WRT Equality and Diversity policy

Equality and diversity

 

Principles of good practice

The Trust is committed to providing an environment free from discrimination, bullying, harassment or victimisation, where all members of its community are treated with respect and dignity. It aims to create a culture of diversity within its community, providing a dynamic working and learning environment, where all members are valued for their contribution and individuality.

We are committed to providing equality of opportunity for all, irrespective of:

  • age
  • disability
  • ethnicity (including race, colour and nationality)
  • gender (including gender reassignment, marital status, pregnancy or maternity)
  • religion, belief
  • sexual orientation (including civil partnership status)

 

 

WRT management

Trustees, staff, volunteers and students, have a responsibility to:

 

  • Understand this policy and to contact a trustee, their manager, or advisor if there are any questions;
  • Challenge inappropriate behaviour or any discrimination;
  • Report unacceptable behaviour
  • Set a good example by treating all members of the Trust including volunteers, students and visitors with dignity and respect;
  • Correct unacceptable behaviour;

 

  • Ensure staff, volunteers and students know how to report discrimination, bullying and harassment. Ensure that reporting incidents does not result in victimisation;
  • Deal with complaints fairly, thoroughly, quickly and confidentially;
  • Ensure that due consideration is given to equality and diversity within their sphere of influence.

 

Reference

The nine protected characteristics (PCs)

  • Age
  • Disability
  • Gender Reassignment
  • Marriage and Civil Partnership
  • Pregnancy and Maternity
  • Race
  • Religion or Belief
  • Sex
  • Sexual Preference

 

What is “prohibited conduct”?

  1. Direct discrimination

 

  1. Indirect discrimination

 

  1. Combined discrimination (i.e. in because of two protected characteristics other than 4 or 5 above)

 

  1. Discrimination by perception (A discriminates against B because A believes B to have a protected characteristic, whether B actually has it or not)

 

  1. Discrimination by association (A discriminates against B because of B‟s association with C who has, or is perceived by A to have, a protected characteristic)

 

  1. Harassment (including harassment by third parties)

 

  1. Victimisation

 

 

Promoting diversity

 

Historically, the aim of many equal opportunities policies and procedures was to help the organisation to avoid breaking the laws on anti-discrimination, especially in relation to employment. The aim of a policy that promotes diversity is to go beyond this aim and develop best practice on inclusion and diversity management in all aspects of the organisation’s activity. Typically a diversity approach:

  1. is proactive, rather than reactive

 

  1. is seen as an investment in human resources

 

  1. respects differences between individuals rather than attempts to ignore or avoid them

 

  1. defines diversity in broader terms than the 9 „protected characteristics‟

 

  1. is concerned with strategic outcomes in improving access to the organisation generally

 

  1. focuses on development for all individuals involved with the organisation

 

  1. is seen as the responsibility of all involved

 

 

 

Policy written March 2015

updated May 2018

 

Next review April 2019

 

 

 

 

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