THE MULTIPURPOSE SOCIAL SERVICE SOCIETY OF CUDDAPAH DIOCESE (MPSSS)
EQUAL OPPORTUNITY POLICY
Mariapuram, Cuddapah – 516 003., A.P. India: (08562) 241051, 245863., email:
Name of the organization: The Multipurpose Social Service Society of Cuddapah Diocese
Address: Multipurpose Social Service Society of Cuddapah Diocese
(MPSSS), Mariapuram, Cuddapah – 516 003, A.P., India
Name of the contact person: Rev.Fr.L.Arogyaraj, Executive Director
Telephone & Fax numbers: Office – 0091 8562 241051, 245863
Director mobile: 0091 9550112846
E-mail address:
Legal status: Registered Organization under Societies Registration Act of
1860 Reg.No. 382/197with the Ministered of Home Affairs,
Government of India – To receive foreign contribution
(FCRA No. 010160049) Registered under Income Tax Act of
1961 under section 12 A for Tax Exemption
Account holder/ Bank name/
address/ account number: S.B.I A/c No. 10844915016
State Bank of India Main
7 Roads, Kadapa, A.P. India
Branch Code: SBIN 0000830
SWIFT Code: SBININBB 324
Auditors: Kota JanardhanRao, B.Com FCA., D.I.S.A
Chartered Accountant
19/248 New Municipal stall
Madras Road, Kadapa – 516 001, A.P.India
0091 8562 221317
Directors’ Profile:
S.N / Name of the Director / Period of Service / Years of Service1 / Rev. Fr. Alexius / 1977 to 1987 / 10 Years
2 / Rev.Fr.Sleva Reddy / 1987 to 1989 / 2 Years
3 / Rev.Fr.M.D.Prakasam / 1989 to 1990 / 1 Year
4 / Rev.Fr.K.Samuel / 1990 to 1994 / 4 Years
5 / Rev.Fr.Celestine DM / 1994 to 2002 / 8 Years
6 / Rev.Fr.PrakashSagili / 2002 to 2003 / 1 Year
7 / Rev.Fr.Stanislaus / 2003 to 2008 / 5 Years
8 / Rev.Fr.Devasahayam / 2008 to 2010 / 2 Years
9 / Rev.Fr.N.Balachandra / 2010 to till date / 5 Years
10 / Rev.Fr.L.Arogyaraj / 2015 to till date
Vision:
All children live in inclusive and protective environment where their Dignity and Rights are respected.
Mission:
To generate environment in the communities and society that is safe, secured and conducive to the all round development of allits children irrespective of gender, age, disability, caste, social categories, creed, religion, or economic position.
This policy sets out the Multipurpose Social Service Society of Cuddapah Diocese (MPSSS)to promoting “Equality of Opportunity” with the primary aim of providing equality for all and preventing any form of discrimination in its workplace.
Policy Statement
TheMultipurpose Social Service Society of Cuddapah Diocese (MPSSS) is committed to creating an inclusive working environment to maximize the potential of all staff, proving equal opportunities in all aspects of employment and avoiding unlawful discrimination at work. Special focus will be on gender that they enjoy equal rights and opportunities at all levels.
The Multipurpose Social Service Society of Cuddapah Diocese (MPSSS) will not tolerate discrimination harassment, abuse or victimization of employees or third parties who do work on the behalf of the Multipurpose Social Service Society of Cuddapah Diocese (MPSSS). It seeks to respect the rights and privileges of one and all woring on its premises or on its behalf. It is concerned on gender equality, equity, justice and is against harassment of gender at any level in the work place.
Application of the policy
The policy applies to one and all working in the Multipurpose Social Service Society of Cuddapah Diocese (MPSSS) working among the people. The appointed staff is expected to adopt the same principles be contractors, consultants and any other third parties who carry out work on behalf of the Multipurpose Social Service Society of Cuddapah Diocese (MPSSS),
Principles
The key principles of the equal opportunities policy to:
- Provide equality for all
- Promote an inclusive culture
- Respect and value differences of everyone
- Prevent discrimination, harassment and victimization
- Promote and foster good relations across the workforce and partners
This means being aware of the impact of our behavior and thinking about the impact of policies and our programmes in the District and protected groups.
