Note: for the purposes of this document, the term “members” applies to all individuals and organisations that belong to or play an active role in Cheltenham Arts Council (CAC) business.
Our Commitment
CAC is committed to developing and maintaining an organisation in which differing ideas, abilities, backgrounds and needs are fostered and valued and where those with diverse experiences are able to contribute. We recognise that people with different backgrounds, skills, attitudes and experience bring fresh ideas and perceptions, and we wish to encourage and harness these differences to make our services more relevant and approachable. We recognise that this will enhance our effectiveness in carrying out our work.
We will foster a supportive and inclusive culture for:
All CAC members and prospective members;
All individuals and organisations that apply to CAC for financial assistance (grants);
Other stakeholders.
Policy Statement
We are committed to ensuring that no individual or organisation affiliated with or in contact with CAC is discriminated against directly, indirectly, by association or perception because of disability, gender (including transgender/ gender reassignment), race, colour, nationality, ethnic or national origin, marital status or civil partnership, responsibility for dependents, sexuality, pregnancy or maternity, age, trade union activity, political or religious, agnostic or atheist beliefs and criminal convictions unrelated to CAC.
CAC recognises the positive value of diversity, promoting equality and fairness, and challenging discrimination. We are committed to ensuring that we treat all our members and prospective members with dignity and respect and will not tolerate any form of harassment, victimisation or discriminatory behaviour. This policy statement will appear on our website. CAC will keep its policies under review and will implement changes where these could improve equality of opportunity.
CAC is committed to meeting the diverse needs of its members, prospective members and of those applying for financial grants. We will ensure, as far as possible, that they:
Are able to access our services in ways that suit them;
Have their needs listened to, and met as far as possible;
Are given help that is relevant to their problem and situation;
Are treated fairly, with dignity and respect and without discrimination.
CAC membership
We recognise the benefits of diversity within our organisation and will continually take steps to ensure that:
We endeavour to recruit members from the widest pool possible;
Membership opportunities are open and accessible to all those who meet the relevant criteria;
Where appropriate, positive action measures are taken to attract applicants from all sections of society and especially from those underrepresented in the membership.
Implementing the policy
Ultimate responsibility for implementing the policy rests with the CAC Trustees, who are responsible for promoting this policy and ensuring it is understood and complied with by all CAC members, dealing with breaches and complaints seriously, speedily, sensitively and confidentially, and contributing ideas for the advancement of diversity principles within the Charity.
All CAC members should read and understand this policy, to ensure they behave in accordance with its principles and requirements, to encourage the same level of behaviour in colleagues and immediately report any breaches witnessed, whenever it is reasonable for them to do so.
CAC will treat seriously all complaints under this policy made by members, prospective members, grant applicants or other stakeholders, and will take appropriate action. All complaints will be investigated as appropriate and the complainant will be informed of the outcome.
Complaints are to be made in writing to the Chair of CAC, who will ensure it is dealt with appropriately.
The Charity does, however, encourage the resolution of misunderstandings and problems informally wherever possible, depending on the circumstances. Whether dealt with informally or formally, it is important for anyone who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being over-sensitive. It is the impact of the behaviour, rather than the intent, that counts and that should shape the solution found.
Review
This policy will be reviewed every three years, or more regularly if we identify any non-compliance or problem, or in the light of emerging legislation or best practice that could impact on this policy. A report of the findings of the review, based on the data and other information collected and evaluated, will be presented to the Executive Committee and appropriate action taken.
Types of discrimination
Direct discrimination
This is when an individual is treated less favourably than someone else when there is no genuine reason for it.
Indirect discrimination
This is where there is a working condition, practice or rule that disadvantages one group of people more than another. In other words, it is more difficult for people from one group to comply with the requirement. Even if it is done accidentally, indirect discrimination is unlawful. Indirect discrimination is only allowed if it is necessary for the way the business works, and there is no other way of achieving an outcome.
Discrimination arising from disability
This is where a disabled person is treated unfavourably because of something connected to their disability where the treatment cannot be objectively justified. This only applies where the organisation knew or could reasonably be expected to know that the person was disabled.
Associative Discrimination
This is where someone is treated worse than someone else because they are associated with someone with a protected characteristic.
Protected characteristics are: age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity.
Perceptive Discrimination
This is where someone is treated worse than someone else because there has been an incorrect assumption that they have a protected characteristic. This applies even if the person does not possess the characteristic.