The National Portrait Gallery is committed to the equal treatment of all employees, applicants for posts, others that work with the Gallery and visitors and requires all employees to abide by and adhere to this principle. It also requires that all staff follow the Codes of Practice issued by the Equality and Human Rights Commission.
To ensure that this policy is operating effectively the Gallery maintains records of employees and applicants of their ethnic origin, gender and disability. These records will be monitored and provide the basis for appropriate action to promote equality.
The Gallery is committed to employing a workforce that represents, as far as practicable, the population from which employees are recruited.
The Gallery will follow an Action Plan that will help ensure equality of treatment and the promotion of diversity within the work force. This is monitored by the Equality Steering Group.
2. Equality and Fairness at Work
All employees must abide by the requirements of the Race Relations Act 1976, Sex Discrimination Act 1975, the Disability Discrimination Act 1995 and 2005 and the Equality Act 2006. Specifically discrimination is prohibited in:
(a) treating any individual less favourably than others on grounds of sex, colour, marital status, race nationality or ethnic or national origin, religion, sexual orientation, disability or membership or non membership of a Trade Union;
(b) expecting an individual to comply with employment requirements that are different to the requirements for other employees solely on the grounds stated in 2 (a);
(c) imposing requirements on an individual that are, in effect, more onerous on that individual than they are on others. This would include imposing a condition not warranted by the requirements of the position that makes it more difficult for members of a particular race or gender to comply than others not of that race or gender.
(d) victimisation of an employee or any other person;
(e) harassment of an employee or any other person (for the purposes of this policy, and the actions and sanctions that may apply), is regarded as discrimination;
(f) any other act, or omission of an act, that in its effect places an employee or applicant at a disadvantage, purely on the above grounds. Where those responsible for managing employees are required to make judgements between employees, it is essential that merit, experience, skills and ability are considered as objectively as possible;
3. The Gallery will investigate immediately any claims of discrimination on any of the grounds stated in 2.
4. Any employee found guilty of discrimination will be instructed to desist immediately. Since discrimination is against Gallery policy, any employee offending will be dealt with under the existing disciplinary procedure.
5. The Gallery commits itself to the employment of disabled personnel and will treat such employees in aspects of their recruitment and employment in exactly the same manner as other employees. Assistance will be given, wherever possible, to ensure that disabled employees are helped in their access to their workplace and in gaining access to all facilities.
6. In the event that any employee feels that they have suffered discrimination, harassment, victimisation or bullying should refer to the Gallery’s Bullying and Harassment Procedures for further guidance.
7. All discrimination, harassment, victimisation or bullying complaints will be investigated at a senior level and the outcome reported to the Director.
Approved by Senior Management Team and adopted by the Gallery in 2003, revised 2010. Approved by the Board of Trustees at its 744th meeting on 5 May 2011.