Equality, Diversion and Inclusion
policyPurpose and scope

Please click here for a BSLRAD is fully committed to promoting a good and harmonious working environment
where every colleague is treated with respect and dignity and in which no employee,volunteer, client or supplier feels threatened or intimidated, especially on the grounds
listed in the policy statement below. RAD will not condone any unacceptable behaviouron these or any other grounds

All colleagues must ensure that they apply the principles of this policy to the way theytreat every visitor, client, customer, supplier and former colleague

We refer to unacceptable behaviour throughout this policy which includes
discrimination, harassment, bullying and differential treatment

This policy applies to everyone who works for RAD; trustees, staff (permanent, fixedterm, sessional, agency or trainees/apprentices), consultants, contractors, seconded
staff, homeworkers, volunteers, (collectively referred to as colleagues in this policy)

Policy statement
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This policy is governed by the Equality Act 2010, which makes it unlawful to discriminatedirectly or indirectly, in recruitment, employment or service delivery because of a protectedcharacteristic. RAD is committed to equal opportunities as a service provider and as anemployer - and treats all colleagues and people who use our services fairly.
Protected characteristics, as defined in the Equality Act:
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AgeDisability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
RaceReligion or belief
Sex
Sexual orientation

This policy aims to ensure that:

The policies and practices promoted by RAD do not discriminateRAD adheres to equal opportunities legislation and codes of practice

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All colleagues understand the responsibilities they have as individuals to ensure that
there is no unacceptable behaviour (either within the organisation, or across thedelivery of services)
RAD provides an environment which is free from unacceptable behaviour

Definitions

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Diversity ensures that people are valued as individuals: recognising, valuing and taking into
account people’s backgrounds, cultures, identity, beliefs, knowledge, skills and experiences,encouraging and using those differences to create a productive and effective workforce.
Discrimination occurs when people are treated unfairly or less favourably or are excluded
or disadvantaged when compared with people from other groups. Some forms ofdiscrimination are defined by law.
Equality ensures that every individual has an equal opportunity to make the most of theirlives and talents (Equality and Human Rights Commission). It means that everyone has thesame opportunities, treatment and support.
Equity means giving people what they need, in order to make things fair. It is not the sameas equality; it means treating people differently - giving more to those who need it, so thateveryone has the same opportunities to reach their full potential.
There are four types of discrimination:
Direct discrimination - when an individual is treated less favourably than another (inthe same circumstances) because of a particular characteristic (such as gender, raceetc. - see above).
A colleague can also suffer direct discrimination, even if they do not have a particularcharacteristic, if they are discriminated against because they are either perceived tohave the characteristic or because they associate with someone who has a particularcharacteristicIndirect discrimination - where a policy or procedure applies to everyone but has
the effect of disadvantaging a particular group of people, examples:-a job advert requiring 10 years’ experience (excluding young people)
a decision to advertise a job internally and not externally when the only
suitable candidates (internally) are men

Victimisation - where an individual is treated less favourably because they havecomplained about an incident(s) of unacceptable behaviour or supported someone
else who has made a complaint. Examples of victimisation could include:-denying colleague training opportunities

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unreasonably excluding a colleague from important meetingspressurising a colleague to drop an allegation

Harassment - a behaviour that is unwelcome or unacceptable and has the purpose
or effect of creating an intimidating environment or violating someone’s dignity. The
intention for the harasser is irrelevant. This can be either persistent harassment overa time, or an isolated incident. Examples of such behaviour are:-physical conduct – unwanted/uninvited physical conduct, including unnecessary touching or brushing against another person, assault,
coercing sexual activity, physical threats, insulting or abusive behaviour or
gestures-verbal conduct – inappropriate communication (including manner andtone), unwelcome/uninvited advances, propositions or remarks,
innuendoes, lewd comments or abusive language, which is sex or race
based or which refers to a person's age, disability, sexuality, religion or
personal appearance-non-verbal conduct - making abusive or offensive gestures, displaying ofoffensive written or visual material, other unacceptable non-verbal
conduct which denigrates a person for whatever reason

The policy in practicePlease click here for a BSL
To ensure that this policy operates effectively, RAD will not impose any requirement orcondition, on any aspect of employment and/or service delivery, without justification, which
could disadvantage individuals on grounds of a protected characteristic.
The policy will also apply to:Recruitment and selection
Terms and conditions of employment
Decisions about promotion
Training opportunities
Transfers/redeployment
Grievance and discipline
Decisions about redundancies

RAD has an Equality, Diversity, Inclusion (EDI) working group that supports the executive
team to:

Develop RAD’s EDI initiatives
Inform and influence policies

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Responsibilities for management

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The executive team has overall responsibility for the effective operation of this policy and for
ensuring compliance with discrimination law.
All managers must:

Set an appropriate standard of behaviour
Lead by example
Communicate clearly
Be aware of manner and tone
Ensure that those who they manage adhere to the policy and promote our aims andobjectives with regards to equal opportunities
Undertake EDI training (and refresher training) annuallyManagers will receive appropriate training on equal opportunities.

Responsibilities for all colleagues

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Everyone has a responsibility to comply with this policy and all colleagues should ensurethat their behaviour towards any person when working or volunteering for RAD does notcause offence; and could not in any way be considered unacceptable.
All colleagues should:

Set a good example by treating all colleagues and clients with dignity and respect
Understand this policy
Be alert to unacceptable behaviour and bring it to the attention of their line manager
immediately
Challenge inappropriate behaviour, respectfully and politely.
Support the process of ongoing education

Making a complaint
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Anyone wishing to make a complaint about a breach of this policy should speak with theirline manager, or any other manager or executive team colleague immediately. If this does
not feel comfortable colleagues can send an email in BSL or English to their manager or theReviewed: Office of the Chief Executive May 2021
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Joint Chief Executives (ceo@royaldeaf.org.uk). A formal complaint can be made using ourgrievance procedure, which can be found on Cascade (HR database).
If the complaint is about one of the Joint Chief Executives or RAD’s trustees, the chair of theboard of trustees should be contacted (chair@royaldeaf.org.uk). The Chair will advise on
the procedure that will be followed and the associated timescales.
Anyone found to make a malicious allegation under this policy, may be disciplined. The
sanction imposed could be dismissal.

Disciplinary action
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Any colleague who is found to be in breach of this policy may be disciplined in accordancewith the disciplinary policy
It is important to note that individuals could be personally liable for a breach of this policy.

The right to withdraw services
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Where RAD provides services, and the service user is deemed to have breached this policy,
RAD may withdraw those services and further refuse to provide any future services to thatservice user.

Associated policies
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Grievance policy
Complaints policy
Recruitment policy

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