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Outcome 2: Your organisation has a policy for equality that has been
communicated and is understood by staff and key volunteers.
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Requirement
Draft a policy for equality.
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| Essential evidence |
Added value evidence |
- The organisation has a policy for equality/equity that has either been written or been
reviewed and / or re-written as required within one year preceding assessment.
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Requirement
Ensure all staff and key volunteers have an opportunity to contribute to its development.
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| Essential evidence |
Added value evidence |
- All staff and key volunteers, including Board members, have had an opportunity to contribute
to the development of the equality/equity policy – as evidenced by the production of relevant
minutes of staff and Board meetings.
- The draft policy has been circulated to all staff, key volunteers and board members, with
responses collated and considered.
- Board minutes demonstrate that the policy was approved.
- Email, newsletter or similar circulation of the draft policy is acceptable as long as
this is supported by the collation of responses.
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Requirement
Develop briefing/training for senior staff and committee members on equality and relevance to your sport.
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| Essential evidence |
Added value evidence |
- Briefing and / or training session notes and presentations delivered to the Board and
staff on equality/equity and not just the Standard, list of attendees to be included
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- Training delivered to Board, staff or senior volunteers.
- Organisations may also use e-learning tools developed by other agencies
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Requirement
Disseminate and communicate the policy for equality throughout the organisation |
| Essential evidence |
Added value evidence |
- The Policy should be made easily accessible on the organisation’s web site.
It should also be included within:
- Job packs (as a policy statement)
- Induction programme
- Referenced within service level agreements and contracts
(again the policy statement will suffice)
- Direct emails to all those consulted during the policy’s development
- The staff and /or member’s handbook (if the copy deadline is missed on a print run then
a signed commitment by the CEO that states that the policy will be included within the next
updated version will be needed)
- Evidence that the policy has been read and understood by new staff as they are inducted.
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- A delivered a session to the board and staff on the implications of the equality/equity
policy by the Lead Officer or CEO
- Understanding of the policy can be facilitated through an implications briefing note
that as a minimum is circulated directly to staff and Board members
- A sign and return form for the policy can be used to demonstrate that
all staff have read and understood the policy.
- Sessions within staff and Board meetings highlighting the implications of the policy and
specific resultant responsibility and actions for each member of staff and Board.
- An indication of how the policy may influence other policies and areas of work –
this information could be included in the briefing notes
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