Equal Opportunities policy
May 2026
Equal opportunities statement
Stoke Poges Parish Council is committed to promoting equality of opportunity and preventing discrimination in employment and the provision of services. You and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race (including colour, nationality, ethnic or national origin), religion or belief, sex or sexual orientation (Protected Characteristics) as defined by the Equality Act 2010.
About this policy
This policy sets out our approach to equality, diversity and inclusion and the avoidance of unlawful discrimination at work or in the provision of services. It applies to all aspects of employment with us and all aspects of the provision of services by us.
This policy has been agreed and implemented by the The Parish Council.
This policy covers all services, Parish Councillors, employees, officers, consultants, contractors, volunteers, interns, casual workers and agency workers.
This policy does not form part of any employee's contract of employment, or any provision of services agreement and we may amend it at any time.
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Who is responsible for this policy?
The Parish Council have overall responsibility for the effective operation of this policy and for ensuring compliance with equality legislation. Day-to-day operational responsibility for this policy, including regular review of this policy, has been delegated to the Clerk.
All members of the Parish Council must set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities. Members will be given appropriate training on equal opportunities awareness and equal opportunities recruitment and selection best practice. The Clerk has responsibility for ensuring appropriate equal opportunities training is available.
If you are involved in the provision of services, management or recruitment, or if you have any questions about the content or application of this policy, you should contact the Clerk to request training or further information.
This policy is reviewed annually by the Parish Council.
Staff are invited to comment on this policy and suggest ways in which it might be improved by contacting the Clerk.
Discrimination
You must not unlawfully discriminate against or harass other people including current and former Councillors, stakeholders, employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events.
The following forms of discrimination are prohibited under this policy and are unlawful:
Direct discrimination: treating someone less favourably because of a Protected Characteristic.
Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified as a proportionate means of achieving a legitimate aim.
Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is also addressed in the Council’s Dignity at Work or Anti-bullying and Harassment policy where applicable.
Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.
Disability discrimination: this includes direct and indirect discrimination, any unjustified unfavourable treatment arising from a disability, and failure to make reasonable adjustments to alleviate substantial disadvantages caused by a disability.
Recruitment and selection
Recruitment, promotion, provision of services and other selection exercises such as redundancy and grant allocation will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be carried out by more than one person wherever possible and with the involvement of Parish Councillors where appropriate. Recruitment procedures will be reviewed periodically to ensure that individuals are treated on the basis of their relevant merits and abilities.
Where services or vacancies are advertised, advertisements will avoid stereotyping or wording that may discourage particular groups from applying.
Applicants will not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic.
Training and promotion and conditions of service
raining needs will be identified through regular appraisals or review processes. Appropriate access to training will be given to all within the organisation and all promotion and provision of services decisions will be made on the basis of merit.
Termination of employment or provision of services
We will ensure that redundancy criteria and procedures are fair, objective and are not directly or indirectly discriminatory.
We will ensure that decisions to stop, reduce or redirect services are fair, objective and based on relevant considerations.
We will also ensure that disciplinary procedures and penalties are applied consistently and without discrimination, whether they result in warnings, dismissal or other action.
Disabilities
If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate.
If you experience difficulties at work because of your disability, you may wish to contact the Clerk and or the Chair of the Parish Council to discuss any reasonable adjustments that would help overcome or minimise the difficulty. They may consult with you and, where appropriate, seek advice to identify suitable adjustments. We will consider the matter carefully and seek to accommodate your needs where reasonable. If a particular adjustment is not considered reasonable, the reasons will be explained and alternative solutions considered where possible.
We will monitor the physical features of our premises and service delivery to consider whether they might place anyone with a disability at a substantial disadvantage and will take reasonable steps to improve access where appropriate.
Part-time and fixed-term work
Part-time and fixed-term staff should be treated the same as comparable full-time or permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.
Breaches of this policy
We take a strict approach to breaches of this policy, which will be dealt with by the Parish Council.
If you believe you have suffered discrimination you can raise the matter with the Parish Council or in accordance with the Council’s complaints procedure. Complaints will be treated in confidence and investigated as appropriate.
There must be no victimisation or retaliation against staff or Councillors who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with by the Parish Council.