Our Equality and Diversity Policy sets out our commitment to creating an inclusive environment for everyone who works within, volunteers for, and accesses our organisation and services. We are committed to encouraging equality and diversity throughout our workforce and eliminating unlawful discrimination. Recognising, embracing and valuing difference leads to improvements for all, including: a more vibrant staff and volunteer population, a better working and volunteering environment, and the ability to attract and retain the very best people to and eradicate bullying and harassment from our schools and workplaces.
Whilst we are fully committed to compliance with all relevant equality legislation, (including the Equality Act 2010, Codes of Practice and best practice guidance), this policy builds on the statutory position to ensure effective policies and practice that promote equality and inclusion. Whilst the Equality Act 2010 does not apply in Northern Ireland, the We Are Stronger Charity will comply with all relevant anti-discrimination legislation applicable in Northern Ireland.
We are committed to providing equal opportunity for all, irrespective of:
(Please note, this is an evolving list and other categories might be added as we see fit.)
We will:
We all have a personal responsibility to:
This policy is applicable to all those engaged in relation to services provided by We are Stronger, including staff, contractors, volunteers, applicants and trustees.
Whilst the aim of the policy is prevention, if you believe you have been the subject of discrimination (direct or indirect), harassment or victimisation, you are encouraged to report it.
Any proven breaches of policy will be regarded as potential misconduct. Serious offences, such as discrimination (direct or indirect) on protected characteristic grounds, harassment, bullying, or victimisation, will be treated as gross misconduct and may lead to disciplinary action as outlined in the Code of conduct and Disciplinary policy, including immediate termination of contract from We Are Stronger without notice. Details of the Disciplinary policy can be found here,
This is a controlled document. It should not be altered in any way without the express permission of the policy owner or their representative. On receipt of a new version, please destroy all previous versions. If you are reading a printed copy of this document, you should check to ensure that you are using the most current version.
The charity will undertake Diversity & Inclusion measuring for the purpose of assisting funding applications where such information is required. Recording will be conducted anonymously, every 6 months within current charity volunteers. All information will be used and stored according to current GDRP guidelines.
Equality Issues can be described as those relating to breaking down barriers, eliminating discrimination and ensuring equal opportunity and access for all groups both in employment, and to goods and services; the basis of which is supported and protected by legislation. Equality is about valuing a person as an equal and treating people according to their needs and characteristics to achieve an equal or fair outcome – equality is not necessarily about treating everyone the same.
Diversity is defined as celebrating differences and valuing everyone. Each person is an individual with visible and non-visible differences and by respecting this everyone can feel valued for their contributions which is beneficial not only for the individual but for the wider organisation.
Direct discrimination occurs where a person is treated less favourably because of one or more of the protected characteristics set out above. For example, rejecting an applicant on the grounds of their race because they would not "fit in", would be direct discrimination.
Indirect discrimination occurs where an apparently neutral provision, criterion or practice is applied equally to all groups of people but puts a particular group sharing a protected characteristic at a disadvantage when compared with other people. For example, a requirement to work full time may put women at a disadvantage because they generally have more childcare commitments than men. Such a requirement would need to be objectively justified as a ‘proportionate means’ to a ‘legitimate end’. In other words, it would need to be shown as a necessary way of achieving something very important to the organisation.
Discrimination by association is a type of direct discrimination. It occurs where a person is treated less favourably because they associate with someone who possesses a protected characteristic.
Perception discrimination is also a form of direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess that characteristic. If you discriminate against people because you think they are transgender or LGBTQ, for example, then they will be protected even if they do not have these protected characteristics.
Harassment can be described as unwanted behaviour, including for example, emails, remarks or gestures, which are intended or have the effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. This can be related to gender, sexuality, race, religion or other “protected characteristics” and it includes, but is not limited to, sexual harassment.
Victimisation broadly refers to derogatory treatment directed towards someone who has made or is believed to have made or supported a colleague’s complaint under the Equality Act. It can also include situations where a complaint hasn't yet been made but someone is victimised or treated unfairly because it's suspected they might make one.