EQUALITIES POLICY

Equal Opportunities statement

1. PRINCIPLES
Myatt’s Fields Park Project is an equal opportunities employer and values the
qualities contributed by individuals of various backgrounds and experiences. The
Company is committed to providing equal opportunities in all aspects of employment,
including, but not limited to, recruitment, terms and conditions, pay and benefits, the
provision of training, grievance and disciplinary procedures and processes, and
career development opportunities. The Company is also committed to complying
with all current and future anti-discrimination legislation and associated codes of
practice.
All employees, officers, volunteers, interns and applicants for employment with the
Company will be given equal opportunities regardless of their sex, sexual orientation,
marital or civil partner status, gender re-assignment, pregnancy, colour, race,
nationality, ethnic or national origins, religion or belief, age, disability, or the fact that
they are a part-time or a fixed-term employee.
Employees have a personal responsibility to comply with this policy and to ensure
that it is adhered to. Any employee who violates or does not fully comply with the
Company’s equal opportunities policy will be subject to appropriate action, including
disciplinary action up to and including summary dismissal.
In addition, personal liability can be apportioned to those who are found to have
discriminated against others. The park’s development/education officer should be
informed if any member of staff is aware of any employee acting or behaving in a
manner which is not consistent with this policy.
The Company also acknowledges its obligation not to discriminate against self-
employed or contract workers and will not tolerate discrimination of any kind against
such workers.

2. APPLICATION OF THE POLICY

This policy applies to all practices and procedures of the Company and specifically
applies to the advertising of jobs and recruitment and selection processes; terms and
conditions of employment; distribution of work and conditions of service; training and
development; opportunities for promotion; the performance management process,
including grievances and disciplinary proceedings; termination of employment,
including selection for redundancy; pay and benefits; facilities; health and safety and
conduct at work.

3. MONITORING OF THE POLICY

The Company will fulfil its commitment to equal opportunity by means of the
following:

Equalities Policy
Reviewed: May 2023
 (a) The periodic review of its selection criteria and procedures to maintain a system
where individuals are selected, promoted and treated on the basis of their
relevant aptitudes, skills and abilities.
(b) Ensuring wherever possible that all current and future policies, criteria and
practices regarding all employment issues are in line with this policy.
(c) Distributing and publicising this policy statement to all employees, officers and
volunteers and providing a copy to all new joiners.
(d) Providing regular training to all employees, officers and volunteers regarding
equal opportunities and complying with the Company’s policy on equal
opportunities.
(e) Providing facilities for any employee, officer or volunteer who believes that they
have been unfairly treated to raise the matter through the Company’s grievance
procedure.
(f) Regarding any deliberate discriminatory action, including harassment, by any
employee, officer or volunteer as a serious disciplinary matter.

4. FORMS OF DISCRIMINATION

4.1 Direct Discrimination

Direct discrimination involves treating a person less favourably that others on
grounds of their sex, sexual orientation, marital or civil partner status, gender re-
assignment, pregnancy, colour, race, ethnic or national origins, nationality, religion or
belief, age, disability, or the fact that they are a part-time or a fixed-term employee.
Direct discrimination also involves treating a person less favourably than others on
the grounds of perceived sexual orientation and perceived age.
For example, refusing promotion to an employee because it is considered that they
will not ‘fit in’ because of their sexual orientation would be direct discrimination.
It is unlawful to treat a woman less favourably than others because she is pregnant
or exercising her right to take maternity leave. It is unlawful to treat an employee
less favourably because he or she is exercising their right to paternity leave.
Legislation views such treatment as less favourable treatment on grounds of sex and
as such, would constitute unlawful direct sex discrimination.
Some jobs or requirements for jobs are specifically excluded from the legislation as
“genuine occupational requirements” or “genuine occupational qualifications”.

