Equality and Diversity Policy

Policy origin: Staff
Approved by: Board of Trustees
Adoption date: 5th May 2016
Review date: 5th May 2019
Policy type: Procedural 

 

1. Introduction

1.1.  The Guild is committed to providing a safe and secure environment for all employees, members and visitors.

1.2.  The Guild sees diversity as a description of the visible and invisible differences that exist between individuals and believes that these should be valued. Equality in this context refers to the creation of an environment whereby all individuals have equal access to the same opportunities, activities and services.

1.3.  The aim of this policy is to create an environment whereby all individuals have equal access to the same opportunities, activities and services by ensuring that all employees, members and visitors are treated fairly and with an understanding of their differing needs by informing all employees, members and visitors of behaviour that is unacceptable in our environment and providing them with a means of redress.

1.4.  This policy should be read, and will be implemented, in the context of all the Guild’s strategies, guidance and policy, and statutory instruments.

2. Definitions

2.1.  The Equality Act 2010 covers the same groups that were protected by previous legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity. These are called ‘protected characteristics’

2.2.  For the purposes of this policy

  • bullying is offensive treatment through vindictive, cruel, malicious or humiliating attempts to undermine an individual or group;
  • direct discrimination is treating people less favourably on grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation or any other arbitrary distinction;
  • harassment is the violation of dignity or the creation of an intimidating, hostile, degrading, humiliating and/or offensive environment and relates to the perception of the harassed, not the intention of the alleged harasser;
  • indirect discrimination is applying an unjustifiable condition or requirement to all, with which people from one group will be less able to comply and will result in their disadvantage;
  • positive discrimination is treating people more favourably on grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation or any other arbitrary distinction;
  • associative discrimination is discrimination against a person because they have an association with someone with a particular protected characteristic;
  • perceptive discrimination is discrimination against a person because the discriminator thinks the person possesses that characteristic, even if they do not in fact do so;
  • prejudice is to form an opinion about someone without sufficient evidence, due examination or consideration;
  • a stereotype is a preconceived and oversimplified idea of the characteristics which typify a person, situation, etc. or an attitude based on such a preconception; and
  • victimisation is disciplining, dismissing or treating a person differently because they have asserted their rights under a piece of legislation.

3. Statement of Intent

3.1.  The Guild will not tolerate discrimination, whether direct or indirect, positive or negative, on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation or any other arbitrary distinction.

3.2.  The Guild will not tolerate bullying, harassment or victimisation of any individual or group by any other individual or group.

3.3   The Guild will strive to eliminate prejudice and stereotypes both positively, for example by the use of education, and negatively, for example by the use of punitive measures.

4. Dissemination of Information

4.1.  The Guild will not restrict the dissemination of information unless doing so would constitute a breach of this policy.

4.2.  The Guild will make available any information which serves to reduce incidences of discrimination, bullying, harassment, victimisation, prejudice and stereotyping and which enables members, staff and visitors to exercise their rights under this policy and related guidance, strategies, policies and procedures.

5. Complaints

5.1.  Any person may and should submit a complaint concerning an alleged breach of this policy under the terms of the Guild’s Complaints Procedure.