Equality and Diversity Policy.
DATE: 29/5/25 : REVIEW: 29/5/26
The mission of AMPP is to create, develop and produce a vital and dynamic programme of Events and participatory activity for the people of Suffolk and surrounding areas. It aims to create a programme of the highest quality, maximum diversity and greatest possible accessibility. AMPP believes that this is best achieved through the implementation of an Equal Opportunities and Diversity Policy informing all areas of the company’s activity and employment practice.
AMPP is committed to ensuring equality and fairness for all employees, collaborators, participants and the general public. It will not discriminate on grounds of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion or age. AMPP opposes all forms of unlawful and unfair discrimination and will work to promote opportunities for sections of the community that are currently under-represented.
All individuals will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the organisation’s output.
AMPP strives to create an environment in which individual differences and the contributions of all our staff are recognised and valued. No form of intimidation, bullying or harassment will be tolerated.
We will regularly review our employment practices and procedures to ensure fairness. This policy has the approval of the Board and will be reviewed on an annual basis.
CODE OF PRACTICE
+ AMPP will comply with all legislation relating to Equal Opportunities.
+ AMPP considers behaviour that implies inferiority or causes offence, due to distinction, as unacceptable.
+ AMPP has defined the following codes of behaviour explicitly in relation to equal opportunity issues, which are listed alphabetically to avoid assumptions as to their relative importance.
+ AMPP is opposed to all forms of discrimination and will not tolerate expressions or acts which disparage or undermine a person.
CONDUCT GUIDELINES
The following codes of behaviour are expected of all staff of AMPP and it is the responsibility of everybody to ensure that the terms of this policy are observed.
Age Discrimination
It is unlawful for your age to be the cause of less favourable treatment in your workplace or in vocational training.
Disability Discrimination
If you have a physical or mental impairment, you have specific rights that protect you against discrimination. Employers and service providers are obliged to make reasonable adjustments for you.
Gender Equality - Sex Discrimination
Women and men should not be treated unfairly because of their gender, because they are married or because they are raising a family.
Race/ Ethnicity Discrimination
Wherever you were born, wherever your parents came from, whatever the colour of your skin, you have a right to be treated fairly.
Religion and Belief
Your religion or belief, or those of somebody else, will not interfere with your right to be treated fairly at work.
Sexual Orientation
Whether you are gay, lesbian, bisexual or straight you will not be put at a disadvantage.
Transgender/ Gender Discrimination
Trans, Non- binary, and other gender queer/ nonconforming people should be able to live with dignity and there are protections for some of the forms of discrimination that trans/NB people experience.
Actions considered unacceptable but not limited to include:
+ Any form of harassment (see below).
+ Attempts to recruit staff to discriminatory organisations.
+ Bringing discriminatory material into the studio.
+ Derogatory name-calling, insults and jokes.
+ Discriminatory comments or innuendoes, including comments made in the course of work, breaks, meetings or interviews, discriminatory graffiti or any other written insult.
+ Making threats against a person or group.
+ Provocative behaviour such as wearing discriminatory badges or insignia.
+ Sexist attitudes and their manifestations or any form of sexual harassment.
+ The gratuitous display of overtly sexist material.
+ Unwelcome physical contact.
+ Written discriminatory comments by staff.
AMPP Studio’s commitment:
• Encourage equality and diversity in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
This organisation take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation -
+ Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act
+Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
+Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy
+Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues
DEALING WITH ACTUAL AND POTENTIAL CONTRAVENTION
If you know of any circumstances where you feel that this policy has not been fully observed or implemented, then you should draw this to the attention of your project lead. AMPP will respond to reported instances of contravention of its Equal Opportunities Codes of Practice by:
CONDUCT GUIDELINES
The following codes of behaviour are expected of all staff of AMPP and it is the responsibility of everybody to ensure that the terms of this policy are observed.
Age Discrimination
It is unlawful for your age to be the cause of less favourable treatment in your workplace or in vocational training.
Disability Discrimination
If you have a physical or mental impairment, you have specific rights that protect you against discrimination. Employers and service providers are obliged to make reasonable adjustments for you.
Gender Equality - Sex Discrimination
Women and men should not be treated unfairly because of their gender, because they are married or because they are raising a family.
Race/ Ethnicity Discrimination
Wherever you were born, wherever your parents came from, whatever the colour of your skin, you have a right to be treated fairly.
Religion and Belief
Your religion or belief, or those of somebody else, will not interfere with your right to be treated fairly at work.
Sexual Orientation
Whether you are gay, lesbian, bisexual or straight you will not be put at a disadvantage.
Transgender/ Gender Discrimination
Trans, Non- binary, and other gender queer/ nonconforming people should be able to live with dignity and there are protections for some of the forms of discrimination that trans/NB people experience.
Actions considered unacceptable but not limited to include:
+ Any form of harassment (see below).
+ Attempts to recruit staff to discriminatory organisations.
+ Bringing discriminatory material into the studio.
+ Derogatory name-calling, insults and jokes.
+ Discriminatory comments or innuendoes, including comments made in the course of work, breaks, meetings or interviews, discriminatory graffiti or any other written insult.
+ Making threats against a person or group.
+ Provocative behaviour such as wearing discriminatory badges or insignia.
+ Sexist attitudes and their manifestations or any form of sexual harassment.
+ The gratuitous display of overtly sexist material.
+ Unwelcome physical contact.
+ Written discriminatory comments by staff. Investigating the evidence.
+ Lending support to any sufferer.
+ Maintaining a record of incidents.
+ Where necessary, implementing disciplinary or grievance procedures.
+ Seeking to develop good practice which will prevent a recurrence of the incident.
+ Monitoring the effectiveness of these measures.
AMPP Studio is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public
The policy’s purpose is to:
• Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or as belief, sex (gender) and sexual orientation
• Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
The equality policy is fully supported by directors, team leaders and volunteers