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Cymraeg

Equality & Diversity Policy

March 2009

This document sets out Amgueddfa Cymru - National Museum Wales’ policy on equality and diversity for its staff, volunteers and those who use our services. It underpins our internal Code of Practice on equal opportunities and sits alongside our existing policies on Diversity in the broader sense reinforcing our determination to make this organisation a leader in this field.

Amgueddfa Cymru - National Museum Wales (the Museum) recognises the positive benefits of the implementation of an Equality and Diversity Policy. The aim of the policy is to ensure that all employees, potential employees, volunteers and visitors are treated in a fair and equitable manner regardless of their age, disability, marital status, family responsibility, race, colour, ethnic background, nationality, religion or belief, gender, gender identity or sexual orientation. We value the differences, needs and contributions a diverse workforce and customer base represents.
The Museum places an obligation upon all our staff and volunteers to respect and act in accordance with this policy. We are committed to providing equality and diversity training for all our staff and volunteers.

The Museum extends this positive attitude in respect of equality and diversity to our contractors, service users and the community.

We will be an equality and diversity champion and leader in:

Within the overall framework of its statement of purpose and values, the Museum is committed to the principle and practice of equal opportunities and celebrates the diversity of people. We understand that these two concepts are not the same but are complementary. Without recognising and, most importantly, valuing differences between people, there cannot be true equality of opportunity. Moreover the Museum promotes individual life-enhancing opportunities that respect all people.

The Museum believes that equalising employment opportunity not only meets legal and social responsibilities, but also promotes organisational effectiveness and improves the quality of working life.

All employees and volunteers whether part-time, full-time or temporary, 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 employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

Current Legislation

There is a range of current legislation which establishes the principles of equal treatment in employment and in the provision of services to the public.

The Museum has a legal obligation to ensure policies and procedures conform to the legislation as set out in appendix I.

This document sets out the Equality and Diversity Policy of the Museum. It explains why equality and diversity are important to us, the basic principles we will follow and how we intend to monitor and achieve this — that we do what we say.

We are currently producing separate Gender, Disability and Race Equality Schemes and Action Plans in accordance with the legislative requirements which will be available on our website.

What does the Museum mean by equality?

DEFINITIONS

Equality is creating an even platform to enable everyone to access the same opportunities and is backed by legislation to prevent discrimination based on prejudices against any group.

Diversity is understanding and valuing the differences in people and believing that harnessing these differences will create a productive working environment and an enriching life experience where talents are fully utilised and organisational goals are met.

Valuing diversity means valuing the qualities that different people bring to their jobs, to the resolution of problems and to the development of business opportunities - rather than judging people’s ideas by the extent to which they conform to our existing values or personal preference.

Managing diversity means recognising that our staff, volunteers and those who use our services are from differing cultural, ethnic, racial and gender backgrounds and have different religions or beliefs, nationalities, sexual orientations, gender identities, ages, physical and mental abilities etc. By recognising those differences, the Museum can make the most from our potential. It is about managing people who are not like you, and who do not necessarily aspire to be like you. It is about having the management skill to allow their different perspectives and views to improve the quality of your decisions.

In practice this means that we are committed to:

The Aim of our Policy

What we will do

The Museum will uphold equality and diversity:

  1. in employment, by developing policies which ensure that no job applicant, employee, volunteer or trainee is unfairly discriminated against on the basis of their gender, ethnic or national origin, religion or belief, age, physical or mental capabilities, marital status, gender identity, sexual orientation, social background, or organisation role;
  2. in service delivery, by providing appropriate, sensitive and impartial services and being accessible to all;
  3. by fostering a co-operative working environment which is free from harassment or victimisation and which promotes good relations among staff to create the conditions for the full development of their potential

Specific actions and commitments

Gender

The Museum will take action to promote gender equality.

Sexual Orientation

The Museum is committed to creating a safe working environment for all its staff, volunteers and service users with due regard to their sexual orientation.

