Constitution document for the Save the DLI Museum Campaign

Aims and objectives;

The aims of this group are; to challenge Durham County Council Cabinet on the closure of the DLI Museum and Art Gallery at Aykley Heads by examining the possibility of continued financially sustainable operation at the site. The group also aims to find a mutually agreeable alternative to the proposals put forward in the Durham County Council Cabinet report dated 21/10/15 by working with any interested parties.


To further these aims the committee shall have the power to

A)     Obtain, collect and receive money or funds by way of contributions, donations, grants and any other lawful method towards the aims of the group.

B)     Conduct any research as deemed necessary by the committee

C)      Work with any external groups or Agencies in pursuance of our aims

D)     Employ any professional experts as deemed necessary by the committee

E)      Carry out any other action within the law necessary to reach the group’s objectives


This group shall be open to any person aged 16 years and over who wishes to work in association to achieve the stated aims of the group. Application to be made via the Facebook page Save the DLI museum and at the discretion of the page administrators and committee members.

Management Committee;

The management committee has initially been formed by co-opting those persons with specialist skills and experience from the main group. The committee will remain in place for a period of 12 months or until the aims of the group are met (whichever is sooner). If the aims are still not met or alternatively resolved after a period of 12 months elections and nominations will be sought from within the group. A committee member may only be removed from post at their own request or upon a vote held by the rest of the committee, a unanimous vote being required to secure removal and this after a gross breach of trust or working contrary to the aims of the group. The committee reserve the right to increase or decrease in size as dictated by the needs of the group or committee at the time. Any vacancies to be filled by selection from the group or appointment of Honorary positions.

The committee shall consist of a Chair, Co-Chair(s), Secretary and Treasurer and not less than 6 other voting members. Terms of office shall be for 12 months or until the aims of the group are met or otherwise resolved, whichever being sooner.

The committee shall meet at least 4 times each year, with not less than 7 days notice.

At least 6 committee members shall be present at each meeting to make decisions. All committee members have power to vote (by show of hands) and a majority vote is needed to carry any decision. In the event of a tied vote the Chair shall have deciding vote.

A proper record of all meetings shall be kept in the form of minutes.

An extraordinary general meeting may be called by the group members. This will require a vote of not less than two thirds of the group membership at that time in calling for the meeting.

A special general meeting may be called by any committee member and requires not less than 7 days notice to the other committee members.


The group finances shall be held in a bank account in the groups name. Any cheques issued by the group shall require at least 2 counter signatories.

The Treasurer shall be responsible for the recording of an accurate financial record which will be examined by an independent accountant after 12 months or at the conclusion of the groups aims and objectives, whichever being sooner.

The committee will make no drawings against the group finances by way of salary, expenses or any other means.

The committee may sanction the appointment of any paid consultants or experts as determined necessary by themselves at that time. All such appointments shall be announced to the group without undue delay.

Amendments to the constitution;

This constitution may be amended if required by a vote of members at an extraordinary general meeting. The meeting shall be called by the committee with members given not less than 14 days notice. Voting to change the constitution shall be by show of hands, with majority deciding.


This group may be dissolved by a resolution passed by a two thirds majority vote at a special general meeting called at the conclusion of the aims and objectives of the group, by transference of the groups aims and objectives to another organisation or due to a lack of interest or finances necessary to continue the operation of the group.


Equality and Diversity policy;

In carrying out its functions the Save the DLI Museum group is committed to promoting equality of opportunity for all, and to ensuring that no individual is discriminated against in the planning and delivery of any of our activities.

We therefore aim to ensure that the values of equality, diversity, and respect for all are embedded into everything that we do.

This policy is intended to demonstrate Save the DLI Museum group’s commitment to eliminating discrimination and encouraging and valuing diversity among group members, volunteers, partners, suppliers, users of our services and externally appointed professionals.

We recognise our responsibilities under the Equality Act 2010, and are committed to meeting them in full. We believe that a culture that embraces equality and values diversity will help us to ensure that everyone feels involved and included in our plans, programmes and activities.

We aim to create an environment which respects and welcomes everyone, and in which no form of bullying, harassment, disrespectful or discriminatory behaviour is tolerated by anyone towards anyone.  This particularly applies in relation to the ‘protected characteristics’ named in the Equality Act 2010:     Age, disability, gender reassignment, income, marriage or civil partnership status, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Save the DLI Museum group understands that for equality to be achieved this policy needs to be made understandable to, and embraced by staff, volunteers, suppliers, partners and externally appointed professionals.

