Equal Opportunities Statement

Bounce Back Arts CIC wholeheartedly supports the principle of equal opportunities, both in its employment practices and in its activities.

In accordance with the Human Rights Act 2000 Bounce Back will not discriminate against any employee, member, job applicant, workshop/event/project attendee on the grounds of age, ethnic or national origins, religion, gender, sexual orientation, disability, or marital status. The aim of this equal opportunities policy statement is to ensure equality of opportunity for all staff, members, applicants, and workshop/event/project attendees regardless of their role within the organisation.

In applying this policy, Bounce Back Arts CIC recognises its obligations under current legislation, in particular the Sex Discrimination Acts 1975 and 1986 and the Race Relations Act 1976 and 2000, which make it unlawful for an employer to discriminate directly or indirectly on the grounds of sex, marital status or race; the Equality Act 2010, the Disability Discrimination Act 1995; the Rehabilitation of Offenders Act 1974; the Trade Union and Labour Relations (Consolidation) Act 1992; the Employment Act 1996 & Employment Relations Act 2008; and any associated Codes of Practice. Bounce Back  will keep up to date with and apply all relevant new legislation.

Every possible step will be taken to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, training, promotion, and career development are based solely on objective criteria.


The responsibility for determining, communicating, implementing and revising the equal opportunities policy lies with the Board of Directors. The Board of Directors have a responsibility to ensure that all staff, members, job applicants, workshop/event/project attendees are aware of the policy and its implications.

All staff, directors, job applicants, workshop/event/project attendees should be aware of Bounce Back’s Equal Opportunity Statement and of their individual 
responsibility to ensure its success and to comply with the provisions of legislation. This applies equally to those staff involved in projects and in external activities.


Bounce Back is committed to making this policy fully effective and will:

  • Monitor and review the effectiveness of this policy on a regular basis
  • Continually review its selection, appointment, career development, employment and training provisions
  • Provide advice and guidance on equal opportunities to project managers and facilitators, those responsible for projects, and to all staff undertaking work in Bounce Back’s name
  • Ensure that the policy is communicated, understood and implemented throughout Bounce Back Arts CIC