Barnet Education Art Trust (BEAT) recognises that discrimination and victimisation is unacceptable and that it is in the interests of BEAT and its employees to utilise the skills of the total workforce.
The aim is for our workforce and students to be truly representative of all sections of society and our parents and carers, and for each employee and student to feel respected and able to give of their best.
The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public. All aspects of this policy will include how BEAT interacts with students and their parents or carers.
The Equality, Diversity and Inclusion (EDI) policy’s purpose is to:
- Ensure equality, diversity, inclusion, fairness and respect for all in our employment, whether temporary, part-time or full-time.
- Ensure equality, diversity, inclusion, fairness and respect for all our students and their parents/carers.
- Prevent unlawful discrimination (as laid down in the Equality Act 2010) on the basis of protected characteristics: 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.
- 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, parental leave, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
BEAT commits to:
- Encouraging equality, diversity and inclusion in the workplace by right, and further recognising that this can only benefit the organisation as a whole
- Treating students, schools and parents/carers equally and fairly without discrimination.
- Promoting dignity and respect for all, and creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, where individual differences and the contributions of all staff are recognised and valued.
- Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, students, parents, visitors, the public and any others in the course of the organisation’s activities.
- Making opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to the benefit of the organisation.
- Making decisions concerning staff that are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Reviewing employment practices and procedures when necessary to ensure fairness, and also updating them and this policy to take account of changes in the law.
- Monitoring the make-up of the workforce, and students using the services of BEAT, with regard to protected characteristics ( age, gender, ethnic background, sexual orientation, religion or belief, and disability) so as to monitor equality, diversity and inclusion, and to support the aims and commitments set out in the EDI policy.
- Training managers and all other employees to understand their rights and responsibilities under the equality policy.
Responsibilities of management
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chief Executive . Directors/managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
- all their staff are aware of the policy and the arrangements, and the reasons for the policy;
- grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
- proper records are maintained.
Responsibilities of staff
Responsibility for preventing unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
- comply with this policy and arrangements.
- not discriminate in their day-to-day activities or induce others to do so.
- not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
- ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
- inform their manager if they become aware of any discriminatory practice.
Responsibilities of Trustees
Responsibility for monitoring of the policy and reviewing achievement lies with the Board of Trustees. Trustees will own and monitor the implementation of this policy and consider EDI in all decision making. The policy and plan will be reviewed every 3 years, or earlier to accommodate changes in the law.
Third-party harassment occurs where a BEAT employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. BEAT will not tolerate such actions against its staff, and the employee concerned should inform their manager at once that this has occurred. BEAT will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
Acts such as bullying, harassment, victimisation and unlawful discrimination will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
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.
Grievance / Discrimination
Employees have a right to pursue a complaint concerning discrimination or victimisation via BEAT’s grievance and/or disciplinary procedure. This does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
Regular training will be held for staff on EDI issues. These will be repeated as necessary. EDI information is also included in the induction process.
Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive training.
BEAT deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion/beliefs, grade and length of service in current grade. Information regarding the number of staff who declare themselves as disabled will also be maintained.
The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
Monitoring will also include assessing how the EDI policy, and any supporting action plan, are working in practice, reviewing them regularly, and considering and taking action to address any issues.
See also section above on Responsibilities of Trustees
The EDI Policy is fully supported by senior management and trustees.
Issue Date: February 2022
Review Date: TBC