Crowborough

Inclusion, Equality and Diversity

Crowborough u3a Inclusion, Equality and Diversity Policy Statement

Crowborough u3a are fully committed to the principles of Inclusion, Equality and Diversity and aim to ensure that everyone has a genuine and equal opportunity to participate in activities and all roles within the Society, Irrespective of their:

  • Age
  • Disability
  • Sex
  • Gender re-assignment
  • Marriage or civil partnership
  • Race (including colour, nationality, ethnic or national origin)
  • Religion or belief
  • Sexual orientation

We recognize that discrimination is unacceptable and will not tolerate direct or indirect discrimination.

We will take, or support, positive action to eliminate individual and institutional discrimination.

Purpose

To ensure that all members and prospective members can access the informal learning and the many activities in Crowborough u3a, encouraging Inclusion, Equality and Diversity in all we do.

To protect vulnerable members.

To provide members with the overarching principles that guide our approach to Inclusion, Equality and Diversity.

To conduct the activities of Crowborough u3a in a way that protects vulnerable people.

Legal Framework

Home Office No Secrets Document March 2000, updated January 2015

States that a group of people responsible for the welfare of others should identify:

  • Who is at risk
  • The role, responsibility, authority and accountability with regard to the action each professional group should take to ensure the protection of vulnerable people.
  • Discriminatory abuse: including racist, sexist, that based on a person’s disability, and other forms of harassment, slurs or similar treatment. Any of these types of abuse may be perpetrated as the result of deliberate intent, negligence or ignorance.
  • Developmental procedures for identifying circumstances giving grounds for concern and directing referrals to a central point.

The following stages of investigation of any allegation of abuse will need to be undertaken:

  • Reporting to a single referral point
  • Recording, with sensitivity to the abused person, the precise factual details of the alleged abuse
  • Investigation within a jointly agreed framework to determine the facts of the case; and
  • Decision making which may take place at a shared forum

Whenever a complaint or allegation of abuse is made, accurate records should be kept.

Records should be kept in such a way that they create statistical information as a by-product.

The above points refer to the most relevant issues concerning Crowborough u3a. For further information, refer to the original Government Document.

Policy

All members of the u3a shall treat one another and members of the public with dignity and respect. Each individual should be valued regardless of their sex, age, nationality, race, sexual orientation, health condition, disability, social/employment status, religion, and or beliefs, marital, single or partnership status. Members will be encouraged to create an environment in which people feel comfortable expressing how they feel and what they need. A member’s contribution will also be valued.

Within the Equality Act (2010), where appropriate to an organization like the u3a which exists solely on voluntary commitment, there is a determination to proactively tackle discrimination in whatever form it takes. This includes disadvantage, vulnerability, harassment and intimidation by members. We will encourage everyone to be as active as possible and seek to ensure that everyone feels welcomed, accepted and safe. Crowborough u3a will endeavour to deliver provision in a way that genuinely recognizes the importance of an inclusive society that brings opportunity, access and enjoyment as opposed to barriers, to individuals.

It aims to ensure that no individual or group is directly or indirectly discriminated against and is committed to minimize or remove discrimination within the organization.

Crowborough u3a will endeavour to make reasonable adjustments to working practices, equipment and premises and offer, where appropriate, additional support to trustees and members to ensure they are able to take a full and active part in the organization. Vulnerable adults who require assistance for their needs and wish to attend u3a meetings and/or groups must be accompanied by an adult carer of their choice who is capable of assisting them with their needs, thereby ensuring their safety, comfort and well-being.

In the absence of such a carer, provision may be organized and agreed by the leader of said meeting/group. An appointed committee member may be involved in ensuring all parties are comfortable with such arrangements.

A carer accompanying a vulnerable adult to meetings does not have to be a u3a member and will not be charged for meetings.

Responsibility

The Equality and Diversity Officer shall be nominated and agreed by the Committee of Crowborough u3a. (Currently Jane Lazell)

It is the responsibility of all members to make suggestions where improvement is thought to be needed, desist from or challenge behaviour which causes offence. This is to include offensive language, attitude or inappropriate comments directed at any individual. It is for all members to make sure that all activities are conducted in the most congenial atmosphere at all times.

Crowborough u3a will make sure all new members are aware of our policies and procedures in relation to equality, diversity and inclusion and accessibility as well as the Member Code of Conduct.

Crowborough u3a will offer training around equality, diversity and inclusion to Committee Members and Group Leaders on an ongoing basis.

Discipline and Dealing with Complaints

Complaints against an individual’s behaviour will be taken seriously and followed up sensitively and promptly. Any member found to be acting in contravention of this policy will be dealt with in an appropriate manner. This could result in them being asked to leave Crowborough u3a.

Any complaint with regard to an Equality and Diversity issue can be raised in confidence, with any individual member of the committee, who in turn will inform the Equality and Diversity Officer as early as possible.

In the absence of the designated officer, the Chair shall be informed.

The only people to be informed of any complaint will be those who need to know.

The complaint will be dealt with in strict confidentiality.

Where an investigation is required, the member(s) under investigation shall be informed in writing within five days. This will provide an outline of the complaint brought against them. The member(s) involved shall be entitled to forward a written account of their own case in return.

The said member(s) have an entitlement to be supported by an appropriate adult in any proposed meetings.

Two committee members will conduct the formal hearing. Preferably the Equality and Diversity Officer and one other. A decision will be made after consultation with the Chair.

In the event of an appeal, at which the Chair will be present, any decision taken by the Chair will be final.

If the complaint is against a Trustee, or if it is otherwise felt necessary, then a request to involve an appropriate Third Age Trust officer shall be made.

Policy adopted 4th August 1, 2021

Reviewed:   2nd June 2025

Next review due:  June 2027