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Doula UK CIC, hereafter known as DUK, is committed to ensuring equality, diversity and inclusivity among our members, volunteers, employees and course providers. These will be referred to as all DUK 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 membership and leadership to become truly representative of all sections of society and our customers, and for all Doula UK parties to experience belonging and able to fully take part in and benefit from the activities of Doula UK.
Doula UK 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, respect and a sense of belonging for all Doula UK 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 (gender) and sexual orientation. DUK does not reserve membership for any protected characteristic and all people who fulfil our membership criteria will equally belong.
- Oppose and avoid all forms of unlawful discrimination. This includes in membership benefits, expense payments or pay, terms and conditions of membership or employment, dealing with grievances and discipline for all Doula UK parties, dismissal, removal of membership, redundancy, leave for parents, requests for flexible working, and selection for membership, paid or volunteer roles, or other developmental opportunities.
DUK commits to:
- encourage equality, diversity and inclusivity throughout DUK’s activities, recognising these values as both good practice and ethically essential.
- create a culture throughout DUK free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity, respect and belonging for all, and where individual differences and the contributions of all DUK parties are recognised and valued. This commitment includes providing all DUK parties with information about their rights and responsibilities under this policy.
- Responsibilities include all DUK 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, diversity and belonging in the wider context of the birth community.
All DUK parties should understand that they, as well as DUK, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, against fellow members, volunteers, employees, course providers, suppliers, clients and the public
- take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow members, friends, volunteers, course providers, employees, suppliers, the public and any others across the full spectrum of DUK’s activities
Such acts will be dealt with as misconduct under DUK’s Code of Conduct and the appropriate disciplinary action will be taken according to DUK’s Disciplinary and Complaints Procedure. Serious complaints of discrimination due to a protected characteristic could amount to gross misconduct and lead to dismissal or removal of membership 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.
- Make opportunities for training, development and progress (when available) equally accessible to all DUK parties, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the success of the organisation
- Ensure decisions concerning volunteer and paid roles being free from discrimination, and recruitment processes being aligned with our commitment for Doula UK teams to reflect the diversity of our society (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Review employment and membership practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
- Monitor the make-up of Doula UK membership regarding information such as age, gender, ethnic background, sexual orientation, religion or belief and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy
Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action, such action being overseen by the DUK Diversity Panel, to address any issues or shortcomings in the fulfilment of our equality, diversity and belonging commitments.
This policy has been joint authored by the Head of Policy with the DUK Diversity Panel and Policy Working Group. This policy is fully supported by the Board of Directors.
For all queries regarding Doula UK policies and procedures please contact firstname.lastname@example.org