NCWRP seeks to create positive environmental and social change. We facilitate the setting up of community wood recycling social enterprises throughout Britain and work hard to support and to meet the needs of the individuals and organisations in the communities which we are a part of.

We recognise that it is essential to provide equal opportunities to everyone without discrimination. This policy sets out the organisation’s position on equal opportunity in all aspects of employment and volunteering, including recruitment and promotion. It gives guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the protected characteristics set out in the Equality Act 2010 namely age, being married or in a civil partnership, being pregnant or on maternity leave, disability, race including colour, nationality, ethnic or national origin, religion or belief, sex, gender reassignment or sexual orientation (“the protected characteristics”).

We also seek to provide opportunities for groups who are not covered by the Equality Act, particularly ex-offenders, people who have been long term unemployed and those in recovery from substance misuse. We do not discriminate on the basis of part time/full time work status.

It is the policy of NCWRP to ensure that no job applicant, employee, potential or current volunteer or user of our services receives less favourable treatment on the grounds of the protected characteristics, or is disadvantaged by any other conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.

Our practices will seek to ensure that staff, volunteers and people we deal with will not be unfairly discriminated against on any grounds.

Our commitment to anti-discriminatory practice relates to all kinds of discrimination, including:

• Direct discrimination – where someone is treated less favourably than another because they have a protected characteristic.
• Indirect discrimination – when a requirement or a condition is applied which has a detrimental effect on a particular group or individual. This applies even if there was not a deliberate intention to discriminate.
• Associative discrimination – direct discrimination against someone because they associate with another person who has a protected characteristic.
• Perceptive discrimination – direct discrimination against someone because others think they have a protected characteristic even if they do not possess that characteristic.
• Harassment – unwanted conduct related to a protected characteristic which violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them. This applies even if the conduct is not directed at the individual or if they do not have the protected characteristic.
• Third party harassment – potential liability for the harassment of staff by others such as clients or customers.
• Victimisation – when someone is treated badly because they have made or supported a complaint under the Equalities Act or it is thought that they have done so.

Our Practices

Employment and Volunteering

We aim to ensure that no job applicant or employee receives less favourable treatment or is disadvantaged by conditions or requirements that cannot be shown to be justifiable in the context of the policy. We will not tolerate discrimination described above, in any form.

We make advertisements widely available. All posts are open to all, as is all training (subject to financial resources).

We target extra help and support to those with varying needs (subject to financial resources).

Selection, recruitment, training, promotion and employment practices will be subject to regular review to ensure that they comply with our policy. Training on this policy will be available to everyone.

We regard discrimination, abuse, harassment, victimisation or bullying of staff, customers or others in the course of work as disciplinary offences that could be regarded as gross misconduct.

We will apply the same equality and diversity policies as appropriate to the selection and training of volunteers.

Communications

We will reflect our commitment to equal opportunities in our communications, presenting positive images of the diversity of our people and using language which is inclusive and respectful.

Overall, the ethos of NCWRP is about empowering people – be they our entrepreneurs, staff, volunteers, placements or supporters – to reach their potential and help us to make a real contribution to environmental improvement and social justice.