EQUAL EMPLOYMENT OPPORTUNITIES POLICY

Purpose and scope

The purpose of this Equal Employment Opportunities Policy (EEOP) is to communicate our commitment to equality of opportunity in employment, with the aims of ensuring that all employees and job applicants are treated fairly and equally, and our commitment to providing a working environment that is free from all forms of discrimination.

The policy applies to all staff within the World Ape Fund, including employees and other workers, such as temporary workers and volunteers.

A copy of this policy will be distributed to all employees. In addition, all employees/staff will receive specific training and briefing on this policy.

Any questions about the policy should be directed to the World Ape Fund’s Co-director, Dr Michele Schubiger (mns@worldapefund.org).

Policy statement

The World Ape Fund is fully committed to providing equality in the workplace and all opportunities for, and during employment, will be afforded to individuals fairly and irrespective of sexual orientation, gender, gender reassignment, marital or civil partnership status, pregnancy or maternity, race including colour, ethnic or national origins and nationality, age, disability religion or belief.

The World Ape Fund will not discriminate in the arrangements we make for recruitment and selection or in the opportunities afforded for employment, training or any other benefit. All decisions will be made fairly and objectively. We aim, as far as reasonably practicable, to ensure that all our working practices are applied fairly and consistently and, where necessary, we will take reasonable steps to avoid or overcome any particular disadvantage these may cause and to promote equality.  

Legal Obligations

The Equality Act 2010 came into force in October 2010 and replaces all previous equality legislation in England, Scotland and Wales – namely the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act, the Equal Pay Act, the Employment Equality (Age) Regulations 2006, The Civil Partnership Act 2004, the Employment Equality Regulations 2003 (religions and belief and sexual orientation).

The Equality Act 2010 protected characteristics are:

Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief sex and sexual orientation.

In valuing diversity the World Ape Fund is committed to go beyond the legal minimum regarding equality.

The Equality Act 2010 harmonises and strengthens and replaces most previous equality legislation. The following legislation is still relevant:

The Human Rights Act 1998.

The Work and Families Act 2006.

Employment Equal Treatment Framework Directive 2000.

The World Ape Fund has overall responsibility for the effective operation of this policy and for ensuring compliance with the Equality Act 2010 and associated legislation and for observing relevant Codes of Practice.

The World Ape Fund’s directors are responsible for monitoring and reviewing the policy and for ensuring that all employment-related policies, procedures and practices adhere to this policy.

 Approved by the World Ape fund’s directors:

 Dr Michèle  Schubiger

 Dr Nicholas Mulcahy