This the Equality, Diversity and Inclusion policy statement and procedure for Mindfulness Association CIC (hereafter MA).
The MA is committed to encouraging equality and diversity among our staff and contractors (hereafter workforce), and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee/contractor to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
- provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
- not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation.
- oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
The organisation commits to:
- encourage equality and diversity in the workplace as they are good practice, the right thing to do 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 people are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as the MA, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
- take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, 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 grievance, disciplinary and/or complaints procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
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.
- make opportunities for training, development and progress available to all 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.
- decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- review 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 regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy.
Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
The equality policy is fully supported by the Board of Directors and Central Management Team (CMT).
Details of the organisation’s grievance and disciplinary policies and procedures can be found on the company dropbox account. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
- The Board of Directors hold overall responsibility for ensuring this policy is implemented and reviewed.
- The MA recognises that policy statements in themselves do not create equality of opportunity or promote diversity. The MA will take action to combat discrimination, promote equal opportunities and value diversity. Relevant diversity training will be provided to address this, on annual basis for staff, board members and tutors.
- The Board of Directors will implement an annual Diversity Audit (See Appendix 1) to monitor this policy. The results of this audit will be discussed by the CMT and recommendations for future action will be presented to the Board.
- All recruitment and selection procedures for paid staff posts will be in line with best practice to reduce the chance of discrimination and to promote diversity; including the use of job descriptions, person specifications, recruitment advertising, removal of identifiable information before shortlisting and standard process of shortlisting.
- Consideration will be given to the use of positively encouraging and selecting underrepresented when offering trainee tutor placements.
Appendix 1 Diversity Audit
Please see content below – however you can request the form to be sent to you by writing to email@example.com
The Mindfulness Association (hereafter MA) acknowledges that certain groups of people face discrimination, oppression or disadvantage in society, we acknowledge the importance of ensuring we do not discriminate on the grounds of any of the 9 protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation
The MA is committed to promoting diversity and inclusion. In order to find out how well we are doing with this we need to collect monitoring data. This audit form is voluntary but the information we collect here is very useful to us as it helps us to make sure that we are an inclusive organisation and to measure our diversity. The information you supply on this form will be kept confidential. This audit will give us a snapshot of how diverse we are at present and help us to plan continual improvement as an inclusive organisation. Please note this audit is only part of our strategy.
This information will be used solely for monitoring purposes. You can return it anonymously.
About Your Relationship to the Mindfulness Association
Please circle what role you have in the organisation:
Staff Member / Contracted Tutor / Trainee Tutor / Board Member
- Your ethnic origin – These categories are based on the Census 2011 categories and recommended by the Commission for Racial Equality.
Asian, Asian British, Asian English, Asian Scottish, or Asian Welsh
Asian / Asian British
Other Asian background (specify if you wish):
Gypsy or Irish Traveller
Other White background (specify if you wish):
Black, Black British, Black English, Black Scottish, or Black Welsh
Other Black background (specify if you wish):
White and Asian
White and Black African
White and Black Caribbean
White and Chinese
Other mixed background (specify if you wish):
Other ethnic group
Other ethnic group (specify if you wish):
Prefer not to say
- Your gender
Male Female Non-Binary Intersex
Other (specify if you wish): Prefer not to say
Have you ever identified as transgender?
Yes No Prefer not to say
Your Gender Pronouns:
“they, them, theirs” “he, him, his” “she, her, hers” “ze, zim, zeirs”
- Your age
Date of Birth:
16 – 24 25 – 34 35 – 44 45 – 54 55 – 64 65+
Prefer not to say
- Your sexual orientation
Bisexual Gay man Gay woman/lesbian
Heterosexual/straight Other (specify if you wish):
Prefer not to say
- Marriage and civil partnership
Married/in a registered same-sex civil partnership
Separated, but still legally married/in a registered same-sex civil partnership
Divorced/formerly in a same-sex civil partnership which is now legally dissolved
Widowed/Surviving partner from a same-sex civil partnership
Prefer not to say None of these.
- Your religion or belief
Christian (including Church of England, Catholic, Protestant and all other Christian denominations)
Other (specify if you wish):
Prefer not to say
The Equality Act 2010 defines a disabled person as someone who has a physical or mental impairment which has a substantial and long-term adverse affect on their ability to carry out normal day-to-day activities.
Do you consider yourself to be disabled or to have a healthcare condition?
No Prefer not to say
What is the effect or impact of your disability or health condition on your ability to give your best at work? Please write in here:
The information in this form is for monitoring purposes only. If you believe you need a ‘reasonable adjustment’, then please discuss this with your manager.
- Working Pattern
What is your current working pattern?
Not employed Full-time Part-time Prefer not to say
- Do you have caring responsibilities? If yes, please tick all that apply
Primary carer of a child/children (under 18)
Primary carer of disabled child/children
Primary carer of disabled adult (18 and over)
Primary carer of older person
Secondary carer (another person carries out the main caring role)
Prefer not to say
- Are there any questions that you believe are missing from this form?
Please use this space to give us any other feedback on diversity and inclusion within the Mindfulness Association….
Completed forms should be returned to firstname.lastname@example.org