It is the responsibility of each member of the Management Committee and Law Centre workers to put into practice all of the stated policy on equal opportunities.

Statement of Intent

The Law Centre will positively seek to ensure that oppressed groups and individuals are not disadvantage in its provision of services, in opportunities for employment, in participating in the management, and in the employment of suppliers and experts. We will actively assist oppressed groups and individuals to use our services. We recognise that not all oppressed groups are protected by legislation. We will use our best endeavours to ensure that we do not discriminate on grounds of race, colour, ethnic or national origin, sex, marital status, sexual orientation, disability, age, or religion.

We will treat with absolute confidence any information given by a client, an employee or Management Committee member about their health. The Law Centre will ensure that the Co-ordinators include workers who are representative of oppressed groups.

Direct Discrimination

 We will monitor the characteristics of our clients to ensure that the characteristics listed above do not lead to our clients being treated less favourably. We provide a specific service for women victims of domestic violence because of the needs of this group.

Indirect Discrimination

We will undertake surveys of those who do not use our service in an attempt to identify barriers which may deter members of different groups from using our services.

Victimisation

We will not subject any member of staff or client to any detriment because they made any allegations or give evidence for anyone else in respect of a complaint about the operation of this policy.

Service Provision

The Law Centre will actively assist oppressed groups and individuals to use the service of the Law Centre.  In furtherance of this aim the Law Centre will endeavour to provide the following services:-

Access to the Law Centre

The public areas of the Law Centre will be as accessible as possible to people with mobility problems.

Home visits

Home visits can be arranged in circumstances where clients are unable to attend the Law Centre in person for reasons of mobility, care of dependants, or any other reason which prevents attendance at the Law Centre in person.

Telephone advice

In order to improve access to the Law Centre, we provide a telephone advice service. We publicise this as widely as possible to improve accessibility to persons for whom attendance in person is not possible.                         

Interpreters:

When a client requires advice in a language other than English or in sign language, the Law Centre will provide an interpreter if we have a signed legal help form.  Clients are encouraged to bring someone who can interpret with them on their first visit. Members of staff with language skills will interpret if they are available in an urgent situation, but in general clients who need an interpreter will have an appointment arranged.  Our policy for monitoring the quality of interpreters is below.

Documents 

The provision of information regarding legal rights is an important part of the Law Centre’s work.  In order to improve accessibility to information on legal rights we provide leaflets in languages other than English.  Leaflets can  be copied into large print and the availability of that facility will be displayed prominently in the leaflet area. Written papers about the management of the Centre will be available in computerised form, Braille, large type, or on tape when requested. Documents will normally be produced in type of at least 12 point size and in high contrast high legibility fonts, unjustified and avoiding use of capital letters

 Children: 

We try to provide a welcoming environment for children.

Refusal of instructions

In any situation where a member of staff refuses to accept instructions from a client or potential client the reasons for refusal must be documented.

Breach

If there is reason to think that this policy may have been breached in respect of clients generally the co-ordinators shall make a report to the staff meeting with proposals for action to be taken.

Management Committee

The membership of the Law Centre Management Committee shall fully reflect the diversity of the membership of the Law Centre and its aims to promote the interests of oppressed groups. Where oppressed groups are not represented or are under-represented on the Committee, the Management Committee and officers will take steps to change this, initiating constitutional amendments or new systems of co-option as necessary.

Conduct of meetings

The Law Centre will ensure that its meetings are conducted in a fully participatory manner.  There will be equality of access and participation in the provision of information, decision making and the distribution of power.  In order to achieve these  objectives the following measures will be taken:

  1. Reasonable dependant care expenses will be paid for those committee members with caring responsibility to enable attendance at Management Committee meetings and when on authorised Management Committee business.
  2. Any reasonable transport costs and the costs of helpers to facilitate participation at meetings will be met to enable attendance at Management Committee meetings and when on authorised Management Committee business.
  3. Written papers be produced in accordance with our documents policy
  4. Translation facilities will be provided when requested.
  5. Signers and other facilitators will be made available when requested.
  6. The Law Centre must be notified sufficiently in advance of the meetings to enable arrangements to be made
  7. A note on the availability of these facilities will appear on notices of all Law Centre meetings.

Dealing with oppressive behaviour

The Law Centre accepts that equal opportunities policies can be ineffective without applicable sanctions against those individuals or groups who behave in an oppressive manner. Members, workers and managers of the Law Centre are expected to adhere to all aspect of equal opportunities, and the following has been adopted to provide for appropriate mechanisms to deal with behaviour of an oppressive or discriminatory nature.

For the purposes of this document, the definitions of oppressive behaviour and harassment are those contained in the Oppressive Clients Policy below.  

