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Equal opportunities
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Equal opportunities

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Statement of Purpose

The Selby Trust is committed to its Equal Opportunities and Diversity policies in all forms of service delivery. The Selby Trust is also committed to eliminating all forms of discrimination, whether based on race, colour, religion, culture or beliefs, gender, sexual orientation, health status, marital status, age, disability or any other prejudiced factor. The Selby Trust caters for a wide variety of individuals and organisations, black and white, male and female, ex-offenders, refugees and people with and without disabilities. Both staff and users come from a wide variety of backgrounds, nationalities, lifestyles, languages, creeds and beliefs. The trustees are proud of the diversity of the organisation, and it is, therefore, essential to ensure that such diversity is seen as a positive and valuable aspect of our organisation’s development. The responsibility for providing and demonstrating Equal Opportunity and encouraging Diversity for all services provided by the Selby Trust rests principally with the Trustees. Responsibility for ensuring that this policy is adhered to, implemented and regularly appraised and monitored, will rest with the Director. In specific terms, the Trust demonstrates and implements Equal Opportunities practices in the following service area: 1. Employment and Training 2. Business Development 3. Services


Employment and Training

The Selby Trust will ensure that all employment and training opportunities created by the trust will be directly accessible to all individuals, irrespective of race, colour, religion, marital status, disability or age. In implementing this policy for employment and training, we as an organisation will:  Take all necessary steps to advertise employment and training vacancies/opportunities to as wide an audience as possible and in relevant journals, publications and at appropriate public venues.  The criteria selection for employment/training opportunity/vacancy shall be based purely on meritorious grounds and the personal capabilities of individual applicants/trainees.



The Selby Trust will demonstrate / implement Equal Opportunity practices in the delivery of its business services/initiatives. The trust will deliver these services for the benefit of individuals / businesses irrespective of race, colour, religion, disability, age, or nationality.



The Selby Trust will demonstrate / implement Equal Opportunity practices in the operational implementation of its purchasing practices when buying / hiring services without prejudice of race, religion, gender, sexual orientation, disability or age. When purchasing services therefore, we will only take into consideration the quality and cost effectiveness of such product / services as a criterion for buying.



The Selby Trust will monitor and examine its Equal Opportunities and Diversity Policies at regular intervals. One means of analysing and undertaking this function is to undertake equal opportunities appraisals / implications with every report produced or undertaken by officers of our organisation. Selby Trust undertakes monitoring that not only meets statutory requirements but also aims for best practice. This is used to inform and improve our employment practices starting from job applicants, successful applicants, volunteers and finally staff. If through monitoring any discrimination is identified or any grievances noted Selby Trust will take corrective action to eliminate it. Monitoring of sort will also enable Selby Trust to identify any needs for dismissal or for promotion. In order for our Equal Opportunism and Diversity Policies to succeed, it is essential that each person associated with our organisation is committed to its design and implementation and that all relevant personnel accept a code of conduct which promotes a safe, caring and respectful place for all staff and users, in an environment which:  Encourages respect for each individual  Encourages people to challenge prejudice and the structures, which perpetuate it  Challenges stereotyped images and in their place promote positive images.  Declares as unacceptable any language, action, or belief that is prejudice to others  Commits to challenge institutional and organisation structures, which have prejudicial or discriminatory effects and practices. Selby Trust will also periodically commission external agencies to undertake independent monitoring of the policy



Under the Equalities Act 2010 all staff, volunteers, service users and beneficiaries are protected from facing discrimination, harassment and victimisation due to characteristics listed below: 1. age 2. being or becoming a transsexual person 3. being married or in a civil partnership 4. being pregnant or having a child 5. disability 6. race including colour, nationality, ethnic or national origin 7. religion, belief or lack of religion/belief 8. sex 9. sexual orientation If any incidents or grievances are put forward there are procedures and steps in place to mitigate the arisen issues.


Disciplinary Procedure

The Selby Trust Disciplinary Procedure will be used only when necessary and as a last resort. Where possible, informal and/or formal counselling or other good management practice will be used to resolve matters prior to any disciplinary action being taken. In situations of misconduct there is a three-step warning process in place consisting of a verbal warning and two written warnings. In the circumstance of gross misconduct staff will be given a final written warning which may warrant demotion or dismissal.


Grievance Procedure

The grievance procedure is intended as the tool, by which a member of staff may formally have a grievance. 1. Employee should raise grievance with the manager immediately 2. The manager should respond within 7 working days 3. The response should give a full written explanation of the manager’s decision and whom to appeal, in case the employee is not satisfied. 4. If an appeal is made it must be made within ten working days of the original response to the employee’s grievance. 5. Written response must be given with 7 working days and the name of the person to whom they can appeal if still aggrieved 6. The second appeal must be made in writing as a final level of appeal to the Director responsible for the employees function. 7. The Director will arrange and hear the appeal with another management representative and respond formally with a full explanation within 30 working days.


It is the duty of all Trustees to uphold this policy

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