Equal Opportunity

Equal Opportunities Statement and Policy

Name of Club	Apex Up CIC
Location	22 Warren Road Washwood Heath B8 2YL
Contact Person	Muhammed Zahir mz@apexup.org 07706803260
Date	February 2025

The Apex Up CIC Board of Directors are made up from a diverse group of individuals and adopts this Equal Opportunities Statement and Policy, which supports our vision and values by setting out our commitment to:

Promoting equality of opportunity
Promoting good relations between people with diverse backgrounds and needs
Eliminating harassment, unlawful and institutional discrimination and victimisation

Responsibility Statement

Apex Up CIC will not discriminate against or treat any individual less favourably on the grounds of age, gender, marital status, race, disability, colour, sexual orientation, nationality, ethnic origin, religion, social background or any other irrelevant distinction.

Apex Up CIC recognises that groups can experience inequalities in their lives, including:

Black people and people from other minority groups
Disabled people
Lesbian, gay, bisexual and transgendered people
Women
Social class
Religious beliefs
Cultural practices
HIV status

Apex Up CIC acknowledges that institutional structures, practices and procedures can be discriminatory. We are committed to complying with all United Kingdom (and European Community) anti-discriminatory legislation which can help the fight against disadvantage and discrimination. We will not tolerate harassment, discrimination or victimisation on any grounds.

Employment

All employees and members accept their personal responsibility in the practical application of this policy.

All appointments, whether for staff or volunteers, are carried out in accordance with Apex UP ’s CIC Fair Recruitment and Selection Procedure, and anyone involved in staff and volunteer recruitment will be appropriately trained.

All relevant aspects affecting the composition of the work/volunteer force; including applications, short-listing, interviews, appointments, promotions, departures or dismissals, are monitored and the information obtained is actively used to devise action plans, positive action training and other steps to promote greater equality throughout the organisation’s work/volunteer force.

Disciplinary cases and grievances are carried out in accordance with Apex Up ’s CIC disciplinary procedures and/or Employment Code of Practice, and those staff/volunteers involved in hearing such cases are appropriately trained and/or experienced.

Discriminatory language and behaviour which offends or threatens colleagues, or any others is not tolerated. Where it is necessary, action to deal with such instances will be taken under Apex UP CIC and/or the organisation’s disciplinary procedure.

Apex Up CIC does not tolerate inappropriate language, behaviour or violence to staff or volunteers by service users, and again will take appropriate action to protect staff or volunteers if such incidents occur.

Training

Apex Up CIC recognises the importance of developing staff or volunteers to meet the needs of a diverse range of users and to contribute fully to our corporate priorities. A wide variety of training programmes is available to staff and volunteers.

Relations with outside organisations/contractors

Apex Up CIC promotes its values on equality of opportunity in its dealings with members, partners and other outside organisations, contractors, suppliers.

Communication

Apex Up CIC will continue to make facilities available to enable staff and volunteers at all levels to communicate effectively with (for example, those people whose first language is not English, people who are deaf or have a hearing impairment, those who are blind or visually impaired).

Consultation

Individuals and groups who represent the needs of all groups will be consulted throughout the decision-making process on issues which affect them in order for Apex Up CIC to maintain up-to-date awareness of their needs and requirements.

Monitoring and evaluation

This policy will continue to be monitored and evaluated to ensure that it is kept relevant and up to date. Key information on important aspects of recruitment, employment and business operations will continue to be collated and analysed to obtain a detailed understanding of how policies and practices are working towards creating equality of opportunity. Apex Up CIC will monitor its use of services, participation, volunteer, employee and community engagement. Action will be taken to deal with any disparities that are identified.

Definitions

Direct discrimination: When a person or group is treated less favourably directly because of a personal characteristic, such as race, gender, disability, religion, age or sexual orientation. Direct discrimination is unlawful.

Indirect discrimination: Where a criterion, policy, procedure, practice or condition which applies equally to everyone has the effect of disadvantaging people from a particular group and cannot be justified. Indirect discrimination is unlawful.

Institutional discrimination: Where, for example, an organisation’s processes, procedures, attitudes, behaviours or organisational structures, through unwitting prejudice, ignorance, thoughtlessness and stereotyping, amount to less favourable treatment. Institutional discrimination is unlawful.

Harassment: Unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment having regard to all the circumstances and the perception of the victim; harassment can include behaviour that is offensive, frightening or in any way distressing. It may be intentional bullying, which is obvious or violent, but it can also be unintentional or subtle and insidious. It may involve behaviour which may not be intended to be malicious but nevertheless is upsetting. It may be about the individual’s personal identity or it may be about the identity of those with whom the individual associates. It may not be targeted at an individual(s) but consist of a general culture. Harassment is unlawful.

Victimisation: When an individual is treated detrimentally because they have made a complaint or intend to make a complaint about discrimination or harassment or have given evidence or intend to give evidence relating to a complaint about discrimination or harassment. Victimisation is unlawful. If victimisation happens or if organisations fail to take reasonable steps to prevent it from happening, they may be liable and may be ordered to pay compensation.

Date: February 2025

Review Date: February 2025