At Threshold, we ensure that everyone has the resources they need to achieve their goals. We respecting and celebrate differences. We create a welcoming and accepting culture where people feel included. We foster a sense of belonging so that people feel safe to be themselves.
This policy covers all those who are working with or for Threshold including, but not limited to, paid employees, volunteers and contractors. For simplicity, these individuals are referred to throughout this policy as ‘staff’, although this does not imply an employee/employer relationship.
Introduction
Threshold is made up of brilliant people. Each if us is unique, whether in terms of our background, personal characteristics, experience, skills or motivations. And we value our people for the differences they bring to the table. These differences – this diversity – is powerful.
Fostering an inclusive culture helps each of us to benefit from a wider range of these different perspectives, experiences and skills. We believe that this creates a happier, more productive working environment for us all.
To support this inclusive culture, this policy:
- outlines our commitment throughout the employment lifecycle to equality, diversity and inclusion and sets out how we put this commitment into practice;
- explains the behaviours we expect of our people in support of this commitment; and
- sets out the key steps we take to make our culture as inclusive as possible and how we ensure equality of opportunity throughout the employment lifecycle.
Scope
This policy applies to anyone working for us. This includes employees, workers, contractors and volunteers. The policy also relates to job applicants and is relevant to all stages of the employment relationship.
Our commitment to you
We believe that a culture of equality, diversity and inclusion not only benefits Threshold but supports wellbeing and enables our people to work better because they can be themselves and feel that they belong.
We are committed to promoting a working environment based on dignity, trust and respect, and one that is free from discrimination, harassment, bullying or victimisation.
What we expect from you
We expect you and everyone of our people, to take personal responsibility for observing, upholding, promoting and applying this policy. Our culture is made in the day-to-day working interactions between us so creating the right environment is a responsibility that we all share.
Cultivating this culture does not happen by accident but requires ongoing commitment and nurturing. The reality is that we live in a world where areas of difference often translate to biases, challenges and barriers that may not be faced by others. And the more areas of difference a person brings, the more the effect may be compounded.
We expect you to treat your colleagues and third parties fairly and with dignity, trust and respect. Sometimes, this may mean allowing for our different views and viewpoints and making space for others to contribute.
By embedding such values and constructively challenging inappropriate comments or ways of working, you can help us achieve a truly inclusive workplace culture. Any dealings you have with colleagues, or third parties must be free from any form of discrimination. If any of our people is found to have committed, authorised or condoned an act of discrimination we will take action against them under our disciplinary procedure.
Discrimination
The Equality Act 2010 prohibits discrimination because of certain protected characteristics these are:
- Age
- Disability
- Gender reassignment
- Marital or civil partner status
- Pregnancy or maternity
- Race (including colour, nationality, ethnic or national origin)
- Religion, religious belief or similar philosophical belief
- Sex
- Sexual orientation (i.e., homosexuality, bisexuality or heterosexuality)
Discrimination can be intentional or unintentional and may occur directly, indirectly, by association or by perception. There are two specific types of discrimination that apply only to disability: “discrimination arising from disability” and “failing to make reasonable adjustments”.
Discrimination is not always obvious and can be subtle and unconscious. This stems from a person’s general assumptions about the abilities, interests and characteristics of a particular group that influences how they treat those people (known as unconscious bias). Such assumptions or prejudices may cause them to apply requirements or conditions that put those in particular groups at a disadvantage. Examples include:
- steering employees into types of work based on stereotypical assumptions without considering the attributes and abilities of individuals;
- recruiting or promoting individuals into roles because of assumptions about the reactions or preferences of other employees or clients; and
- using different standards for different groups of employees to judge performance.
Different types of discrimination
- Direct Discrimination – treating someone less favourably because of a protected characteristic compared with someone who does not have that characteristic. For example choosing not to recruit someone because they are disabled, and you think they “wouldn’t fit in” with the team.
- Indirect Discrimination – where a policy, procedure or way of working that applies to everyone puts people with a particular characteristic at a disadvantage, compared with people who do not have that characteristic, unless there is a good reason to justify it. An example is introducing a requirement for all staff to finish work at 6pm. It is arguable that female employees, who statistically bear the larger share of childcare responsibilities could be at a disadvantage if the new working hours prevent them from collecting their children from school or nursery.
- Associative Discrimination – treating someone less favourably because they are associated with someone who has a protected characteristic, for example because their partner is transgender.
- Discrimination by Perception – treating someone less favourably because you perceive them to have a protected characteristic even if they do not, for example choosing not to promote someone because you mistakenly perceive them to be gay.
- Discrimination arising from a disability – treating someone unfavourably because of something connected with that person's disability and where such treatment is not justified. For example, dismissing or failing to pay a bonus to someone because of their disability related absence.
- Failing to make reasonable adjustments – employers a legally obliged to make reasonable adjustments to ensure that aspects of employment, or the employer’s premises, do not put a disabled person at a substantial disadvantage. Examples of reasonable adjustments might include changing work hours or place of work, adjusting procedure for assessing job applicants.
