At MYT we value all individuals’ and thrive on the individuality and creativity that every member can potentially bring our organisation.  We believe that the inclusion of all people’s differences leads to enriched experiences and communities and that no one should suffer discrimination.  Due to our values and beliefs we consider the needs of all individuals in our day to day work, in shaping our policies, in delivering our service and in relation to our own employees and volunteers.  We also aim to eliminate all unlawful discrimination and provide equal opportunities for all.  To implement our values and beliefs we have adopted an E&D policy which can be accessed on our website.  In the main we uphold twelve main principles:

  1. Staff both paid and voluntary (including management and trustees), job applicants and users of services will be treated as individuals, fairly, openly and with dignity and respect. 
  2. No job applicant, worker, volunteer or service user will receive less favourable treatment for any of the protected characteristic under the Equality Act 2010.
  3. Everyone has the right to work in an environment free from discrimination, harassment and victimisation. MYT will not tolerate such behaviour under any circumstances and will investigate any maters reported or suspected, and ensure confidentiality is maintained.
  4. We will take practical steps to ensure reasonable adjustments are made, when appropriate, so that individual’s needs are catered for. 
  5. Any worker who believes he or she is being discriminated against, victimised or harassed should raise the matter through MYT complaints procedure.  At all points they will be treated with respect and compassion. All grievances will be taken seriously, approached with an open mind and confidentially will be maintained.
  6. We will take practical measures to foster and communicate understanding and acceptance of the principle of non-discrimination and to promote equality and diversity among staff, volunteers and service users
  7. Upon recognising an underrepresented group, we will take proportionate steps to enable or encourage them to overcome or minimise a disadvantage, to meet their needs and to participate in activities.
  8. Decisions on recruitment and promotion, and volunteer roles will be based solely on merit, but when candidates are of equal merit and one is from a disproportionately under-represented or disadvantaged group, then this will be considered in our decision making process.
  9. When seeking to recruit staff and volunteers we are committed to ensuring an approach of fairness and equality.  Our recruitment selection and interview panels are transparent and open, consisting of diverse staff.
  10. All employees (future or current) are entitled to equal opportunity and will receive equal remuneration for work of equal value.
  11. We only carry out criminal record checks within the legally permitted remit, as provided by the Police Act 1997, the Rehabilitation of Offenders Act 1974 and the Rehabilitation of Offenders Act 1974 (Exceptions) order 1975.
  12. We recognise that many potential employees and volunteers have a criminal record but pose no risk to children, young people or vulnerable adults.  However, the safety of our service users is paramount.  Due to these factors we adopt a measured and common sense approach when dealing with applications from ex-offenders. We achieve this by assessing the risk an individual possess by considering: the relevance, seriousness and age of offence; the circumstances surrounding the offence, the pattern of offending and changes in circumstances. 

Equal Opportunities Policy PDF