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NB the term Supporter is used throughout to describe elected post holders, management team members, befrienders, hosts and other volunteers throughout.

1. York City of Sanctuary recognises that discrimination and victimisation is unacceptable and that it is in the interests of this organisation and its Supporters to potentially utilise the skills of every member of society. It is the aim of this organisation to ensure that no Supporter receives less favourable facilities or treatment (either directly or indirectly) in recruitment or deployment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).

2. Our aim is that our Supporters will be truly representative of all sections of society and that everybody involved feels respected and able to give of their best.

3. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness in all our work.

4. All Supporters will be treated fairly and with respect. Selection for all our roles: volunteers, befrienders, or management team membership will be on the basis of aptitude and ability. All Supporters will be helped and encouraged to develop their full potential and the talents.

5. Our Supporters will not discriminate directly or indirectly, or harass the people we seek to help or work with because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of this organisation’s goods and services.

6. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.


• To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
• Every Supporter is entitled to an experience that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
• Training, development opportunities are available to volunteers conducting specific tasks or projects.
• To promote equality in our work which we believe is good practice.
• Breaches of our equality policy will be regarded as misconduct and could lead to the individual being required to no longer assist York City of Sanctuary.
• This policy is fully supported by our management team.
• The policy will be monitored and reviewed annually


Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the executive. The Management Team will ensure that they and their helpers operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each management team member will ensure that:

• all Supporters are made aware of the policy and the arrangements, and the reasons for the policy;
• grievances concerning discrimination are dealt with properly, fairly and as quickly as possible, referring them immediately to the Co-ordinator or the Chair;
• proper records are maintained where breaches of this policy are encountered.

The Co-ordinator and/or the Chair will be responsible for monitoring the operation of the policy in respect of volunteers.


Responsibility for ensuring that there is no unlawful discrimination rests, or disrespectful behaviour, rests with all Supporters and their attitudes are crucial to the successful operation of fair practices. In particular, all members of staff should:

• comply with the policy and arrangements;
• not discriminate in their day to day activities or induce others to do so;
• not victimise, harass or intimidate other Supporters or those we work with who have, or are perceived to have one of the protected characteristics.
• ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
• inform the Co-ordinator or the Chair if they become aware of any discriminatory practice that they have either observed or experienced personally.


This organisation attaches particular importance to the needs of disabled people.

Under the terms of this policy, we are required to:

• include disabled people in training/development programmes;
• give full and proper consideration to disabled people who apply for to help, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do so.


The concept of equality and this Policy will be included our training at every opportunity.


• Reported incidents where this procedure has been abused will be held in writing by the Co-ordinator. Periodic discussion of these with other management team members may call for a revision of these procedures.
• Any management team member has the right to table any Equality issue at a management team meeting.
• The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
• If monitoring shows that this organisation, or areas within it, are not representative, or that sections of our volunteers, supporters or management team members are not progressing properly within this organisation, then an action plan will be developed to address these issues.

Credit – Mary at Off She Goes