| Policy Statement | RBKares is committed to avoiding discrimination and harassment against all it’s members and volunteers. We are committed to ensuring that our members and others who come into contact with our work, including volunteers, clients, the people we serve, suppliers and visitors, are treated with respect and dignity, regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. We undertake to treat everyone fairly and respectfully (regardless of location) and to set up transparent, non-discriminatory processes for all our procedures and systems. |
| General Provisions | This policy sets out our approach to equal opportunities and the avoidance of discrimination and harassment. The Trustees are responsible for this policy and any necessary training on equal opportunities. |
| Why this policy is needed | This policy is needed to ensure that we meet legal requirement and to ensure that all members are treated fairly and consistently regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. |
| Who must follow this policy | All RBKares members have a personal responsibility for implementing this policy. The Trustees are committed to ensure that everyone is treated fairly and our practices are non-discriminatory. |
| Key words | Equal Opportunities is a phrase used to describe policies and practices that tackle inequalities, for the purpose of ensuring that all members are treated fairly, and that our clients and beneficiaries do not experience discrimination. Diversity is defined as ‘the differences in the values, attitudes, cultural perspectives, beliefs, ethnic backgrounds, sexuality, skills, knowledge and life experiences of each individual in any group of people.’ This term refers to differences between people and is used to highlight individual need. It is inappropriate to use ‘diversity’ as an alternative to ‘equal opportunities’. (Equalities toolkit GLA 2002) Discrimination is a phrase used to describe any unlawful discrimination. Although there may be circumstances justifying different treatment, which are not unlawful. RBKares will not tolerate unlawful discrimination and/or harassment on the grounds of an individual’s age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). Any reference to discrimination in this policy includes all such possible grounds. |
| Discrimination: what it looks like | Direct discrimination: Treating someone less favourably because of a protected characteristic. Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. RBKares does not tolerate any form of bullying and harassment. Any member may use the grievance procedure to highlight discriminatory conduct. This is usually done through the Trustees. If this is not possible, the confidential Whistleblowing process may also be used. Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment. Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability |
| How we support people with disabilities | If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate. RBKares aims to ensure that people with disabilities are given equal opportunity. In doing so, we will fully consider making reasonable adjustments to working practices, equipment and premises to ensure that a disabled person is not put at a substantial disadvantage due to their disability. |
| Breaches of this policy | We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure or Whistleblowing Policy. Complaints will be treated in confidence and investigated as appropriate. You must not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated under our Misconduct Procedure. |
| Procedures and other documents relating to this policy | Misconduct Procedure Grievance Procedure Personal conduct Policy Whistleblowing |
| Approved by: | Kate Kenyon, Sara Grimshaw, Sam Lord, Ady Gomersal |
| Approval date: | 21st October 2021 |
| Next formal review: | 21st October 2022 |