Policy Objective 
The objective of this policy is to ensure the commitment of CPA to the promotion of equality opportunity to all its members. CPA guarantees to provide equality membership to all, regardless of: gender, including gender reassignment ; marital or civil partnership status ; having or not having dependents; religious belief or political opinion; race (including colour, nationality, ethnic or national origins); disability; sexual orientation; age.
CPA is opposed to all forms of unlawful and unfair discrimination. All members of CPA will be treated fairly and will not be discriminated against on any of the above grounds. Decisions on membership, selection, training or any other benefit will be made objectively, without unlawful discrimination, and based on skills and ability. We recognise that the provision of equal opportunities in all our activities will benefit CPA. Our equal opportunities policy will help members to develop their full potential and the talents and resources of the members will be utilised fully to maximise the effectiveness of the organisation. This policy applies to applicants for employment, volunteers and members of the group alike.
Equality commitments 
CPA is committed to the principles and practice of Equality. DIU values the diversity of the local population. We want our services, facilities and resources to be accessible and useful to every citizen regardless of gender, age, ethnic origin, religious belief, disability, marital status, sexual orientation, or any other individual characteristic which may unfairly affect a person’s opportunities in life.
CPA is committed to: promoting equality of opportunity for all persons; promoting a good and harmonious learning environment in which all men and women are treated with respect and dignity and in which no form of intimidation or harassment is tolerated; preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation; fulfilling all our legal obligations under the equality legislation and associated codes of practice; complying with our own equal opportunities policy and associated policies; taking lawful affirmative or positive action, where appropriate; 32 breaches of our equal opportunities policy will be regarded as misconduct and could lead to termination of membership.
Implementation 
CPA has specific responsibility for the effective implementation of this policy. We expect all members to abide by the policy and help to create the equality environment which is its objective.
In order to implement this policy CPA shall: communicate the policy to members by making it available to all existing, and new members; endeavour through appropriate training to ensure that it will not consciously, or unconsciously discriminate in the selection or recruitment of applicants for membership; Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into roles and responsibilities of its members; Incorporate equal opportunities notices into general communications practices (e.g. announcements, annual report at annual general meeting, notices and newsletters); Ensure that adequate resources are made available to fulfil the objectives of the policy.
Monitoring and review
CPA will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.
The effectiveness of the equal opportunities policy will be reviewed regularly (at least annually) and action taken as necessary.
Complaints 
Members who believe that they have suffered any form of discrimination, harassment or victimization are entitled to raise the matter through the agreed procedures. All complaints of discrimination will be dealt with seriously, promptly and confidentially.
Every effort will be made to ensure that members who make complaints will not be victimized. Any complaint of victimization will be dealt with seriously, promptly and confidentially. Victimization will result in disciplinary action and may warrant dismissal.