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Child Protection Policy
Equality Policy Statement for Kids in Control Ltd.

General Statement


1.1 Kids in Control Ltd seeks to make drama training and theatre making accessible to those who wish to participate in it, irrespective of their gender, marital or family status, religious belief, political opinion, nationality, race or ethnic origin, sexual orientation, age, disability or unrelated criminal conviction.


1.2 Kids in Control Ltd is opposed to all forms of unlawful and unfair discrimination. All employees and job applicants (actual or potential) will be treated fairly and selection for employment, promotion, training or any other benefit will be on the basis of aptitude or ability.

Recruitment


2.1 Kids in Control Ltd will ensure that its recruitment and selection procedures are consistent, provide equality of opportunity and are seen to be fair by all employees and job applicants. Selection will be based on the ability to do the job in question.


2.2 In cases where Kids in Control employs tutors, performers or professional production staff, selection will remain consistent with 2.1 above providing equality of opportunity irrespective of gender, marital or family status, religious belief, political opinion, nationality, race or ethnic origin, sexual orientation, age, disability or unrelated criminal conviction.


2.3 Kids in Control Ltd will adopt clearly defined employment procedures which are designed to ensure that all recruitment is conducted systematically and objectively with the Equal Opportunity principles in mind.

Rights of Employees


3.1 Kids in Control Ltd is committed to the maintenance of a good and harmonious working environment in which no employee feels under threat or intimidated by comments or actions slanderous, libelous or otherwise concerning matters of gender, marital or family status, religious belief, political opinion, nationality, race or ethnic origin, sexual orientation, age, disability or unrelated criminal conviction.


3.2 All comments or actions slanderous, libelous or otherwise as set out in 3.1 constitute a breach of this policy and will be regarded as a disciplinary offence, which may result in dismissal.

Monitoring/Review and Implementation


4.1 This policy will be reviewed taking into account changes in work practices, staffing and especially changes in legislation.


4.2 Kids in Control Ltd will review its Equal Opportunities Policy annually in accordance with conditions specified in 4.1 The review will be the responsibility of the Board of Directors.


4.3 Responsibility for the implementation of this policy in relation to selection for employees to the Kids in Control training programmes, outreach projects and theatrical productions rests with the Artistic Director who is responsible to the Board of Directors.


4.4 Responsibility for the implementation of this policy in relation to other company operations such as employment of other personnel and services for and on behalf of the company rests with the Project Co-ordinator who is responsible to the Board of Directors.


4.5 Responsibility for the monitoring, implementation and review of this policy as a whole rests with the Board of Directors of Kids in Control Ltd.


4.6 The Board of Directors will ensure that all employees through induction, training etc are aware of and operate to the terms set out in this policy.


4.7 The Board of Directors will provide for all those involved in recruitment and selection adequate resources to fulfil the aims of this policy.

Complaints


5.1 Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures. A copy of these procedures is available from the Project Co-ordinator. All complaints of discrimination will be dealt with seriously, promptly and confidentially.


These internal procedures do not replace or detract from the right of employees to pursue complaints under the Sex Discrimination (NI) Order 1976, the Disability Discrimination Act 1995 and the Race Relations (NI) Order 1997 to an industrial tribunal or, under the Fair Employment (NI) Act 1976, to a Fair Employment Tribunal.


Every effort will be made to ensure that employees making complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.Signed

Grainne Woods
Secretary: Kids in Control Ltd


 
 



 

 

 

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