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Outcome 1: Your organisation is committed to equality.
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Requirement
Set accountability for equality at the highest level in the organisation both in terms of
officers and committee members.
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| Essential evidence |
Added value evidence |
Named person or group accountable for equality;
- Board and CEO are held accountable for equality
- Nominated or appointed lead officer with support from an internal group is responsible for ensuring that the policy is implemented
- The above is evidence by an explicit reference to these roles within the organisation’s equality / equity policy.
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- Appointment of an ‘Equality Champion’ on the Board who will ensure that equality and
diversity issues are considered and addressed at each meeting. An accompanying role description
outlining expectations should be formulated to support this role.
- Terms of Reference for the Board include an explicit reference to its role as being the
responsible and accountable body for addressing inequalities.
- The role description of the Chief Officer should include an explicit reference to his/her
role in leading work to address inequalities and being the accountable and responsible officer.
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Requirement
Commit staff time / budget to equality generally and have the process of achieving the Equality
Standard specifically.
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| Essential evidence |
Added value evidence |
- The job or role description of the lead officer for equality/equity within the organisation
showing clearly the responsibility for this work area.
- A figure for resource (human or financial) commitment to addressing equality/equity needs
to be evidenced and compared against the overall resources / budget available. As a minimum a
one-year commitment should be indicated e.g. resource / budget support for the delivery of an
equality/equity action plan or to support the equality/equity work contained within a business
plan and/or resources for a lead officer. This can also be evidenced through integrated budgets,
e.g. ring fenced equality funding within development, HR or performance budgets or indeed
relevant monies allocated to promotions, equality/equity training, project support and work
conducted to ensure accessibility by all to the organisation’s web site.
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- The percentage time allocation committed by the lead officer, additional staff and / or
volunteers for equality could also be considered
- Work programme of the lead officer for equality / equity
- Job / role descriptions and / or work programmes for other staff that specify individual
role in the organisations equality work.
- Volunteer time can be evidenced through a simple work record sheet signed off by the line
manager or chief executive.
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Requirement
Ensure that all those involved in the organisation are aware of this commitment.
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| Essential evidence |
Added value evidence |
- A communication emanating from the accountable body/officer that makes a public commitment
to addressing inequalities should be formulated and circulated widely. This communication
should appear on the website, in a direct email to staff and partner organisations and also be
included in the organisation’s promotional publication or e-zone.
- Each organisation should indicate additional methods and media forms used for communicating
its commitment and raising awareness of equality/equity·
- Equality/Equity to be included as an agenda item at Board meetings when equality
implications and considerations are contained within reports to be presented or tabled.
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