4.2 Indirect Discrimination

Indirect discrimination involves applying an apparently neutral provision, criterion, or
practice on all employees and partners, which has the effect of disadvantaging
people of a particular sex, sexual orientation, marital or civil partner status, gender
re-assignment, pregnancy, colour, race, ethnic or national origins, nationality, religion
or belief, age, or who work part-time or as a fixed-term employee. For example,
applying a height provision to a certain job would proportionally eliminate more
women than men from the selection group.
In contrast to most types of direct discrimination, indirect discrimination in relation to
a person’s sex, sexual orientation, marital or civil partner status, gender re-

Equalities Policy
Reviewed: May 2023
 assignment, pregnancy, colour, race, ethnic or national origins, nationality, religion or
belief, age or the fact that they are part-time or a fixed-term employee, will not be
unlawful if it can be objectively justified.

4.3 Disability Discrimination

Disability discrimination legislation makes it unlawful to treat a ‘disabled’ (as defined
in the Disability Discrimination Act) person in a detrimental way or treat them less
favourably on the grounds of their disability when a person without that disability
would not be so treated.
It is also discriminatory and unlawful to treat a disabled person less favourably for a
reason that relates to their disability, unless it can be shown to be justifiable.
In addition, disability discrimination legislation places a positive duty on employers to
make reasonable adjustments to accommodate the needs of a disabled person,
which could include alterations to work stations, equipment, duties, hours or working
practices.
If you are disabled, or become disabled in the course of your employment with the
Company, you are encouraged to inform the park’s development/education officer
about your condition. This will enable the Company to support you as much as
possible. You may also wish to advise the park’s development/education officer of
any reasonable adjustments to your working conditions or duties which you consider
to be necessary to assist you in the performance of your role. The park’s
development/education officer may wish to consult with you and with your medical
advisor(s) about possible reasonable adjustments. Careful consideration will be
given to any proposals made and they will be accommodated where possible and
proportionate to the needs of your job. Nevertheless, there may be circumstances
where it will not be reasonable for us to accommodate the suggested amendments.
Should this occur, we will normally provide you with information as to the reasons for
any decision.

4.4 Harassment
Harassment may be defined as unwanted conduct (whether verbal, non-verbal, or
physical), which has the purpose or effect of violating a person’s dignity or creating
an intimidating, hostile, degrading, humiliating, or offensive environment for them.
Harassment may be related to the age, sex, sexual preference, marital or civil
partner status, race, disability, religion, colour, nationality or ethnicity of the person
harassed or to that of another person. Harassment may also be defined as a course
of conduct, which can be for any reason, which is oppressive and unreasonable.

4.5 Victimisation
Victimisation involves treating a person less favourably because it is suspected or
known that they have complained of discrimination; have assisted somebody else in
a discrimination complaint; or have alleged that discrimination has occurred.

5. BREACHES OF THE POLICY

If you believe that you may have been disadvantaged on any of the unlawful grounds
listed above, you are encouraged to raise the matter using the Company’s grievance
procedure. Allegations regarding potential breaches of this policy will be treated in

Equalities Policy
Reviewed: May 2023
 confidence, as far as possible, and shall be investigated in accordance with the
grievance procedure.
Workers who make such allegations in good faith will not be treated less favourably
as a result. False allegations of breach of this policy which are found to have been
made in bad faith, will however, be treated as a disciplinary issue and will be dealt
with under the Company’s disciplinary procedures.
Disciplinary action, up to and including dismissal, will usually follow any finding of
unlawful discrimination, victimisation or harassment following a fair investigation. In
serious cases, such behaviour may constitute gross misconduct, and as such, may
result in summary dismissal. The Company will always take a strict approach to this
policy.
This policy applies equally to the treatment of the Company’s self-employed and
contract workers and relations with visitors, clients, customers and suppliers and any
breach of it will be dealt with as described above.

6. THIRD PARTIES
The Company is also committed to protecting its employees, officers, volunteers and
workers from discrimination by third parties. Individuals are encouraged to report
any incidents of thirdparty discrimination or harassment to the park’s
development/education officer in order for the Company to investigate and take
appropriate action.

7. OTHER
If you have any questions about the content or application of this policy, you should
contact the park’s development/education officer.

Equalities Policy
Reviewed: May 2023