Guiding Principles – The Law
Our policy is governed by the equality Act of India, which makes it unlawful to discriminate directly or indirectly, in recruitment or employment because of a protected characteristic. The protected characteristics are:
- Age
- Disability
- Gender (or sex)
- Gender reassignment
- Race
- Religion or belief
- Sexual orientation
- Pregnancy and maternity
- Marriage and civil partnership
The equality Act places the public sector under a statutory equality duty to eliminate discrimination, harassment and victimization, advance equality of opportunity between people from different groups and foster good relations between people of different groups. As a result public organizations will be required to publish equality objectives every four years and publish information /data annually to demonstrate their compliance with the general equality Duty.
The Act applies to everyone in India. Multipurpose Social Service Society of Cuddapah Diocese ( MPSSS) applies the general principles to our overseas offices and expects all staff to adopt these principles, but practice vary from office to office to take account of local laws and custom.
Equal opportunities Policy – Types of unlawful Discrimination
Unlawful discrimination
The Multipurpose Social Service Society of Cuddapah Diocese ( MPSSS) defines the different types of discrimination that are unlawful:
Direct discrimination is when someone is treated less favorably than another person because of a protected characteristic. Direct Discrimination is not justifiable. Examples of direct discrimination would be refusing to recruit a woman because she is pregnant: or excluding one staff members from a team training event on account of their caste, creed, race religion and disability.
Occupational Requirement – in limited circumstances, employers can directly discriminate against an individual for a reason related to any of the protect characteristics where is an occupational requirement. The occupational requirement must be crucial to the post and be a proportionate means of achieving a legitimate aim. Decisions are made on a case by case basis.
Indirect discrimination is when you have a condition, rule, criterion, policy or practice that applies to everyone but particularly disadvantages people who share a protected characteristic and it cannot be shown to be a proportionate means of achieving a legitimate aim.
Associative discrimination is where an individual is directly discriminated against or harassed for association with another individual who has a protected characteristic.
Perceptive discrimination is where an individual is directly discriminated against or harassed based on perception by other that they have a particular protected characteristic. It applies even if the individual does not actually possess that protected characteristic. An example would be if colleague A- harasses colleague B- because they think colleague B has AIDS, even though they do not, have the illness. Colleague A has made assumptions and discriminated against colleague, B, based on a perception.
Discrimination arising from disability is where an individual has been treated unfavorably because of something connected with their disability (so does not have to be the disability itself). An example would be disciplining a staff member for repeated spelling mistakes that are in fact caused by dyslexia, which amount to discrimination arising from disability. This type of discrimination is unlawful where the employer (or a line manager)knows, or could be reasonably expected to know, that the person has a disability.
Harassment is unwanted conduct related to one of the protected characteristics that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading humiliating or offensive environment for that individual. It does not matter whether or not this effect was intended by the person responsible for the conduct. Employees can complain of behavior that they find offensive even if it is not directed at them and the complainant does not need to possess any of the protected characteristics themselves.
Victimization is when an employee is treated badly and subjected to detriment, such as being denied a training opportunity or a promotion because they made or supported a complaint or raised a grievance under the equality or because they are suspected of doing so. An employee is not protected from victimization if they have maliciously made or supported an untrue complaint. An example would be if a disabled staff member raises a grievance that the line manager is not complying with the duty to make reasonable adjustments and is then systematically excluded from all meeting such behavior could amount to victimization.
Reasonable Adjustments
The equality policy also makes it unlawful to fail to make reasonable adjustments, as a result of a disability, to overcome barriers in employment or to using services. The duly to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical feature makes it impossible or unreasonably difficult for disabled people to make use of services.
Executive Director
MPSSS of Cuddapah diocese