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EDEAL's Equal Opportunities Policy

The ability to start and build a successful business has no boundaries in terms of education, ethnicity, gender, mobility or social status, and EDEAL’s services and support are available to all.

To ensure that this is fully understood by all those who wish to use the services of EDEAL, provide services to EDEAL or are employed by EDEAL to carry out its functions, the following policy is stated for everyone’s clarification.

  1. The intention of this policy is to ensure that all employees, associates and clients, both potential and actual, are treated equally and as individuals regardless of colour, race, nationality, ethnic or national origin, religion, political belief, social or economic class, marital or parental status, gender, sexual orientation, age or disability.
  2. This policy covers the Board of Directors and associates.
  3. This policy covers the services provided by the Agency, its policies, criteria for funding, management, employment practices, terms and conditions of service, marketing and all dealings with clients and grant applications.
  4. The Board of Directors will be responsible for implementing this policy.
  5. This policy will be monitored by the Board of Directors.

Implementation Plan

  • Equal Opportunities Policy to be available to all clients both potential and actual, through the Agency web-site, information packs and training materials.  Target date: February 2006
  • All staff and associates to receive a copy of the Equal Opportunities Policy, discuss the impact on themselves and have the opportunity to discuss case studies.  Target date: March 2006
  • Quarterly Management Reports to include analysis on retention and achievement of different client groups.  Target date: Already implemented
  • Based on analysis of ethnic groups in the region, the Agency will engage with local translation businesses to provide leaflets in languages other than English.  Target date: March 2006
  • Agency to continue relationship with Sompriti and others to provide business training and support to ethnic business groups.  Target date: Ongoing
  • Agency to actively work towards an associate base that reflects the diversity of the agencies potential and actual client base.  Target date: Ongoing
  • Equal opportunities policy to be included as part of employee and associate induction:  Target date: Ongoing

Complaints Procedure:

  1. If an employee, client or associate has reason to believe that discrimination has been suffered in any way, the Agency’s grievance procedure should be utilised.
  2. If the complaint is against the employees/associates own immediate or other superior, then confidential application should be made to the Chairman of the Agency, who may authorise immediate reference to the tier of management best able to deal with the situation.
  3. If any client has a complaint, the details can be put in writing or by telephone to the Services Delivery Manager who should respond within 5 working days.
  4. If the complaint is related to a Director of the Agency then a confidential application should be made to the Chairman of the agency.
  5. If requested and as far as possible, the anonymity of the complaint will be protected.
  6. When making a complaint it will assist any investigation to have available if possible:
  • Details of what, when and where the occurrence took place
  • Any witness statements or names
  • Names of others who have been treated in a similar way
  • Any information on former complaints
  • Any preference for a solution for the incident

NB It should not be overlooked that any employee or associate who discriminates or harasses, may be liable for the payment of damages to the person offended.  This is in addition to any damages payable by the company should it have failed to ensure the practice ceased forthwith.

December 2005