This is Creative Enterprise CIC recognises and celebrates diversity in its staff, facilitators and student community. This diversity reflects visible and non-visible differences. We recognise that diversity is a positive attribute which brings many benefits. It is our intent to embed equality and diversity into the heart of the organisations' culture and to embrace all of the aspects of a diverse workforce and student community. The aim of this policy is to support that intent by providing a framework for continuous improvement and to ensure we work together towards a fairer society. We will work to ensure that we move beyond compliance to secure excellence in all areas of our work.
We will continue to enhance our reputation as a courageous, intelligent, responsive and responsible organisation where all flourish. We can only do this by being aware of who we are becoming and recognising our responsibilities to supporting young citizens and workers of tomorrow.
This is Creative Enterprise CIC approaches managing diversity by recognising the diverse needs of staff, facilitators and students (both actual and prospective) and by ensuring that barriers to diversity are removed in relation to:
COMMITMENTS:
A fully inclusive organisation, with equality and diversity embedded in everything we do, we will:
LEGISLATIVE FRAMEWORK:
The Equality Act 2010, consolidates protection against discrimination on the grounds of:
Age:
Where this is referred to, it refers to a person belonging to a particular age (e.g. 32 year olds) or range of ages (e.g. 18 - 30 year olds).
Disability:
A person has a disability if s/he /they has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day to-day activities. There are no impairment categories which were included in the Disability Discrimination Act. Under the Act a claimant does not have to show that their impairment affects a particular capacity such as mobility, speech, hearing or eyesight.
Gender reassignment:
The process of transitioning from one gender to another. The definition has changed so that people no longer have to be under medical supervision to be protected by the law. Gender Reassignment continues to cover those who intend to live permanently in a gender other than the one assigned at birth.
Marriage and civil partnership:
In England and Wales marriage is no longer restricted to a union between a man and a woman but now includes a marriage between a same-sex couple. Same-sex couples can also have their relationships legally recognised as 'civil partnerships'. Civil partners must not be treated less favourably than married couples (except where permitted by the Equality Act).
Pregnancy and maternity:
Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.
Race:
Refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.
Religion and belief:
Religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition.
Sex:
A man or a woman. The word 'gender' is often used in place of the word 'sex' in equality issues. 'Gender' does not appear in legislation (except for 'gender re-assignment' - see above) but 'sex discrimination' and 'gender discrimination' are generally interchangeable.
Sexual orientation:
Whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes. Assumptions and perceptions of a person's sexuality are also covered by law.
The Equality Act harmonises the previous duties on race, disability and gender into one single duty, which covers all seven equality strands: age, disability, gender, gender re-assignment, race, religion or belief, and sexual orientation. The single public sector equality duty requires the organisation to:
SCOPE:
This policy relates to:
With regard to staff, this policy applies to (but is not limited to) advertising of jobs, recruitment and selection, training and development, opportunities for promotion, conditions of service, reward, facilities, health and safety, conduct at work, grievance and disciplinary procedures and termination of employment (and beyond where provision of employment references are required).
With regard to young people, this policy applies to (but is not limited to) recruitment, teaching and learning, student support, facilities, health and safety, personal conduct, student references, student complaints and disciplinary procedures.
With regard to sub-contractors, partners and third party providers this policy applies to work and services provided on behalf of This is Creative Enterprise.
STRATEGY FOR IMPLEMENTATION
IN ORDER TO REALISE THIS COMMITMENT WE WILL:
RESPONSIBILITIES:
MEASURING IMPACT:
TICE is committed to the collection and analysis of data in order to assess performance, identify emerging issues, areas of success and measure the impact of corrective actions.
POSTIVE ACTION:
We will use positive action measures to alleviate disadvantage experienced by people sharing a protected characteristic, reduce their underrepresentation in relation to particular activities or meet their particular needs. TICE will ensure that when using positive action as a strategy, it falls within the law.
The key principles of anti-discrimination will be embedded across the organisation:
AGE EQUALITY:
Promoted and valued through:
DISABILITY EQUALITY:
The abilities of disabled people are valued through:
GENDER EQUALITY:
We believe that gender equality is essential for improving the wellbeing of all women, men, girls, boys and gender non conforming people and achieving inclusive sustainable development:
SEXUALITY ORIENTATION AND GENDER IDENTITY EQUALITY:
Promote sexuality and gender identity equality and take positive action to:
RACE EQUALITY:
Racial and cultural diversity is represented at all levels within the organisation through:
RELIGION OR BELIEF EQUALITY:
School, students and staff are treated equally irrespective of their religious belief and practice or political opinions by:
COMPLAINTS PROCEDURE:
If a person e.g. student, former student, employee, 3rd party, partners, member of the public or 3rd party staff believes they have suffered any form of discrimination, harassment or victimisation TICE will take this very seriously. All complaints (including those from whistle blowers) will be dealt with in accordance with the appropriate procedure, i.e. complaints procedure, harassment/bullying procedure or grievance procedure.
PREVENT:
There is no place for extremist views of any kind at TICE, whether from internal sources – staff or sub-contracted staff, or external sources - community, external agencies or individuals. It is imperative that our students see our organisation as a safe place where they can discuss and explore controversial issues safely and in an unbiased way and where our staff encourage and facilitate this. As an organisaton we recognise that extremism and exposure to extremist materials and influences can lead to poor outcomes for young people. We also recognise that if we fail to challenge extremist views we are failing to protect our young people.
Any prejudice, discrimination or extremist views, including derogatory language, displayed by schools, students, staff, visitors or partners will always be challenged and where appropriate dealt with using the relevant disciplinary procedure. Where deemed necessary the organisation will alert any concerns about extremism to partner agencies including the Police and local authorities.
POLICY REVIEW:
This policy will be reviewed on a bi-annual basis or in accordance with legislative developments and the need for good practice. Please note that if you require this document in an alternative format please contact hello@thisiscreativeenterprise.com
April 2023 (UPDATED)
Created by @TICEUK
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