Status: Approved by the Board of Trustees 13 December 2022

Date:     December 2022 to be reviewed December 2024

Description:    This policy is a declaration of Culture Chelmsford’s intent to establish a working environment that is committed to equality, diversity and inclusion, which includes office-based operations, off-site activities and events management.

1. INTRODUCTION

1.1. Culture Chelmsford is committed to encouraging equality, diversity and inclusion among our workforce and Trustees/Directors, and eliminating unlawful discrimination.

1.2 The aim is for our workforce, Trustees and Directors to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

1.3 The organisation is also committed against unlawful discrimination of audiences or the public in its programmes and projects.

2. OUR POLICY’S PURPOSE

This policy’s purpose is to:

2.1 Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time, in our engagement with partners, communities and the public,  and in our programmes and projects.

2.2 Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

●      age

●      disability

●      gender reassignment

●      marriage or civil partnership

●      pregnancy and maternity

●      race (including colour, nationality, and ethnic or national origin)

●      religion or belief

●      sex

●      sexual orientation

2.3 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

●      selection for employment, promotion, training or other developmental opportunities

3. OUR COMMITMENTS
Culture Chelmsford commits to:

3.1 Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

3.2 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 staff are recognised and valued.

3.2.1 This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help Culture Chelmsford provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
3.2.2 All 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 employment, against fellow employees, audiences, volunteers suppliers and the public.

3.3 Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, audiences, volunteers, suppliers, visitors, the public and any others in the course of Culture Chelmsford’s work activities.

3.3.1 Such acts will be dealt with as misconduct under Culture Chelmsford’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
3.3.2 If harassment is discrimination under the Equality Act 2010. If it was discrimination, you have legal rights that will help you fix the situation.

3.3.3. 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.

3.4. Make opportunities for training, development and progress available to all staff and Trustees, 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.

3.5 Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act) .

3.6 Make working for Culture Chelmsford accessible and make reasonable adjustments to ensure accessibility.

3.7 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.

3.8 Monitor the make-up of the workforce and Board of Trustees / Directors 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.
3.8.1 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, building an Equality, Diversity and Inclusion roadmap to improvement.

3.9 Tailor recruitment to improve Equality Diversity and Inclusion and people with lived experience to ensure a fully representational Board.  

4. AGREEMENT TO FOLLOW THIS POLICY

4.1 This Equality, Diversity and Inclusion Policy is fully supported by the Chief Executive Officer and senior management.

5 OUR DISCIPLINARY AND COMPLAINTS PROCEDURES

5.1 Details of Culture Chelmsford’s grievance and disciplinary policies and procedures will soon be available on the Google Drive. This includes with whom an employee should raise a grievance – usually their line manager.

5.2 Should the issue be with the line manager, the employee should raise a grievance with the Chair of Trustees.

5.3 Use of Culture Chelmsford’s grievance 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.

6. MONITORING AND REVIEW 

6.1 The content and effectiveness of the policy, arrangements and guidance will be reviewed and revised as often as is necessary and at least annually and any changes communicated to all employees.

6.2 Culture Chelmsford will publish annually Equality, Diversity and Inclusion goals and progress, explaining why these specific goals are relevant to the charity.