Statement of Intent
Glossop Arts Project recognises that many people in our community and wider society, experience discrimination, harassment or lack of opportunity because of the The Equality Act 2010 ‘protected characteristics’ of:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion and belief
- Sexual orientation
Glossop Arts Project, in common with many other organisations, extend the above identified characteristics to also include people’s rights to difference in political beliefs, family circumstances, responsibility for dependents, social class, geographical area, income level, trade union activity or criminal record.
Glossop Arts Project aims for its staff, directors, volunteers and participants to be fully representative of all sections of society and for everyone to feel respected, valued and able to give of their best. We aim to challenge discrimination and lack of opportunity and to work towards its elimination in our own policy and practice. This includes avoiding any discrimination in terms of access to sessions, pay, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy and access to development opportunities. Our aim is to have an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of staff, directors, volunteers and participants are recognised and valued.
The law defines a number of different forms of discrimination:
- Direct discrimination occurs when a person is treated less favourably than another person because of a protected characteristic.
- Indirect discrimination happens when there is a rule, a policy or even a practice that applies to everyone but which particularly disadvantages people who share a protected characteristic.
- Association and Perception – Direct discrimination can also take place because of a protected characteristic a person does not have. This can either be because it was assumed they had a protected characteristic (perceived) or because they are linked with a person who has a protected characteristic (by association).
- Harassment means unwanted behaviour related to a protected characteristic creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
- Victimisation occurs when a service provider treats someone badly because they have made or supported a complaint about discrimination or harassment.
- Positive Action provisions enable service providers to take proportionate steps to help people overcome their needs related to their protected characteristic.
What we will do
We will ensure that within all areas of work we consider the specific needs of individuals with protected characteristics. As a form of Positive Action we will take on projects where the activity is working with individuals with protected characteristics.
How we will do this
- We will ensure all staff; volunteers and trustees understand their obligations under this policy, and the legislation it refers to.
- We will ensure that our employment practices and procedures are fair and monitor our recruitment practices to ensure that we receive applications which are representative of our community and that this is also reflected in our interview processes and recruitment decisions.
- Individual projects will undertake an on-going process of monitoring to ensure equality of access and that barriers to access are removed.
- We will annually review our activities to ensure barriers are minimized and specifically monitor the profile of all paid staff, volunteers and trustees against the protected characteristics.
- All complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers and participants, occurring in the course of Glossop Arts Project delivery will be taken seriously and dealt with via the organisation’s grievance and / or disciplinary procedures and any appropriate action will be taken
Glossop Arts Project strives to create an environment in which all individuals feel welcome and in which they are treated with respect, fairness and tolerance.
We aim to comply with the law in relation to confidentiality, GDPR and freedom of information.
What is Equality?
‘Equality is about ensuring that every individual has an equal opportunity to make the most of their lives and talents, and believing that no one should have poorer life chances because of where, what or whom they were born, what they believe, or whether they have a disability’.Source:- https://www.equalityhumanrights.com/en
The Equality Act 2010 defines the nine ‘protected characteristics’ as the following:
- Age – applies to people of all ages
- Disability – defined as any physical or mental impairment that has a substantial long – term adverse effect on a person’s ability to carry out normal day to day activities. These include some long- term health conditions, including epilepsy, HIV or dyslexia.
- Gender reassignment – the process of transitioning from one gender to another;
- Marriage and civil partnership – Civil partners must be treated the same as married couples.
- Pregnancy and maternity – Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the none work context, protection against maternity is for 26 weeks after giving birth, and includes unfavourable treatment due to breastfeeding.
- Race – a group of people defined by their race, colour, or nationality (including citizenship) ethic or national origins;
- Religion and belief – religious and philosophical beliefs including lack of belief (e.g . atheism)
- Sex – includes matters relating to gender;
- Sexual orientation – whether a person’s sexual attraction is towards their own sex, the opposite sex or to both sexes.
What is Diversity?
Diversity is about difference. Glossop Arts Project aims to recognise, value and manage difference to enable all staff – paid and unpaid and participants to contribute and realise their full potential. We aim to treat everyone as an individual and respect their uniqueness.
Directors, Staff and Committee
All staff, paid or un-paid, and committee members must declare their support for the objectives of this policy. Failure to do so could result in being asked to leave the steering committee, no longer able to volunteer, dismissed in terms of being a paid employee and ineligibility for participation. Please note everyone has a right to bring an appeal against any decision made to the Directors.
Glossop Arts Project believes that Equal Opportunities are an integral part of all activiaties of the organisation, . iIncluding Group Sessions and Workshops. All services we provide, maintain or co-ordinateto people developed, maintained and co-ordinated by Glossop Arts Project will be doneprovided in accordance with our commitment to equal opportunities and this policy.
Glossop Arts Project reserves the right to refuse to provide services to individuals or organisations we consider to be discriminatory or oppressive.
Services provided by Glossop Arts Project will be reviewed and monitored at regular intervals by the Directors and the committee to ensure that they conform to this Policy and, where appropriate changes will be made.
Glossop Arts Project believes that no person or group should be treated less favourably in access to opportunities for volunteering because of any of the nine protected characteristics. This includes any Guest Artists who take part in any of Glossop Art Project sessions or special projects.
Monitoring of the Policy and its implementation is the responsibility of the Directors/ committee. The Directors / committee will review the policyevery two years and make changes based on any new legislation etc. It isthen their responsibility to make sure this updated policy is shared and reviewed by all involved in Glossop Arts Project.
This policy will be accessible to all and given out to any new employees/ volunteers when they join the organisation.
Reviewed: December 2019
Date of next review: December 2021 or whenever current guidance changes