- Cedar Music and Performing Arts recognises that discrimination and victimisation is unacceptable. It is the aim of the Cedar MPA to ensure that no child, volunteer, member of staff, or contractor receives less favourable facilities or treatment (either directly or indirectly) on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
- Our aim is that Cedar MPA will be wholly inclusive of all sections of society and that each individual feels respected and empowered.
- We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all our staff, contractors, children and young people.
- All staff and contractors will be treated fairly and with respect. Everyone involved in Cedar MPA will be helped and encouraged to develop their full potential and the talents and resources of the school will be fully utilised to maximise the efficiency of Cedar MPA.
- Our staff and contractors will not discriminate directly or indirectly, or harass others, children and young people because of age, disability, gender, race, religion or belief, sex, and sexual orientation in the provision of the Cedar MPA.
- This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
- To create an environment in which individual differences and the contributions of all our staff, contractors, children and young people are recognised and valued.
- Every individual is entitled to an environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
- Training, development and progression opportunities are available to all.
- To promote equality which we believe is good management practice.
- We will review all our practices and procedures to ensure fairness.
- Breaches of our equality policy will be regarded as misconduct and could lead to further proceedings.
- The policy will be monitored and reviewed annually
RESPONSIBILITIES OF THE PRINCIPAL
The Principal is responsible for ensuring that:
- all staff and contractors are aware of the policy and the arrangements, and the reasons for the policy;
- grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
- proper records are maintained.
RESPONSIBILITIES OF STAFF
Responsibility for ensuring that no unlawful discrimination rests with all staff and contractors, and that the respective attitudes are crucial to the successful operation of classes at Cedar MPA. In particular, all members of staff and contractors should:
- comply with the policy and arrangements.
- not discriminate in their day to day activities or induce others to do so.
- not victimise, harass or intimidate other members of staff, contractors, children or young people.
- ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
- inform the Principal if they become aware of any discriminatory practice.
Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as parents. Cedar will not tolerate such actions against its staff and consultants, and those concerned should inform the Principal at once that this has occurred. The Principal and Director will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
RELATED POLICIES AND ARRANGEMENTS
All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.
A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction training.
- Cedar deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
- The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs.
- We will maintain information on staff and consultants who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
- Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of Cedar’s policies and our services may have on those who experience them.
- The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
The effectiveness of this policy and associated arrangements will be reviewed annually. This policy was last reviewed on 08.01.20.