Equality, Diversity & Inclusion Policy
Effective date: 12 July 2024
Approved by: The Committee of Overgate Hospice Choir
Introduction
Overgate Hospice Choir is fully committed to the promotion of equality of opportunity and elimination of unlawful and unfair discrimination, valuing and embracing diversity and ensuring a holistic and inclusive approach in all fields of its activity.
The Choir adheres to The Equality Act 2010 which recognises the following specific protected characteristics: sex, gender reassignment, race (which includes colour, nationality and ethnic or national origins), disability, age, religion or belief, sexual orientation, marriage and civil partnership and pregnancy and maternity. It will not discriminate because of any other irrelevant factors and will build a culture that values meritocracy, openness, fairness and transparency.
Scope
In accordance with the Choir’s commitment to issues relating to equality, diversity and inclusion all its members, musicians and volunteers, have a duty to act in accordance with this Policy, creating an environment free from discrimination. The policy applies to all processes relating to all events in which the Choir is involved.
Aim
The aim of this policy is to provide a framework of equality, diversity and inclusion in the Choir’s values:
- To ensure equality, diversity and inclusion are fully reflected in all aspects of Choir membership.
- To ensure equality, diversity and inclusion are fully reflected in our practices and procedures relating to the engagement of freelance musicians.
- To ensure that the choir is compliant with the statutory duty under the Equality Act 2010.
- To ensure policies and procedures are monitored and reviewed so that they do not operate against our Equality, Diversity and Inclusion Policy.
- To ensure the choir engages a diverse musician workforce through appropriate recruitment and selection methods. A potential exception to this is where a Genuine Occupational Requirement (GOR) is identified in relation to a specific role. Under the Equality Act 2010 an employer may exercise legal exemptions under the ‘occupational requirement’ (GOR) in relation to any of the protected characteristics. Under this an employer must simply show that the requirement to discriminate is a ‘proportionate means of achieving a legitimate aim’.
Definitions
Discrimination
‘Direct Discrimination’ is where a person is treated less favourably than another not on the merits of the case but on grounds of a protected characteristic.
‘Discrimination by Association’ occurs where a person is directly discriminated against by association with another individual who has a protected characteristic.
‘Discrimination by Perception’ is where a person is directly discriminated against based on a perception that the person has a particular protected characteristic even if the person does not actually possess that protected characteristic.
‘Indirect Discrimination’ occurs when a provision, practice or a criterion that applies to everyone but particularly disadvantages people who share a protected characteristic. Although equally applicable to all possible applicants, this may nevertheless be discriminatory because:
- The number of persons of the same personal status who can comply with the requirement is considerably smaller than the number who cannot; and
- The requirement cannot be shown to be justifiable.
Harassment
‘Harassment’ is criminal conduct related to a protected characteristic which has the effect of violating an individual’s dignity.
Victimisation
‘Victimisation’ occurs when an individual is has suffered a detriment because they have made or supported a complaint or raised a grievance.
Roles & Responsibility
All members of the Choir’s committee are responsible for promoting equality, diversity and inclusion and conducting themselves in accordance with this policy.
Regularly engaged freelance musicians should understand that they, as well as the choir committee, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their engagement, against members of the choir.
The Chair, Officers and committee members of the choir will:
- Ensure that its commitment is communicated to all engaged musicians and members, and also to volunteers who support the Choir.
- Lead by example, encouraging equality, diversity and inclusion.
- Be responsible for creating a climate where the differences that individuals bring are valued.
- Embed equality, diversity and inclusion in decision making processes.
- Be responsible for the selection and management of engaged musicians and providing information regarding this policy in practice
- Ensure rehearsal and concert venues meet the standards of the Disability Discrimination Act.
- Aim to provide additional support and adjustments (as practical) for members who have a specific need under the Equality Act and members who are not formally recognised as having a disability but for whom reasonable adjustments are helpful and ensure their inclusion in choir activities.
All members will:
- Ensure that equality, diversity and inclusion is taken into account in the role as members of and in their work to serve the Choir.
- Be aware of their responsibilities and report inappropriate behaviour/s and raise any incident/s that potentially breach this Policy with the Choir’s Chairman, or other Officer.
Engagement of Freelance Musicians
The principles of equality, diversity and inclusion are embedded within the Choir’s processes for the engagement of freelance musicians. Shortlisting, interviewing and selection will always be carried out without regard to sex, transgender status, sexual orientation, marital or civil partnership status, colour, race, nationality, ethnic or national origins, religion or belief, age, pregnancy or maternity leave.
Breaches of this Policy
If any member or freelance musician believes that he/she has been subject to discrimination under this Policy, then he/she must raise the matter with the Choir Chairman.
Allegations regarding potential breaches of this Policy will be treated in the strictest confidence and investigated. Persons who make such allegations in good faith will not be victimised or treated less favourably as a result.
Any member or freelance musician who is found to have committed an act of discrimination will be subject to disciplinary action. Such behaviour may constitute gross misconduct and result in cessation of a musician’s contract or cessation of choir membership.
This policy will be reviewed every two years or as required to reflect changes in the law.