Equality & Diversity Policy

Last updated: Summer 2022

This policy sets out the commitment of Stronger Relationships and its partners to promote equality of opportunity and a commitment towards eliminating any unlawful or unfair discrimination and harassment in the workplace or host venue.

Stronger Relationships recognises the real social, educational and business benefits of having a diverse community who value one another. They recognise the different contributions a diverse community can make towards achieving the company’s mission to be open and accessible; and to deliver learning and support to the highest possible standards.

This policy positively reinforces the Equality Act 2010 which prohibits the following conduct: discrimination (whether director indirect), , harassment, victimisation and discrimination by association (see definitions below).

  1. Equality Act 2010 Discrimination occurs when a person is treated unfairly because of who they are. Individuals are offered protection against discrimination through the Equality Act 2010. The Act sets out the ways in which people are protected against discrimination from the following:
    • Their employer
    • Service providers such as banks, utility companies and shops
    • Healthcare providers and medical professionals
    • Those who let out or sell property such as estate agents and housing associations
    • Education providers including schools, colleges and universities
    • Transport providers including bus companies, train services and taxi firms
    • Public service providers including local authorities and government run bodies.
  2. The Equality Act 2010 sets out the nine characteristics that are protected
    • Age
    • Disability
    • Gender reassignment
    • Marriage or civil partnership
    • Pregnancy and maternity
    • Race
    • Religion or belief
    • Sex
    • Sexual orientation

    We will work to ensure that everyone who works with or for Stronger Relationships, as well as those who learn with us, are treated fairly and are not subjected to discrimination on any of these grounds

    Stronger Relationships is committed to the inclusion of marginalised or disadvantaged groups, in particular young people excluded from mainstream education, learners with poor mental health, parents/carers who are ex-offenders, from the travelling community and the long term unemployed.

  3. 3. Commitments
    We will:

    • Value diversity and promote equality of opportunity for all.
    • Promote respect and encourage good relations within and between groups.
    • Aim to meet the different needs of different groups, as appropriate, whilst promoting shared values.
    • Promote an inclusive and harmonious place of work and learning where there is mutual respect and where harassment and bullying, intimidation or violence is not tolerated.
    • Prevent unlawful discrimination.
    • Comply with our legal obligations.
    • Take seriously and address any breaches of this policy.
  4. 4. Responsibilities

    Andrea Rippon has ultimate responsibility for ensuring that this policy is fully implemented. Everyone who is carrying out work (including learners) or delivering services on behalf of the company are required to comply with this policy. Everyone is required to promote a culture free from illegal discrimination and all forms of harassment and bullying. Failure to adhere to these responsibilities under the law may lead to civil actions or criminal proceedings.

    Andrea Rippon will ensure that everyone who works with or for them is:

    • Made aware of the equality and diversity policy and the procedures for making complaints.
    • Supported to ensure that their actions and behaviour do not amount to discrimination or harassment in any way
    • Provided with appropriate equality and diversity training and development, where appropriate

    Andrea Rippon will:

    • Ensure that all policies, strategies and procedures are monitored for Equality and Diversity effectiveness to ensure that, where appropriate, they promote equality and do not unlawfully discriminate.

    At the point of recruitment of freelancers and learners, Andrea Rippon will:

    • Put procedures in place for the fair appointment, promotion and development of freelancers and the fair selection, training and assessment of learners, free from unjustifiable discrimination
    • Comply with the equality and diversity policy for all freelancers and learners
    • Review, as part of the performance management process, actions by freelancers to implement the equality and diversity policy
  5. 5. Complaints of Discrimination

    If anyone working with or for Stronger Relationships believes that they have suffered any form of discrimination, harassment or victimisation, Stronger Relationships will take this very seriously. All complaints will be dealt with in accordance with our Complaints Procedure (link to complaints procedure). Anyone who makes a complaint of discrimination will not be victimised and all complaints will be dealt with promptly.

  6. 6. Definitions

    Discrimination in any of the forms stated below is unacceptable, regardless of whether there was any intention to discriminate or not.

    1. ’Direct Discrimination’ is where a person is treated less favourably than another, not on their merits, but on grounds of ’personal status’.
    2. ’Personal Status’ refers to sex, colour, race, nationality or ethnic or national origins, marital status, disability, sexual orientation, age, religious belief or background.
    3. ’Indirect Discrimination’ means discrimination by the imposition of requirements which, although equally applicable to all possible applicants, may nevertheless be discriminatory because:
      1. The number of persons of the same personal status who can comply with the requirement is considerably smaller than the number who cannot; and
      2. The requirement cannot be shown to be justifiable.
    4. Harassment may be defined as any conduct which is unwanted by the recipient, is considered objectionable and/or causes humiliation, offence or other detrimental effect. It is the impact of the behaviour rather than the intent of the perpetrator that is the determinant as to whether harassment or bullying has occurred.
    5. Victimisation occurs when a person is treated less favourably or is discriminated against because she/he has pursued or intends to pursue their rights in respect of alleged discrimination.