Cure EB is committed to encouraging equality, diversity and inclusion among our team (of Trustees, volunteers, employees and regular service providers) and eliminating unlawful discrimination.
The aim is for our team to be truly representative of all sections of society, and for each member of the team to feel respected and able to give their best. The policy’s purpose is to:
- Provide equality, fairness and respect for all in our employment and regular service engagement
- 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 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, 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 staff are recognised and valued.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow team members, suppliers, visitors, the public and any others in the course of Cure EB’s work activities.
All such complaints will be dealt with in accordance with Cure EB’s Complaints and Concerns Procedure. Serious complaints could lead to removal from the team (including, if employed by Cure EB, 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.
- Decisions concerning team members being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Review practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
The equality, diversity and inclusion policy is fully supported by the trustees of Cure EB. Details of Cure EB’s Complaints and Concerns Procedure can be found a www.cure-eb.org. This includes with whom a team member should raise a grievance. Use of Cure EB’s Complaints and Concerns Procedure does not affect any other rights that an aggrieved person may have.