Staff are encouraged to raise issues where they feel our policy has been breached.  If a complaint is made of discrimination, harassment or oppressive behaviour, the onus of responsibility will not rest on the aggrieved individuals to investigate the allegation. In the events of a complaint by a client, member, worker or manager about oppressive or harassing behaviour by a member of the Law Centre staff, the complainant shall have the right to invoke the Complaints Procedure in addition to any rights they have under law. Where a member of the staff behaves in an oppressive manner she/he shall be subject to the Disciplinary Procedure.  In the event of a grievance being raised involving oppressive or harassing behaviour, this shall be dealt with all possible speed and confidentiality under the Grievance Procedure.        

Oppressive behaviour by clients

The following statement will be displayed to clients in the waiting room:

The Law Centre is committed to Equal Opportunities for all members of the community. We will not advise individuals or groups who express racist, sexist or oppressive views, or people involved in oppressive behaviour either against a partner or a person on the grounds of their race, sex, disability or sexuality.

Clients who behave in these ways may be refused a service.

Recruitment and Selection of Law Centre staff

The Law Centre recognises that people from oppressed groups can bring particular knowledge and experience to the work of the Law Centre. Staff appointments will be monitored to ensure that no discrimination is occurring against any oppressed groups at the points of selection.

Job Descriptions

All jobs whether permanent or temporary shall have a Job Description setting out what the worker will be required to do.  All Job Descriptions shall be up to date and accurate, written in a clear and concise manner, and shall be regularly reviewed and evaluated. All Job Descriptions include a section on the post holder’s responsibility to work in a way which promotes the Equal Opportunities Policy and practice.

Person Specification

We value people who can bring knowledge and understanding of the experiences of members of oppressed groups and this will be reflected in the person specification. Every job shall have a person specification which will outline the minimum essential requirements necessary to carry out the tasks of the Job Description.  This will consist of the minimum essential skills, abilities, knowledge and experience necessary to carry out the tasks of the job. If requirements are not essential, they should be excluded altogether.  Non-essential “preferable” or “desirable” criteria or requirements may  be used. Formal qualifications should not be required unless necessary and  related to the job. Relevant overseas qualifications are acceptable. All Person Specifications should include the skills, abilities and knowledge necessary to work in such a way to promote the Equal Opportunities Policy as this is essential to the tasks of all jobs.

Advertising

All vacancies shall be openly advertised.  Advertisements should be directed in order to include members of oppressed groups.  All advertisements shall carry an equal opportunities statement. Where a particular oppressed group is under-represented on the staff, the advertisement should state this and positively encourage people from that group to apply.  Advertisements shall mention our document policy  and the accessibility of Law Centre premises.

Applications

Every applicant shall be sent the following documents which will make clear the recruitment process and the intentions of the organisation with regard to equal opportunities in general and specifically in relation to the recruitment process:

  1. An Application Form
  2. A Job Description
  3. A Person Specification
  4. A copy of the Equal Opportunities Policy
  5. A brief outline of the structure and work of the Law Centre
  6. A separate form to monitor the gender, ethnic origin and disability status of applicants - this information will not be disclosed to the interviewing panel.

The monitoring form will allow the Law Centre to measure the implementation of its Equal Opportunities Policy. All documents relating to an application will be retained for at least 12 months after an appointment has been made.

Shortlisting And Interviewing

Throughout the selection procedure the only information about a candidate which shall be used will be that contained on the application form together with replies to questions if interviewed.  This should be made clear to all applicants from the outset. All interviewing panels should reflect the diversity of our local communities. Shortlisting shall be done by the full panel on the basis of essential requirements as outlined in the Person Specification. All questions at interview shall relate directly to the Person Specification.  Each candidate will be asked the same questions. Supplementary questions may be asked to encourage candidates to clarify or expand their responses. Candidates shall not be asked about their personal circumstances. The interviewing panel shall, prior to the interview, agree who should ask which questions and who should take notes.  The person asking a question at interview should not take notes whilst the candidate is replying. Each member of the panel shall note down their judgement of the interviewee prior to discussion with the panel to avoid influencing opinion.   Each member of the panel has a sheet of paper with either the criteria or questions listed on which brief notes and comments and scores should be made on each of the criteria during the interview. All candidates shall be asked about the Equal Opportunities Policy and how they will comply with it.

Expenses

Candidates who are interviewed will be paid the cost of reasonable public transport unless for some good reason they have to use private transport, in which case they will be paid our standard mileage rate.

Selection And Rejection

Decisions about selection shall be made in accordance with the person specification. Once the person has been selected and has confirmed their acceptance, all unsuccessful interviewees shall be informed.  Unsuccessful applicants shall, on request, be given the reasons why they have been unsuccessful.

References

References shall only be sought after interviews have taken place.  References should only be used to support or deny the appointment of a candidate.  They should not be used to choose between candidates.

Probation

All appointments will be subject to a probationary period of six months in accordance with our  Probation policy

Breaches

Any member of staff who feels that they may have been unfairly treated contrary to this policy should use the grievance procedure.   Any other person should use the complaints procedure.