ࡱ> _a`E@ 7bjbj )P/"""6   8R $v <6w+ p. D D D %%%%Wp%4(*$m-R/+"R"RR+D D W1+R8D "D %R%&o#h "$D {v #$4G+0w+#a0a0 $66a0"$8v3TD++66 ^66 SOUTHWARK REFUGEE PROJECT 161 Sumner Road, London SE15 6JL symbol 201 \f "Webdings" \s 11(020) 7703 4046 symbol 68 \f "Monotype Sorts" \s 11D Fax (020) 7701 7812  1.0. POLICY STATEMENT Southwark Refugee Project (SRP) perceives that LB Southwark is diverse in terms of race, culture and beliefs. SRP is a grass-root refugee organisation mainly set up to help refugees and asylum seekers settle in Britain. SRP is committed to actively combat all sorts of direct or indirect discriminatory acts in its services delivery, recruitment of paid/unpaid staff and the recruitment of MC members on any of the following grounds: Race/Ethnicity Gender Physical/Mental Disability Political belief Religious beliefs Age Immigration Status Marital Status Nationality Sexuality Class/Caste Unrelated Criminal Conviction HIV Status Appearance Trade Union Activity 2.0. THE POLICY SRP Equal Opportunities Policy covers both service delivery to members/users and recruitment of paid staff, volunteers and management committee members. SRP will display its Equal Opportunities Policy in the form of an A3 poster in many discernible areas at our centre. 2.1.0 THE SERVICE DELIVERY SRP provides generalist advice on a wide range of issues including welfare benefits, immigration as well as running training programmes, such as ESOL & Interpreting, and organising recreational activities to refugees and asylum seekers from over thirty ethnic origins / nationalities. SRP will see to it that information about these services and facilities, e.g., childcare, refund of travel expenses, are accessible to all refugees and asylum seekers indiscriminately and as much as possible in their own community languages. 2.1.1. Publicity of Services The SRP service provision will be publicised in a variety of ways and in may places as well. This will include distributing/ sending our Annual Report, newsletter, leaflets and flyers to the directories and newsletters of umbrella organisations, e.g. The Refugee Council, Social Services-Asylum Teams notice board , Jobcentres, AGMs / conferences organised by other voluntary organisations and similar refugee community organisations. SRP will also seek to further develop, diversify, update its publicity and make it more accessible to our target groups. 2.1.2. Service Users Monitoring System All SRP clients will be seen first by one of the advisors who will fill in a client initial assessment form. The form includes details of clients, the reason for calling and an action plan. SRP uses the form to generate statistical data required by funders as well as using the information for monitoring and reviewing the service provision. 2.1.3. Users Feedback & Service Review SRP will consults with users and seek their views on the service provided using different ways. Consultation and feedback from users will be carried out through the clients feedback form, questionnaires, SRP newsletter, the AGM and the users social gathering during the summer trips. 2.1.4. The Referral System SRP service provision comprises generalist advice/case work, ESOL training, IT skills training, running a supplementary & mother-tongue school for refugee children and recreational activities. As refugees and asylum seekers may often need some services that SRP does not offer, we will have to refer clients to where these needs can be met. To that end, SRP has over the years developed a referral system with numerous statutory agencies, service/training providers, similar refugee organisations and will continue to update its networks and referral system. 2.1.5. Social Policy & Campaign Refugees and asylum seekers are members of the most disadvantaged group whose cause needs to be campaigned for and advocated. SRP, without violating its confidentiality policy, will use its accumulated data, research findings and all other sources of information on refugee issues to campaign against legislations and policies that aim to disadvantage them. 2.1.6. Dealing with Discriminatory Behaviour SRP paid staff and volunteers will receive adequate training in all SRP policies including the Equal Opportunities Policy. While dealing with the SRP staff and volunteer, users are expected to refrain from any discriminatory act against staff or volunteers. Any user, who shouts, racially insults or threatens any of SRP staff/ volunteer will be referred to the Co-ordinator. The role of the Co-ordinator in this regards shall initially confine to a clear explanation of the SRP Equal Opportunities policy which gives the organisation the right to withdraw its services from the user should s/he repeats such behaviour in future. S/he will be given a copy of the Complaints Procedure if wishes to make a complaint. SRP services will immediately be withdrawn from any user who resorts to violence with SRP workers. 2.1.7. Complaint Procedure SRP service users have the right to make complaints against any member of staff, a volunteer, an MC member or even against SRP policies. A poster summarising the policy will be displayed in the reception area while the detailed one will be available on request. 2.2.0 . EMPLOYMENT SRP is an equal opportunities employer and is committed to a policy of treating its employees and job applicants according to the above policy statement. SRP will appoint, train and promote employees on the basis of their own merits and ability alone. 2.2.1. Recruitment & Selection SRP will provide all job applicants with both Job Descriptions (JDs) and Person Specifications (PSs). The JD will clearly spell out the main purpose of the post, its duties/responsibilities and the line management while the PSs will outline the relevant knowledge, experience, skills and qualifications/training required to do the job. In drawing up both JDs and PSs, SRP will ensure that they reflect the essential requirements of the post and should not be discriminatory against any individual or a group of applicants. 