Equal Opportunities and Diversity Policy
1.0 Statement
1.1 Space for Men is committed to promoting diversity and equal opportunities in the community it serves. All staff, volunteers and members must sign up to this policy.
1.2 Space for Men will 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
1.3 Space for Men will oppose and avoid all forms of unlawful discrimination. This includes, but is not limited to, 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
1.4 Space for men recognises that the concept of diversity is broader than equal opportunities as it is not just about preventing discrimination.
1.5 Space for Men recognises that we are all different in a variety of ways and that such differences should be respected.
1.6 Space for Men will work to create an environment where everyone feels valued for their individual talents and where their skills and competencies are fully utilised.
A Social Model of Impairment
1.7 Space for Men endorses a social model of impairment in which the barriers that prevent any individual playing a part in society are the problem, not the individual. This model requires society to remove the barriers in order that all people have equality
Direct and Indirect Discrimination, Victimisation and Harassment
1.8 Space for Men will work with its members to combat all direct or indirect forms of discrimination, victimisation or harassment and take positive steps to remove barriers to participation and achieve equality of opportunity.
• Direct Discrimination occurs when a person is treated less favourably than others in similar circumstances.
• Indirect Discrimination occurs when a condition or requirement is imposed which adversely affects one particular group considerably more than another and cannot be strictly justified.
• Victimisation is treating someone less favourably because they have raised a complaint or concern about discrimination.
• Harassment is unwanted conduct related to a protected characteristic, such as sexist jokes, racist banter or inappropriate comments related to disability. As well as being related to a protected characteristic, the conduct must have the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
2.0 Activities and Services
2.1 Space for Men will take steps to ensure that services are fully inclusive and actively address barriers to access and participation. This will include an annual audit if physical access requirements.
2.2 Space for Men will use simple language when providing information and activities
2.3 Information will be provided on request in a variety of formats to meet the needs of individual users.
3.0 Implementation
3.1 Space for Men will create a working or volunteering environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all are recognised and valued.
3.2 Space for Men will offer staff, volunteers and trustees guidance and training about their rights and responsibilities under the equality policy.
3.3 Staff, volunteers and trustees will be asked to sign to confirm that they have read and understood the Equal Opportunities and Diversity Policy. All staff, trustees and volunteers should understand they, as well as ?, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their engagement, against fellow employees and volunteers, service users, and the public
3.4 Space for Men will take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by anyone in the course of Space for Men activities. For staff such acts will be dealt with as misconduct under the Space for Men grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints, if proven, could amount to gross misconduct. Serious complaints made about trustees and volunteers will be addressed using the appropriate code of conduct or problem solving policy.
4.0 Monitoring and Review
4.1 The Space for Men Trustee board will monitor and review this policy on an annual basis and take it into account when setting strategy.
Date first approved by committee:
Date reviewed:
Date due for renewal:
We do not intend to create a contractual relationship with our volunteers but as a matter of respect and dignity we want to treat volunteers inclusively and fairly wherever reasonable.