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SBASSG is committed to taking positive steps to promote and sustain equal opportunities amongst its volunteers and members and in the services it provides. SBASSG intends to promote this policy both inside and outside the organisation. Overall responsibility for implementing the policy lies with the annually elected Committee.

All committee members and volunteers will have equal access to opportunities depending on their individual ability and aspirations. This will be regardless of gender, marital status, sexual orientation, colour, race, ethnic origin, nationality, language, age, political and religious beliefs, HIV status or disability.

In all its activities SBASSG will counter harmful stereotypes about groups and individuals. We are also committed to ensuring that knowledge about customs, cultural backgrounds, lifestyles and other issues affecting oppressed groups are more widely understood.

SBASSG accepts, therefore, the statutory requirements laid down in the Sex Discrimination Act 1975, the Race Relations Act 1976, the Equal Pay Act 1970 and the Disability Discrimination Act 1995, which make it unlawful to discriminate against or treat an individual differently on the grounds of colour, ethnic origin, gender, marital status or disability.

The Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1995 make a distinction between direct and indirect discrimination.

Direct discrimination is generally obvious and easily identifiable. It occurs when a particular individual is treated differently for example because of their race, colour, nationality, ethnic origins, gender or marital status and where such treatment is less favourable than he or she would otherwise have received.

This may not be so obvious. An unnecessary condition or requirement may be imposed, which is applied to everybody, but is more difficult for people from some groups in society to meet. This is indirect discrimination.

Harassment is defined as unwanted, abusive or insulting behaviour towards another individual. It causes that person to feel threatened, humiliated or harassed. It may interfere with work performance, undermine job security or create a threatening or intimidating work environment. Harassment may take place on a number of grounds, including race, gender, disability, sexual orientation, and age.

Equality of opportunity will be applied throughout all SBASSG’s policies and procedures.

The responsibility for promoting equality within SBASSG lies with the elected Committee (jointly and severally). One member of the Committee will be elected as Equality Officer at Annual General Meetings.

The Equality Officer will present an Annual Report (as a section of the overall SBASSG Annual Report) commenting on the degree of equality in the participation in SBASSG activities by volunteers and others, on any problems encountered in respect of equality, and on measures taken to address such problems. The Equality Officer’s Annual Report will also set specific targets to improve SBASSG’s equality performance in the year ahead.

SBASSG expects that each person involved in SBASSG activities should be aware of their behaviour towards others. Everyone should be treated equally, with dignity and respect. Each person should ensure that they do not behave in a way that could be regarded as harassment, discriminating or offensive.

SBASSG expects that each individual should recognise that discrimination of any kind is unacceptable.

It is the responsibility of each person to report incidents of discrimination or harassment to members of the Committee.

The Committee has a duty to promote and sustain equality of opportunity by:

• Ensuring that all volunteers are made aware of this policy and that discrimination, either directly or indirectly, or any form of harassment, is unacceptable; applying the principles of equality of opportunity throughout the application of all SBASSG’s policies and procedures; ensuring that no would-be volunteer is discriminated against either directly or indirectly; ensuring that the mechanism for reporting incidents of discrimination or harassment is known, understood and can be accessed by all volunteers;
• monitoring incidents of discrimination via reports to the Equality Officer or another member of the Committee;
• taking prompt action to stop harassment, bullying or discrimination as it is identified; and ensuring that no offensive or potentially offensive material is displayed at SBASSG events;
• establishing and maintaining an environment free from harassment and bullying.

Unfair discrimination, whether direct or indirect, on any grounds, in the delivery of any of SBASSG’s services, is unlawful. SBASSG will ensure equality of opportunity in its service provision by:

• developing understanding of the differing needs of asylum seekers and refugees;

• reviewing service provision in terms of its impact on equality;

• identifying areas where sections of the community are currently excluded from receiving services and seeking to redress this;

• applying the principles of equality when determining priorities;

• responding flexibly and imaginatively to requests for service

• monitoring and reporting incidents where this policy has not been followed;

• using accessible venues
• providing information in different formats and languages where possible

Associated organisations and those who use SBASSG services and take part in SBASSG activities will be informed of SBASSG’s commitment to equality of opportunity and the existence of this policy.

Recruitment of volunteers and provision of opportunities for development will be on the basis of organisational and individual need and potential. Recognition will be given to individual's personal circumstances (e.g. carer responsibilities) as well as SBASSG’s aspiration for all to have equal access to development opportunities.

This policy will be implemented through specific targets identified in the Equality Officer’s Annual Report.

All Committee members and volunteers will receive a copy of this policy and be made aware of its contents and requirements through induction. In addition, SBASSG will make members aware of the existence of the policy and post it on the SBASSG website.

This policy will be reviewed one year after implementation and biennially thereafter. The responsibility for this will lie with the Committee and specifically with the Equality Officer.

SBASSG will demonstrate its continuing commitment to the implementation of this policy by regular monitoring and review. SBASSG recognises the importance of monitoring and evaluation to the success of implementing and maintaining equal opportunity practice. Where there is evidence that anyone is not being offered equality of opportunity in respect of SBASSG activities and events, the Committee will take immediate steps to examine its policies, procedures, and criteria to establish whether certain individuals or groups are excluded, discouraged, or disadvantaged.

Specific concerns should be raised with the Equality Officer, in writing, in the first instance. Members and other individuals and organisations which use SBASSG’s services may also raise issues with the Equality Officer or any other Committee member.

Where there is evidence of discrimination or harassment, the complaint will be dealt with at a meeting of the Committee which may be specially summoned for this purpose. Any complaints that Committee members have breached the Equal Opportunities policy will be investigated by a nominated member acceptable to both parties. If the complaint is found to be justified the person concerned may be asked by the Committee to resign.