All group members, volunteers, suppliers, partners and externally appointed professionals have a responsibility to ensure that their own language and actions are consistent with the spirit as well as the contents of this policy.

Overall responsibility for the implementation of this policy lies with Save the DLI Museum group’s committee and admin panel.

Save the DLI Museum group recognises that an Equality and Diversity Policy alone is not enough to ensure that equality and diversity are central to everything that we do.

We will seek to create an environment in which diversity and the contributions of all group members, volunteers, suppliers, partners and externally appointed professionals are recognised and valued in all that we do. In this way we hope to provide an example of good equality practice and promote community cohesion within the group.

In introducing this policy we recognise that many people are unfamiliar with the ways in which discrimination and disadvantage affect people’s health, well-being and quality of life. We will therefore support people to develop equalities awareness and understanding.

To ensure that we are meeting the aims and the spirit of this policy we will:

a)      Discuss and review how well we are implementing this policy, and (adjust our practices/develop an action plan) where necessary b) assess any significant new or revised policies and procedures for their impact on equality c) Embed equality and diversity into our development plans.

It is important to us that suppliers, contractors and any other individual or organisation working on behalf of Save the DLI Museum group are aware of and agree to comply with our equality and diversity policy while that work is underway. 

In addition we are committed to: using accessible venues for events and meetings; using plain English, and offering accessible communications, for example, emails, letters, reports and publicity materials as far as it is within our means to do so.

We recognise that it is important for us to regularly review this policy to ensure that it reflects up to date equality legislation and best practice.

A review of our Equality and Diversity Policy will be carried out on a yearly basis as a minimum and any necessary actions taken.

Equality Act 2010 – Explanation of the Protected Characteristics

Age:  An age group includes people of the same age and people of a particular range of ages. Where people fall in the same age group they share the protected characteristic of age. An age group would include “over fifties” or twenty-one year olds. A person aged twenty one does not share the same characteristic of age with “people in their forties”. However, a person aged twenty-one and people in their forties can share the characteristic of being in the “under fifty” age range.

Disability:   A person has a disability if they have a physical or mental impairment, and the impairment as a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. This section replaces similar provisions in the Disability Discrimination Act 1995 and provisions in secondary legislation made under that Act.

Gender reassignment:  A person has the protected characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing physiological or other attributes of sex.

Marriage and civil partnership:  A person has the protected characteristic of marriage and civil partnership if the person is married or is a civil partner. · A person who is engaged to be married is not married and therefore does not have this protected characteristic. A divorcee or a person whose civil partnership has been dissolved is not married or in a civil partnership and therefore does not have this protected characteristic.

Race:   Race is defined as a. Colour:  includes being black or white. b. Nationality:  includes being a British, Australian or Swiss citizen. c. Ethnic or national origins: include being from a Roma background or of Chinese heritage. A racial group could be “black Britons” which would encompass those people who are both black and who are British citizens. This section replaces similar provisions in the Race Relations Act 1976. However, the power to add caste to the definition of race is a new provision.

Religion or belief:  Religion means any religion and a reference to religion includes a reference to a lack of religion.   A religion must have a clear structure and belief system. Denominations or sects within a religion can be considered to be a religion or belief, such as Protestants and Catholics within Christianity. · A belief means any religious or philosophical belief and a reference to belief includes a reference to a lack of belief.  A “philosophical belief” must o Be genuinely held;  o Be a belief and not an opinion or viewpoint based on the present state of information available; o Be a weighty and substantial aspect of human life and behaviour;  o Attain a certain level of cogency, seriousness, cohesion and importance;  o Be worthy of respect in a democratic society, compatible with human dignity and not conflict with the fundamental rights of others.  Any cult involved in illegal activities is not covered. Beliefs such as humanism and atheism would be covered. This section replaces similar provisions in the Employment Equality (Religion or Belief) Regulations 2003 and the Equality Act 2006.

Sex:  a. a reference to a person who has a particular protected characteristic is a reference to a man or to a woman; b. a reference to persons who share a protected characteristic is a reference to persons of the same sex.

Sexual orientation:  is a person’s sexual orientation towards: people of the same sex as him or her (in other words the person is a gay man or a lesbian) people of the opposite sex from him or her (the person is heterosexual) people of both sexes (the person is bisexual). The definition is designed to replicate the effect of similar provisions in the Employment Equality (Sexual Orientation) Regulations 2003 and the Equality Act 2006.  

Source: Equality Act 2010 and Explanatory Notes to the Equality Act 2010


This constitution was adopted at an AGM held at Sherburn Village WMC on 4th November 2015