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Aims

The Institute of Broadcast Sound recognises the existence of discrimination against people because of particular characteristics or beliefs. The Institute is resolved to oppose all such forms of discrimination, conscious or unconscious in all its activities.

 

Action

Recruitment - to Membership, Employees, Committee and Speakers/Trainers
The Institute believes the criteria on which a person will be accepted or recruited to any position should be those of an individual’s suitability measured by technical competence, knowledge, experience and character.The Institute recognises the under-representation of certain groups within the industry and shows commitment to changing this by exploring new methods and taking suitable action to reach and welcome members of those minorities. The Institute will monitor applications to its membership and events and work with other industry groups where appropriate to enhance equal opportunities in the industry. Specifically, the Institute aims to ensure that no applicant or Member receives less favourable treatment on the grounds of race, colour, gender orientation, nationality, religion, ethnic or national origin, age, gender, gender reassignment or marital status, sexual orientation or disability. Selection criteria and procedures are regularly reviewed to ensure that individuals are treated on the basis of their relevant merits and abilities.
The Equal Opportunities Policy will be brought to the attention of all new members and individuals joining the Executive or Staff.    

Accessibility
Wherever possible meeting venues will be selected with accessibility in mind and all forms of communication will continue to be made available electronically in formats that facilitate interpretation by the widest range of browsers and software.

Respect
At all times peoples’ feelings will be valued and respected. Language or humour that people find offensive will not be used, nor will any form of harassment be tolerated. Consideration is particularly required in electronic communications where tone and intent are particularly hard to judge and offence more easily taken. Incidents of harassment or offence will be taken seriously by the Executive Committee.Review.

 

This policy is to be made freely available via the IBS website and will be reviewed every two years by the whole or a subset of the Executive Committee. For more information please contact us