be achieved through the development of procedures to meet the obligations of law, real progress requires efforts involving the participation of all members and users of its facilities.

PROCEDURE

Employees, members and users should be aware that they have responsibilities towards promoting equal opportunities and should be properly equipped where reasonably practical to take account of the differences and special needs of particular groups.  Suitable provision will be made for any special needs to be met, including all disabilities, physical and otherwise. Cheadle Hulme United Reformed Church will endeavour to identify and monitor possible areas of inequality.  It is the individual responsibility of any employee, member or facility user who must seek to ensure the practical application of this policy.  Any employee, Church member of facility user may use the guidance procedure to complain about perceived discriminatory conduct. If discriminatory practice should occur, even un-intentional, the minister and elders who serve as the management of the Church, will seek to bring  changes to the situation, reconciliation and develop understanding.  The management of the Church reserve the right to initiate disciplinary action in this respect. All procedures related to employment or hiring of facilities will be reviewed regularly to ensure that neither direct nor indirect discrimination should occur. Where possible, people involved in employee selection and room hiring processes will be offered training to avoid discriminatory practices.

Updated 27/2/2023 BSV