Equality of opportunity is vital to Voscur’s work; it improves our ability to meet the needs of the organisations and people we serve, adding value to our work and the opportunities we offer.  
 
We strive to advance equality of opportunity as a key principle across all our activity in a culture of openness and trust, collaboration and strong relationships, and by encouraging good practice and behaviour.
 
Voscur believes that many individuals and groups experience discrimination or lack opportunity and that this creates systematic  barriers to creating a fair and just society.  People are discriminated against because of their protected characteristic(s) or circumstances. Discrimination can take one or combined forms based on recognised protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex, and sexual orientation.  Other forms of discrimination can be based on: colour, nationality, political beliefs, carer status, appearance, geographical affiliation, social class, income level or criminal record.  Voscur recognises that these groups are not mutually exclusive and also recognises intersectionality being that people often identify themselves under a number of groups. 
 
Voscur’s position on equalities is constructive, anti-discriminatory and proactive. Voscur will create a culture within the organisation that respects and values those with protected characteristics and all forms of diversity.  We will undertake positive action and social action to improve the position of people who are marginalised and who experience oppression.
 
Voscur is committed to championing diversity, eliminating discrimination and enhancing opportunity in its own policies and practice; and to helping other organisations and individuals to do the same.
Voscur will:
  • create a culture that recognises the diversity and value of individuals in which people are treated with dignity and respect
  • conform to the letter and intent of current legislative requirements including the Equality Act 2010 and the Human Rights Act 1998
  • adopt mechanisms for dealing with all forms of discrimination, harassment, victimisation and bullying
  • adopt mechanisms for applying positive action where we believe that there is under-representation or disadvantage
  • adopt and maintain standards of good practice
  • regularly monitor and review this policy and practice
  • collaborate with partners from all sectors that have a similar ethos in advancing equality of opportunity in all areas of life.
November 2016