Britain First recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Party and its members to utilise the skills of the total membership.
It is the aim of the Party to ensure that no party members or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
Our aim is that our membership will be truly representative of all sections of society and each member feels respected and able to give of their best.
We oppose all forms of unlawful and unfair discrimination or victimisation.
To that end the purpose of this policy is to provide equality and fairness for all in our employment.
All members 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 members will be helped and encouraged to develop their full potential and the talents and resources of the membership will be fully utilised to maximise the efficiency of the organisation.
Our members will not discriminate directly or indirectly, any members because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Party’s goods and services.
This policy shall operate in accordance with statutory requirements.
In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
- To create an environment in which individual differences and the contributions of all our members are recognised and valued.
- Every member is entitled to a environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
- Training, development and progression opportunities are available to all members.
- To promote equality in the organisation which we believe is good management practice and makes sound business sense.
- We will review all our organisational practices and procedures to ensure fairness.
- Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
- This policy is fully supported by the party leadership.
- The policy will be monitored and reviewed regularly.
RESPONSIBILITIES OF MANAGEMENT
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Party leader.
The Party leader will ensure that they and their members operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination.
Each manager will ensure that:
- all members are aware of the policy and the arrangements, and the reasons for the policy;
- grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
- proper records are maintained.
Head Office will be responsible for monitoring the operation of the policy in respect of members.
RESPONSIBILITIES OF MEMBERS
Responsibility for ensuring that there is no unlawful discrimination rests with all members and the attitudes of members are crucial to the successful operation of fair employment practices.
In particular, all members of members should:
- comply with the policy and arrangements;
- not discriminate in their day to day activities or induce others to do so;
- not victimise, harass or intimidate other members or groups who have, or are perceived to have one of the protected characteristics.
- ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
- inform their manager if they become aware of any discriminatory practice.
The Party deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole.
Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
Members have a right to pursue a complaint concerning discrimination or victimisation via an email to Head Office at email@example.com
Discrimination and victimisation will be treated as disciplinary offences.
Please refer to our RACISM STATEMENT for more information.