We want the Museum to be a place where people who are lesbian, gay and bisexual among our staff, volunteers and visitors feel it is safe and comfortable to be open about their sexual orientation. We will challenge negative views and if necessary, provide training so that there is a better understanding of the issue amongst our staff.

Disabled People

The Social Model of Disability

“At present disabled people do not have the same opportunities or choices as non-disabled people. Nor do they enjoy equal respect or full inclusion in society on an equal basis. The poverty, disadvantage and social exclusion experienced by many disabled people is not the inevitable result of their impairments or medical conditions, but rather stems from attitudinal and environmental barriers. This is known as ‘the social model of disability’, and provides a basis for the successful implementation of the duty to promote disability equality.”

(The Duty to promote Disability Equality: Statutory Code of Practice - England and Wales)

We have adopted the social model of disability as a fundamental principle and recognise that people are not disabled by their impairments but the way in which they are discriminated against by society.

The social model says that:

The Museum will:

Race and Ethnicity

The Museum employs and serves people from diverse racial and ethnic Groups. We will implement positive action initiatives to assist staff to access and enhance their career development opportunities, both within and outside the Museum.

We will:

Religion and Belief

The Museum is committed to creating a safe working environment for all its staff, volunteers and service users with due regard to their religions or beliefs.

We want the Museum to be a place where all staff, volunteers and clients who adhere to different religions or beliefs feel it is safe and comfortable to be open about their religion or belief. We will challenge negative views and practices and provide training so that there is a better understanding of the issues amongst our staff.

Age

The Museum will continue to employ and serve people of all age groups and will ensure its policies do not adversely affect staff or services users because of their age.

We will ensure that we do not unfairly discriminate in the employment of Staff and volunteers or the provision of services on grounds of age, both old and young.

Procurement

The Museum will strive to ensure that the purchase of goods, services and facilities is undertaken in line with our equality and diversity commitments. We want to engage with a diverse range of suppliers and ensure that businesses from diverse communities have an equal opportunity of competing for our contracts. We will endeavour wherever practicable to purchase from agencies or companies who share our values on equality of opportunity and diversity.

Training

The Museum will provide in depth training for its entire staff and volunteers on all Equality and Diversity Issues. This will include training on the new Equality Duties and consideration of how equality impacts on all aspects of our business, not just employment issues.

Equality Impact Assessments

In accordance with the public duties in respect of Race, Gender and Disability, the Museum will train all relevant staff in Equality Impact Assessments. We will manage and deliver a programme of conducting Equality Impact Assessments on all our functions, identify areas of potential inequality and establish actions to close any gaps identified.

In implementing these principles, the Museum will ensure that it meets all the necessary legal requirements and strive to set standards of good practice that others will follow.

Whose responsibility is it?

The Director General has overall responsibility for equality of opportunity within the organisation, with delegated responsibility to the Director of Learning and Programmes and the Head of Human Resources for implementation throughout the Museum. The Director of Learning and Programmes has responsibility for chairing the Museum’s Diversity Group. The Museum also has a network of Diversity Advocates made up of representatives of all parts of the organisation. The role of the Diversity Advocates is to facilitate the mainstreaming of equality and diversity throughout the Museum. The role of the Diversity Officer is to monitor and review policy and act as a champion for equality and diversity issues.

The Role of the Diversity Group

The remit of the Diversity Group is:

Day to Day Operation of the Equality and Diversity Policy

Line managers are responsible for ensuring the Equality and Diversity Policy is implemented in their part of the organisation; for ensuring staff and volunteers understand the policy and their roles within it; and for providing reports and monitoring information.

In relation to this, managers should ensure that team and individual work programmes promote equality and diversity and keep this under review.

Every member of staff has an individual responsibility to ensure this policy is actively implemented. This should be reflected in the development of individual work programmes which take account of the needs of all potential users of services. It should also be reflected in individuals’ performance and conduct.

This policy will be circulated to all Museum employees, volunteers, all candidates applying for positions with the Museum and all contractors. This policy will be made available on our web site.

