Equality and Diversity

 

Go With The Flow is committed to encouraging equality, diversity and inclusion among our workshop participants and staff, and eliminating unlawful discrimination.

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The aim is for our workshops to be truly representative of all sections of society and for workshop participants to feel respected and able to give their best.

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Go With The Flow in providing workshops - is also committed against unlawful discrimination of participants or staff.

Our policy’s purpose

1. Provide equality, fairness and respect for all participants taking part in our workshops.

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

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• age

• disability

• gender reassignment

• marriage and civil partnership

• pregnancy and maternity

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

• religion or belief

• sex

• sexual orientation

Go With The Flow commits to:
 

1. Encourage equality, diversity and inclusion in its workshops as they are good practice and make successful learning possible.
 

2. Create a workshop environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all participants are recognised and valued. 

This commitment includes training employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities and prevent bullying, harassment, victimisation and unlawful discrimination.

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 workshop participants. 
 

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, workshop participants , 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 and/or disciplinary procedures, and 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.
 

4. Make opportunities for training, development and progress available to all employees, 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.
 

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

6. 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.
 

7. Monitor the make-up of the workforce 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.

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.


 

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