BEG Equal Opportunities Policy

The Board/Trustees of the Brathay Exploration Group believe a in a society in which there is equality of opportunity for all, but recognises that we live in an unequal society which is still unequal in terms of access, resources, support and power.

In its engagement with others, and in its own internal business, the Brathay Exploration Group will aim to demonstrate respect for diversity between people but challenge any discrimination or oppression.

This policy is in line with legislation, and in particular puts into effect within BEG the provisions of such legislation as the Employment Equality (Sexual Orientation) Regulations 2003, Disability Discrimination Act 1995, Race Relations Act 1976 and the Sex Discrimination Act 1975.

This policy is approved by the BEG Board and is reviewed at least annually.

Selection of staff, volunteers and participants

All those who are appointed or accepted by the Brathay Exploration Group as employees, volunteers or participants must be fit and proper persons to undertake the activities, functions and duties concerned. All who offer themselves as volunteers, apply for employment or apply for places on expeditions/activities will be considered equally. No-one will be treated less favourably than any other person because of their age, gender, marital status, race, class, colour, ethnic or national origin, mental or physical ability, sexual orientation, political or religious belief.

Use of the Group’s premises

We seek to ensure that in the arrangements made for use of BEG’s premises, there is equality of opportunity for all people, and no-one will be treated less favourably than any other person or group of persons because of their age, gender, marital status, race, class, colour, ethnic or national origin, mental or physical ability, sexual orientation, political or religious belief.

Harassment and discrimination

The Brathay Exploration Group guarantees to deal quickly and firmly will all forms of harassment  or discrimination (ie sexual, racial etc) including physical attacks on persons, damage to property, oral or  verbal abuse; whether this is by groups and individuals using the Group’s premises, taking part in activities organised by or on its behalf, members of staff, trustees, committee members and similar or volunteers.

Positive action

BEG is also committed to promoting equal opportunities. In this respect, positive action (for example, taking steps to encourage applications from under-represented groups or to provide training to help them compete on equal terms with the majority) is lawful, and may be considered where appropriate under the provisions of the Sex Discrimination and Race Relations Amendment Acts.

Procedures

Procedures will be implemented to implement this policy as appropriate. In particular they will ensure that staff and volunteers in positions of responsibility within BEG:

• are careful to avoid unlawful discrimination when selecting people for participation in expeditions and other activities
• are aware that a person who has suffered discrimination or harassment may feel reluctant to take the matter up with the alleged offender(s), to make a complaint, or even to turn to colleagues for support, and so they have to be consciously on the lookout for any relevant indications that it is happening
• are ready to take prompt action to stop discrimination or harassment as soon as it is identified, making it clear to all involved that this kind of behaviour is not acceptable
• are encouraged to regard discrimination/harassment as grounds for exclusion from an expedition/activity and/or for disciplinary action
• ensure that potentially offensive views are not expressed, or materials displayed or circulated.

Brathay Exploration Group Trust

July 2010