The Museum actively encourages individual members of staff or volunteers who feel that they have in any way suffered from, been disadvantaged by, been discriminated against unlawfully, or has been subjected to harassment to report these incidents to their appropriate line manager, in the first instance, or alternatively directly to the Head of Human Resources, if they prefer. In the same way, members of staff who witness an act of discrimination or harassment against a fellow employee, volunteer and/or visitor should report this.

Any employee found to have acted in a discriminatory way in relation to colleagues, volunteers or visitors to the museum will be dealt with in accordance with the Museum's disciplinary procedure.

Who is covered by this commitment to diversity and equality of opportunity?

All staff, volunteers, all visitors and all outside contractors are covered by this commitment and have a right to fair, reasonable and considerate treatment at all times.

Some people are at greater risk of unfairness, discrimination, harassment and bullying. These include the following (but this list is not exhaustive):

Appendix I

Legislation

Annex A – Relevant Legislation

Disability Discrimination Act 1995
Disability Discrimination Act 1995 (Amendment) Regulations 2003
Disability Equality Duty
Employment Equality Act 2006
Employment Equality (Age) Regulations 2006
Employment Equality (Sex Discrimination) Regulations 2005
Employment Equality (Sexual Orientation) Regulations 2003
Employment Relations Act 1999
Employment Rights Act 1996
Equality (Religion or Belief) Regulations 2003
Equal Pay Act 1970
Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002
Gender Equality Duty
Gender Recognition Act 2004
Human Rights Act 1998
Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 Protection from Harassment Act 1997
Race Relations (Amendment) Act 2000
Race Relations Act 1976 (Amendment) Regulations 2003
Sex Discrimination Act 1975
Sex Discrimination (Gender Reassignment) Regulations 1999
Special Educational Needs and Disability Act 2001

Employment Equality (Age) Regulations 2006. The regulations are effective from October 2006 and outlaw discrimination within employment and vocational training on the grounds of age.

The Sex Discrimination Act 1975, the Equal Pay Act 1970 and the Sex Discrimination (Gender Reassignment) Regulation 1999 prevent discrimination against different gender groups. The museum will seek to address the needs of different gender groups and transgender people in employment and the services it provides to the public.

The Equality Act 2006 amends the Sex Discrimination 1975 and places a statutory General Duty on all public sector organisations to have due regard to the need to eliminate unlawful discrimination and harassment and to promote equality of opportunity between men and women both in employment and in the provision of services to the public. The Act also places a Specific Duty on larger public sector organisations such as the Museum to produce and publish a Gender Equality Scheme. The Gender Equality Scheme will be the museum’s action plan of how we will achieve the statutory General Duty.

Employment (Sexual Orientation) Regulations 2003 prevent discrimination against and provide equality of opportunity for Lesbians, Gay Men and Bisexuals and requires employers to challenge homophobia in employment and in the services provided to the general public.

The Race Relations (Amendment) 2000 Act places a General Duty and a series of Specific Duties on specified public sector organisation. As a specified public body, the Museum is required to comply with these duties.

The General Duty requires public bodies to take the lead in eliminating discrimination, promoting equality of opportunity and promoting good relations between racial groups. The Specific Duty requires the museum to produce a Race Equality Scheme which is our action plan stating how we are going to achieve the general duty.

The Disability Discrimination Act 1995 and 2005 make it unlawful to discriminate against people because of their disability. The law requires organisations to make reasonable adjustments to their premises, services and employment practices to ensure that disabled people are treated equally.

The Disability Discrimination Act 2005 makes changes and strengthens the DDA 1995. In particular, it widens the definition of “disability” and also places a statutory duty on public sector organisations such as the museum to promote equality of opportunity for disabled people in relation to employment and the provision of services to the public. The museum has a statutory duty to produce a Disability Equality Scheme which will be the museum’s action plan as to how we are going to achieve our statutory duty.

The Employment Equality (Religion or Belief) Regulations 2003, came into force in December 2003. Under these regulations it is unlawful for employers to discriminate against employees or potential employees on the grounds of their religion or belief.