2.2.2. Information Pack As part of SRP commitment to its Equal Opportunities Policy (EOP), each and every job applicant will receive an information pack. This will include the job application form, the Job Description, the Person Specifications, the EOP of the SRP, EO Monitoring Form, background information on SRP and its service provision and the latest annual report. 2.2.3. Interview Panel In the formation of the interview panel, SRP will ensure that participants are drawn from the organisation MC members and staff who have got relevant knowledge and expertise. SRP, when necessary, may include specialist(s) from outside the organisation in the interview panel. SRP will also ascertain that all members of the panel are adequately trained in EO selection and interview techniques. 2.2.4. Shortlisting To ensure fairness and objectivity in the process of shortlisting candidates for all job interviews, SRP will initially photocopy all received completed application forms after removing the front page which contains the candidates personal details. Secondly, the panel will carry out the process of shortlisting according to the SRP scoring system which strictly relates to the essential criteria of the person specification. Thirdly, the EO monitoring form will be used to prioritise candidates from under-represented groups. 2.2.5. Interviewing Prior to interviews, the interview panel will meet to decides on the questions areas and set the questions in line with the persons specifications in a way similar to the process of shortlisting. Members of the interview panel will distribute the questions among themselves according to their expertise as well as agree the appropriate responses to the questions and the method of rating candidates answers. 2.2.6. Monitoring Procedures On the basis of the EO Form, SRP will be regularly monitoring the effect of selection decisions and personnel practices/ procedures in order to assess whether or not its Equal Opportunities Policy is being adhere to. The applicants profile and that of those shortlisted will be examined, analyzed and the results will be used as directives to maintain the equal opportunities practice in the recruitment of staff. 2.2.7. Publicising Job Vacancies SRP recruitment publicity must encourage applicants from all suitably qualified and experienced people. As an equal opportunities employer, SRP will ensure advertisements are not confined to those areas or publications that would exclude or reduce the number of applicants of a particular gender, ethnicity, age, disability or sexuality. When advertising a job vacancy, SRP will guard against prescribing unnecessary requirements which would discourage a high proportion of potential applicants from the above mentioned groups. 2.2.8. Terms & Conditions of Employment SRP will provide newly recruited staff with a written contract of employment based on its Equal Opportunities Policy and all the binding requirements of the Employment Law in the UK. The contract of employment will be, at least, reviewed and updated once a year in case of any changes in the Employment Legislation. symbol 216 \f "Wingdings" \s 12 Working Hours For the benefit of the staff and volunteers, SRP operates felxi-time and jobshare where appropriate. All staff are entitled to paid annual leave which is clearly stated in each employees contract (Terms and Condition of Employment). Staff and volunteers are entitled to take time off during statutory holidays and special religious holidays at the discretion of SRP Management Committee. Women workers have the right to claim paid Maternity Leave the details of which are included in the contract of employment. Additional leave, with or without pay, may be granted in special circumstances subject to the MCs approval. symbol 216 \f "Wingdings" \s 12 Redundancy SRP will ensure that the selection for redundancy will be made on fair grounds and in consultation with the staff member(s) selected for redundancy. The staff member(s) made redundant will be entitled to redundancy notice and pay as detailed in the SRP Terms and Conditions of Employment. The baseline for the Redundancy Notice/ Pay will be the Statutory Redundancy Payment issued by the Employment Department. symbol 216 \f "Wingdings" \s 12 Staff Training & Development SRP recognizes the importance of staff and volunteers training and professional development. Hence, the MC have drawn up a detailed training and professional development policy in which staff and, as appropriate, volunteers are encouraged to take training and professional development courses together with a package of concomitant benefits. (The policy is available to staff and volunteers). symbol 216 \f "Wingdings" \s 12 Equal Opportunities Awareness SRP is a multi-ethnic refugee organisation whose MC composition reflects this diversity. As an essential part of the SRP EO policy, all refugee community groups and individual service users are encouraged to attend its AGM to nominate and/ or be nominated for the MC membership. Once the MC members are elected, the training programme will be scheduled for them and will fundamentally include all SRP policies at the forefront of which comes the Equal Opportunities Policy. Training will also be provided to staff and volunteers as the compliance with these policies is recruitment prerequisite. 3.0. EQUAL OPPORTUNITIES WORKING GROUP SRP will ensure that the Equal Opportunities Working Group is set up immediately after the election of the incoming MC. The EO Working Group membership will include two MC members, the Project Co-ordinator, a staff representative, a volunteer and two representatives from SRP service users. The responsibility of this committee is to develop, implement, monitor and review the SRP Equal Opportunities Policy on a regular basis. 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