EQUAL OPPORTUNITIES POLICY

Scottish Association of Local Sports Councils

Updated by Board of Directors on:

27/08/2013

Equal Opportunities Policy

Updated by Board at meeting on 27/08/2013

Page 1 of 3

SALSC is supported by

CONTENTS Section 1: Policy

Age Disability Gender/Sexual Orientation Overseas Workers Flexible Hours of Work Training Religion

Equal Opportunities Policy

Updated by Board at meeting on 27/08/2013

Page 2 of 3

SALSC is supported by

SECTION 1: POLICY 1.1 SALSC aims to be an equal opportunity employer. 1.2 We aim to ensure that no job applicant, employee, volunteer or sport participant receives less favourable treatment on the grounds of age, religious belief, gender reassignment, disability, race, colour, nationality or ethnic or national origin, gender, marital status, HIV status, or is disadvantaged by any condition or requirement which cannot be shown to be justifiable. 1.3 In its employing practices, SALSC is committed to promote equal opportunities, regardless of religious belief, age, colour, race, creed, marital status, gender, sexual orientation, political affiliation or ethnic origin. This principle will apply in respect of all conditions of work, holiday entitlement, work allocation, grading, sickness, training, promotion and redundancy, except as otherwise specified. 1.4 Selection criteria and procedures will be regularly reviewed to ensure that individuals are selected, promoted, and treated on the basis of their relevant merits and abilities. SALSC is committed to a programme of action to make this policy fully effective. Age 1.5 We offer employment to any candidate with the required experience or qualifications whose age does not legally debar them from the work. Whilst we do operate a mandatory retirement policy for our employees, employees may apply to the management to extend their employment past their normal retirement age. Owing to the nature of our work and the requirements of the current Health and Safety at Work Act regulations, SALSC cannot employ those under 16 and may restrict the employment of those under 18 years of age according to the type of work to be undertaken. Disability

1.6 SALSC is committed, where possible, to making a particular effort to offer employment opportunities to suitably qualified people with disabilities. In addition, we avoid unintentional or passive discrimination by communicating relevant facts about employment and disability to our regional staff and clients, and continually questioning assumptions about disability. Gender/Sexual Orientation

1.7 We offer equality of recruitment and employment regardless of gender and/or sexual orientation. This includes the right not to be discriminated against because of perceived gender or sexual orientation. Persons who have, or who are undertaking, changes of gender will be supported by the company. Overseas workers

1.8 SALSC offers employment opportunities to suitably qualified individuals of any nationality provided that they are able to demonstrate that they have the right to work in the UK. SALSC will not arrange work permits on behalf of overseas workers.

Equal Opportunities Policy

Updated by Board at meeting on 27/08/2013

Page 3 of 3

SALSC is supported by

Flexible Hours of Work 1.9 SALSC will, where business opportunities allow, discuss restricted hours employment opportunities to suitably qualified people to meet their social and economic circumstances. Training

1.10 SALSC will not preclude any member of staff from training on the basis of their sex, disability, marital status, race, colour, nationality, ethnic or national origin, religious beliefs or hours worked. Religion

1.11 SALSC will, where business opportunities allow, discuss restricted hours employment opportunities to meet their religious beliefs. However, unless this is agreed in writing at either time of recruitment or at some stage, the company will not allow individuals to take time off during normal contract core hours and will treat any such absences as an act of misconduct.