Equal Opportunities Policy

1. Statement of policy

The aim of this policy is to communicate the commitment of the Wellesbourne and Walton Parish Council (the Council) to the promotion of equality of opportunity in the Council.

It is the Council’s policy to provide employment equality to all, irrespective of:

  • Gender including gender reassignment
  • Marital or civil partnership status
  • Having or not having dependants
  • Religious belief or political opinion
  • Race (including colour, nationality, ethnic or national origins)
  • Disability
  • Sexual orientation

The Council is opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

The Council recognises that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. The Council’s equal opportunities policy will help all those who work for the Council to develop their full potential and the talents and the resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

2. To whom does the policy apply?

This policy applies to all those who work for (or apply to work for) the Council.

3. Equality commitments

The Council is committed to:

  • Promoting equality of opportunity for all persons.
  • Promoting a good and harmonious working environment in which all persons are treated with respect.
  • Preventing occurrence of unlawful direct discrimination, indirect discrimination, harassment and victimisation.
  • Fulfilling its legal obligations under the equality legislation and associated codes of practice.
  • Taking lawful affirmative or positive action, where appropriate.
  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.


The Clerk is responsible for the effective implementation of this policy and the Council expects its employees to abide by the policy and help create the equality environment which is the objective.

In order to implement this policy the Council will

  • Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.
  • Provide equality training and guidance if required.
  • Incorporate equal opportunities notices into general communications.
  • Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with the Council and its workforce.

Ensure that adequate resources are made available to fulfil the objectives of the policy.

5. Monitoring and review

The Council (if appropriate by a suitable committee) will monitor the implementation of this equal opportunities policy and will carry out periodic reviews and take action as necessary. 

6. Complaints

Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedure. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

In addition to the Council’s internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal under the following anti-discrimination legislation:

  • Sex Discrimination Act 1976, as amended in 2008.
  • Disability Discrimination Act 1995, as amended.
  • Race Relations Act 1976, as amended in 2003.
  • Employment Equality (Sexual Orientation) Regulations 2003.
  • Employment Equality (Age) Regulations 2006.
  • Equal Pay Act 1970, as amended.

However, employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under the Council’s internal grievance procedures first. Every effort will be made to ensure that employees who make complaints will not be victimised. Any taint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.