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To comply with legislation our Equal
Opportunities Policy appears below and is also available for download
by clicking on the links:
pdf file; word
file
Kirsten Offer 18 September 2005
_______________________________________________________________
EQUAL OPPORTUNITIES POLICY
1. Definitions
"the Company" - Vivace
Singers Limited
"the Policy" - this Equal
Opportunities Policy
"the Members" - the Members of
the Company
"the Executive" - the Directors
of the Company
2. Responsibility
2.1. The Directors are responsible for all
aspects of this policy, including its maintenance. The Directors
shall be answerable to the members of the Company.
3. The Directors
3.1. The Members of the Company will seek
to achieve an equal gender balance and fair ethnic and disabled
representation in its structure.
3.2. All members of the Company shall be
familiar with the Policy and be committed to its proper implementation.
4. Publicity
4.1. The Company's general publicity shall
reflect the Policy and project it positively where appropriate e.g.
photographic stills, posters etc.
4.2. All publicity material, publications
and correspondence shall, where practicable, include the statement
"Vivace Singers Limited is an Equal Opportunities employer"
or similar.
4.3. This Policy shall be published on the
Company world-wide-web site
5. Cultural Policy
5.1. The policy of the Company is to
advance choral excellence through the education of the public in the
knowledge, understanding and appreciation of the medium by means of performances.
The mix of material chosen for performance,
where appropriate will represent the widest range of choral
repertoire, within the limitations of availability of material.
6. Training
6.1. It is the Directors responsibility to
ensure that the Members are familiar with all aspects of the Policy
including communication skills, technical skills, e.g. the use of
infrared hearing systems, wheelchair lifts etc. and caring skills,
e.g. the manouevering of wheelchairs in confined spaces. At the
Executive's discretion, they shall arrange additional training for
the Members to ensure that this is the case.
6.2. All members shall have the right to
participate in any and all activities where new skills can be learnt
or taught, with the aim of maximising their contribution to the Company.
7. Membership
7.1. No-one shall be refused membership of
the Company on the grounds of their gender, colour, ethnic or
national origin, disability, age, sexual orientation, socio-economic
background or religious beliefs.
7.2. No member of the Company shall be
refused membership of the Executive on the grounds of their gender,
colour, ethnic or national origin, disability, age, sexual
orientation, socio-economic background or religious beliefs.
7.3 Any employee who believes that
s/he has been unfairly treated within the scope of this section of
the equal opportunities policy may raise
the matter with the Executive. Any person
who believes that s/he has been unfairly
treated may write in the first instance to the Directors of the
Company or to a Member if the Director(s) is/are involved.
8. Premises and Equipment
8.1. Wherever possible, premises used for
performances shall be chosen to meet the needs of disabled people.
8.2. The Company shall encourage the owners
of venues used by the Company to improve access for disabled people,
and wherever possible, shall improve its own equipment to improve the
enjoyment and accessibility of the Company's performances for those
with hearing or sight impairment.
9. Review of Policy
9.1. It is the intention of the Company
that the Policy shall be kept under regular review, to ensure that
the commitment to equality of opportunity is maintained.
9.2. This policy shall be formally reviewed
and re-approved every three years.
18 September 2005
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