The AREBT is committed to encouraging equality, diversity and inclusion among our Board, our voluntary/paid workforce and our members, and eliminating unlawful discrimination.
The aim is for our organisation to be truly representative of all sections of society: including our membership and the public, and for each Board member, paid or voluntary employee or AREBT member to feel respected and able to give their best.
The organisation – in providing a service as a professional body – is also committed against unlawful discrimination of clients, patients or the public. AREBT’s Equality, Diversity and Inclusion Policy is reflected in the Code of Conduct for AREBT members.
Our policy’s purpose
This policy’s purpose is to:
- Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time, whether in voluntary or in paid roles
- Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
- gender reassignment
- marriage or civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sexual orientation
- Oppose and avoid all forms of unlawful discrimination. This includes in:
- dealing with grievances and discipline
- selection for employment, promotion, training or other developmental opportunities
- pay and benefits
- terms and conditions of employment
- leave for parents
- requests for flexible working
The organisation commits to:
- Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
- Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all volunteers/staff are recognised and valued.This commitment includes training Board members and all other volunteers/staff about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include volunteers/staff conducting themselves to help the organisation provide equal opportunities in employment (whether voluntary or paid), and prevent bullying, harassment, victimisation and unlawful discrimination.All Board members and volunteers/staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their volunteering/employment, against fellow Board members, volunteers, employees, clients/patients, suppliers and the public
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees/volunteers, members, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.Such acts will be dealt with as misconduct under the organisation’s complaints procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice in the case of Board members, staff or volunteers. In the case of AREBT members, this could lead to a range of sanctions up to and including removal from membership of the AREBT (under AREBT’s complaints procedures).Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence. In the case of AREBT members, this could lead to referral to the authorities as well as a range of sanctions up to and including removal from membership of the AREBT (under AREBT’s complaints procedures). In the event of a criminal prosecution the sanction applied is likely to be removal from membership.
- Make opportunities for training, development and progress available to all volunteers/ staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
- Make decisions concerning volunteers/staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Review volunteer/employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
- Monitor the make-up of the workforce (whether voluntary or paid) regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by AREBT Board Members and has been shared with volunteers/staff and AREBT membership.