Policies

Black Anti-Racism Community Organisation Equality, Diversity and Inclusion Policy 

Black Anti-Racism Community Organisation (BARCO) is committed to encouraging equality, diversity and inclusion among our organisation, and eliminating unlawful discrimination. 

The aim is for our organisation to be truly representative of all intersections of society and our members, and for each individual to feel respected and able to give their best. 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public. 

Our policy’s purpose 

This policy’s purpose is to: 

1. Provide equality, fairness and respect for all in our eorganisation and volunteers, whether temporary, part-time or full-time 

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

• age
   
• disability
   
• gender reassignment
   
• marriage or civil partnership
   
• pregnancy and maternity
   
• race (including colour, nationality, and ethnic or national origin)
   
• religion or belief
   
• sex
   
• sexual orientation 

3. Oppose and avoid all forms of unlawful discrimination. This includes in:
 

• pay and benefits
   
• terms and conditions of employment
   
• dealing with grievances and discipline
   
• dismissal
   
• redundancy
   
• leave for parents
   
• requests for flexible working
   
• selection for employment, promotion, training or other developmental opportunities 

Equality, Diversity and Inclusion Policy 

Our commitments BARCO commits to: 

1. Actively encourage equality, diversity and inclusion in the organisation as they are the fundamental principles of our primary objectives as anti-racism organisation. 

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

Every member of BARCO should understand they, as well as the organisation, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, volunteers, customers, suppliers and the public 

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. 

Such acts will be dealt with as misconduct and appropriate action will be taken. Particularly serious complaints could amount to the removal of appointment or involvement with BARCO. 

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 decisions concerning members and volunteers based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

5. Review practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law. 

6. Monitor the make-up of the organisation 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 set out in the equality, diversity and inclusion policy. 

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. 

Equality, Diversity and Inclusion Policy 

The equality, diversity and inclusion policy is fully supported by all Trustees and volunteers.