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This Association, as a service provider in a multi-racial area, is committed to the establishment and development of a positive policy of equal opportunity in employment and the provision of all its services.

The SSBA considers that it has a moral obligation to actively promote opportunity on the grounds of race, colour, creed, ethnic or national origin, disability, age, sex, sexual orientation or marital status.

In pursuit of these ends the SSBA has laid down the following rules for the implementation of this policy.

1.         Aims of the Policy

Applying to the actual and potential employees and services the policy is designed to be effective in terms of:

       a) Ethnic Minorities - The SSBA recognises that it has a responsibility to ethnic minority groups in the provision of services and employment.            The policy will aim at removing any racial discrimination both by giving individuals the opportunity to develop their abilities and realise their            expectations and by making available to the SSBA the specialist knowledge and experience for the effective running of a multi-racial            community.

       b) Sex Discrimination - The policy will aim at removing any sexual discrimination in employment and services and both men and women will be            encouraged to apply for all positions within the SSBA with the exception of these which carry a ‘genuine occupational qualification’            exemption.

       c) Disablement - the SSBA will enhance the opportunities available to disabled persons and is committed to making every possible effort to go            beyond the minimum requirements.

2.         Practical Implementation of the Policy

This policy applies to all actual and potential employees and services provided by the SSBA.  Overall responsibility for the policy will be placed with the Board of Directors.  Responsibility for implementing and monitoring the effectiveness of the policy will be delegated to the
Co-ordinator.  It will also be the duty of each employee to actively promote equality of opportunity in accordance with the policy by introducing specific initiatives under their areas of control.

In addition, each employee has a duty both morally and legally not to discriminate against individuals or disadvantaged groups.

2.1        Recruitment and Selection of Employees

Non-discriminatory recruitment policies will be maintained and in order to ensure the highest quantity and quality of candidates and that appointments are made on the basis of job related criteria only.  The SSBA recognises the advantages of recruiting individuals with specialist knowledge and experience of local needs.

Appropriate action will be taken to ensure that advertising procedures conform to legislative requirements, do not exclude minority groups and all posts are advertised where they are equally available to be seen by all minority groups, using minority press where necessary.

The selection procedure is of crucial importance to successful implementation and maintenance of an Equal Opportunities Policy.  To achieve this end the SSBA will, through appropriate training, and the provision of objective, job related criteria, ensure that interviewers will not discriminate in making their final decision.

2.2        Recruitment and Selection of Tenants

Non discriminatory selection procedures will be used to recruit trainees which do not directly or indirectly discriminate against any particular racial or gender groups, disabled people or people of any particular religion or sexual persuasion.

Appropriate action will be taken to ensure that all available workspace units are advertised where they are equally available to be seen by all minority groups, using minority press where necessary.

3.         Monitoring

In order for the policy to have most effect its progress must be monitored.  The effectiveness of meeting the aims and objectives of the policy can only be judged using feedback on how the policy operates.  A comprehensive monitoring system will be set up to include:


       a) Records of recruitment, decisions made and reasons for the decisions

       b) Records of all tenants applications, selection decisions and reasons for the decisions.

4.         Grievances

Any employee or trainee who feels that he or she has suffered less favourable treatment on any of the grounds mentioned able should first of all register the grievance with the Co-ordinator, who will take appropriate action, in accordance with the agreed grievance procedure.