CBA Equal Opportunities Policy

Policy Statement

The Council for British Archaeology (CBA) is committed to the principle of equal opportunities in employment. It will not discriminate unlawfully or unfairly against people on the grounds of age, disability, gender reassignment, marriage, civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.

The CBA endeavours to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, training, promotion and career management are based on objective, and job-related, criteria.

All staff members and volunteers are bound by the policy of equal opportunities. They, the CBA’s Honorary Officers and directors, and advisors and agents of the CBA will work actively to ensure a climate of equal opportunity is fostered and maintained.

Legal and ethical framework

The CBA works within a legal and ethical framework which includes the Equality Act 2010 (consolidating and building on earler legislation) and The Institute for Archaeologists’s (IfA) Code of Conduct

Recruitment and selection

  • The CBA will regularly review its recruitment and selection procedures to ensure that they are lawful, appropriate and fair
  • The CBA will base its selection for appointment, promotion and training, and appoint to a salary scale solely on job related requirements
  • The CBA will establish the criteria for selection prior to advertising a post and will provide applicants with an explanation of each stage of the selection process

Staff development

  • The CBA affords equal access to training and development for all its staff

Working environments and culture

  • The CBA will continue to encourage a positive working environment and foster a sense of organisational purpose
  • The CBA encourages input from staff into their working environment and to the development of the CBA through regular project planning and staff meetings and other consultation

Best practice

The CBA fosters a spirit of best practice.

  • Every reasonable effort is made to provide flexible working practices including flexible hours; career breaks and leave for personal and professional development; and special leave in the event of close family sickness, bereavement, for religious reasons and family commitments. Each case will be considered sympathetically and on its merits.
  • The CBA will consider allowing longer unpaid breaks beyond statutory maternity leave as appropriate. Maternity leave is also extended to cover the adoption of a child. Paternity, or similar, leave is granted to staff on the birth of a child to a partner. Applications for special leave from single parents will also be viewed sympathetically and on their merits.
  • Every reasonable step is taken to allow staff to structure their work around family commitments by building up lieu time, job sharing and term time working where it can be accommodated.

Harrassment

  • The CBA requires all staff and volunteers not to adopt a sexist, ageist, racist or sectarian attitude or language in their dealings with colleagues or the public
  • The CBA will deal quickly and effectively with any alleged harrassment – intentional or unintentional – and will invoke disciplinary procedures where necessary

Monitoring

  • The CBA will pursue best practice by implementing appropriate monitoring in the areas of recruitment, promotion, and the choice of Honorary Officers and directors, advisers and agents

Revised October 2010

If you are applying for a position within the CBA, please fill in our Equal Opportunites Monitoring Form.