Greater Manchester Doulas Community Interest Company hereafter known as GMD CIC, is committed to ensuring equality, diversity and inclusivity among our members and volunteers. These will be referred to as all GMD parties in this policy.
We are committed to fulfilling equality law as it applies to our organisation, to eliminating discrimination, and to creating a culture of respect, dignity and belonging for all.
The aim of this policy is to create the framework for our leadership to become truly representative of all sections of society and our clients, and for all GMD parties to be able to fully take part in and benefit from the activities of GMD CIC.
GMD CIC members also commit to providing their services to their clients without unlawful discrimination, always upholding the standards of equality, diversity and inclusivity expected of our members.
The policy’s purpose is to:
- provide equality, fairness, and respect for all GMD CIC parties.
- prevent any unlawful discrimination due to 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 expense payments and pay, dealing with grievances and discipline for all GMD CIC parties, dismissal, leave for parents, requests for flexible working, and selection for paid or volunteer roles, and other developmental opportunities.
GMD CIC commits to:
- encouraging equality, diversity and inclusivity throughout GMD CIC’s activities, recognising these values as both good practice and ethically essential
- creating a culture throughout free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all GMD CIC parties are recognised and valued. This commitment includes providing all GMD CIC parties with information about their rights and responsibilities under this policy.
- Responsibilities include all GMD CIC parties conducting themselves in a way that helps the organisation provide equal opportunities, and prevent any bullying, harassment, victimisation and unlawful discrimination, and uphold the values of equality and diversity in the wider context of our communities.
All GMD CIC parties should understand that they, as well as GMD CIC, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, against fellow volunteers, employees, clients, and the public.
- taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow volunteers, suppliers, the public and any others across the full spectrum of GMD CIC’s activities.
Such acts will be dealt with as misconduct under GMD CIC’s Code of Conduct and the appropriate disciplinary action will be taken. Serious complaints of discrimination due to a protected characteristic could amount to gross misconduct and lead to dismissal or removal of paid or volunteer roles without notice.
This policy recognises that harassment, including sexual harassment, is a criminal offense under the Protection from Harassment Act 1997 and that this extends to circumstances where harassment does not relate to a protected characteristic.
- making opportunities for training, development and progress (when available) equally accessible to all GMD CIC parties, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise personal and professional success
- ensuring decisions concerning volunteer and paid roles being free from discrimination, and recruitment processes being aligned with our commitment for GMD CIC teams to reflect the diversity of our society (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- reviewing all practices and procedures when necessary to ensure fairness, and also update them and our policies to take account of changes in the law
- assessing how the equality policy, and any supporting action plan, is working in practice, reviewing them annually, and considering and taking action, such action being overseen by a GMD CIC diversity panel, to address any issues or shortcomings in the fulfilment of our equality and diversity commitments.
This policy is fully supported by the Board of Directors.
For all queries regarding GMD CIC policies and procedures please contact hello@greatermanchesterdoulas.com