Equality policy

Introduction

1. The National Portrait Gallery is committed to the equal treatment of all employees and applicants for posts 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 Commission for Equality and Human Rights.

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 composition of the regional population.

The Gallery will follow an Action Plan that will help ensure equality of treatment and the promotion of diversity within the work force.

Equality and Fairness at Work

2. All employees must abide by the requirements of the Race Relations Act 1976, Sex Discrimination Act 1975 and the Disability Discrimination Act 1995.  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 the Gallery’s grievance procedure should be utilised.

Grievance procedure

1. If any employee feels that they have suffered discrimination in any way the Gallery’s grievance procedure will be utilised.

2. If the complaint is against the employee’s immediate manager, the complaint should be addressed in confidence to the Personnel Manager, who may refer the complaint to the next tier of management if this seems appropriate in the circumstances.

3. A person who discriminates or harasses may be liable for payment of damages. As too could the Gallery should it have failed to ensure the practice ceased forthwith.  Harassment is a criminal offence punishable by a fine and or prison term.

4. To make a complaint of discrimination, harassment, victimisation or other unfair treatment, it will be necessary to have:

(a)    details of what, when and where the occurrence took place;
(b)    any witness statements or names
(c)    names of any others who have been treated in a similar way
(d)    details of any former complaints made about the incident, together with date of, where and to whom it was made;

Until a hearing is arranged those making a complaint should keep the matter confidential, other than arranging for details of possible witnesses to be given to the Personnel department.

5. All discrimination 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.