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| equality [2022/09/05 17:54] – Iain Hallam | equality [2025/08/17 18:52] (current) – Iain Hallam |
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| ====== Equality Policy ====== | ====== Equality, Diversity, Inclusion, and Accessibility Policy ====== |
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| > DRAFT | > Approved by BAC AGM 2025 |
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| This policy is based on the code of conduct of the British Association of Barbershop Singers ("BABS") and applies to all ensembles, currently: | All Voice Limited ("AV") is committed to creating a welcoming, inclusive, and accessible environment for all members. This policy outlines our dedication to equality, diversity, inclusion ("EDI"), and accessibility, ensuring that every individual feels valued and respected. |
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| * All Voice | This policy integrates principles from the British Association of Barbershop Singers, All Voice Limited, and accessibility best practices, ensuring a comprehensive approach to fostering a welcoming and supportive choir environment. |
| * Bristol A Cappella | |
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| ===== Purpose ===== | ===== Purpose ===== |
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| All Voice Limited ("AV") believes that no member, employee or volunteer ("representatives") or visitor should experience less favourable treatment, discrimination, harassment or victimisation because of the protected characteristics in law of sex, race (including colour, nationality and ethnic or national origins), religion or belief, age, disability, gender reassignment, pregnancy and maternity, sexual orientation or marriage and civil partnership. | This policy aims to: |
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| AV recognises and actively supports its representatives' or visitors' right to be treated with dignity and respect and we do not condone any form of bullying. | * promote equality of opportunity for all members, regardless of background; |
| | * foster a diverse, inclusive, and accessible choir environment; |
| | * and ensure fair treatment and prevent discrimination and [[#harassment]] (see [[#Appendix 1: Definitions|Appendix 1]] for definitions). |
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| We are committed to promoting equal opportunities and diversity and we take a zero-tolerance approach to breaches of this policy. | ===== Scope ===== |
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| This policy also applies to online/social media activity and covers online harassment and cyber-bullying. | This policy applied to all members, including singers, directors, volunteers, and staff, as well as anyone else involved in choir activities, sometimes referred to as a "representative" of the choir. |
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| The highest standards of conduct are required of all AV representatives regardless of seniority. | ===== Core Principles ===== |
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| All representatives should be sensitive to the individual rights and feelings of other representatives. | ==== Equality ==== |
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| The purpose of this policy is to ensure that representatives understand our guiding principles. | We ensure equal treatment for all members, providing a fair and supportive environment. Discrimination based on protected characteristics such as sex, race, religion, age, disability, gender reassignment, sexual orientation, and others is strictly prohibited. |
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| By integrating individual strengths, we will maximise efficiency and creativity, and deliver the highest quality of singing. | ==== Diversity ==== |
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| ===== Aims ===== | Diversity is celebrated as a strength in our organisation. We actively encourage and celebrate participation from individuals of various backgrounds to ensure diverse representation. This includes different cultural, socioeconomic, and personal identities, enriching our creativity as well as our diversity and representation. |
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| We will work to ensure that AV representatives are: | ==== Inclusion ==== |
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| * Treated fairly and not subject to discrimination, harassment or victimisation because of any protected characteristic and not subject to bullying during their time with AV, commencing with the recruitment process. | We strive to create an inclusive atmosphere where every member feels they belong. This includes providing necessary accommodations and ensuring that all voices are heard and respected. We work against any form of harassment, bullying, or victimisation, maintaining a safe and supportive environment for all. |
| * Fairly appraised for personal contributions to the organisation, taking into account internal and external influences. | |
| * Able to rehearse and perform in a healthy and safe environment free from hazards. | |
| * Able to access opportunities for improvement to develop to their full potential. | |
| * Treated with dignity and respect in a fair and consistent manner in an environment where inappropriate, objectionable or offensive behaviour is not acceptable. | |
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| ===== Definitions ===== | ==== Accessibility ==== |
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| ==== What is Harassment? ==== | Accessibility is a crucial component of our commitment to EDI. We are dedicated to: |
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| Harassment is a situation where someone engages in unwanted conduct related to a protected characteristic which has the purpose or effect of violating another person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Condoning such conduct may be harassment in itself. A single incident can amount to harassment if sufficiently grave. It should also be remembered that the perception of the person being harassed will be very important and representatives should not assume that conduct, which they may find acceptable, would also be acceptable to others. | * physical accessibility: ensuring that all rehearsal and performance venues are accessible to individuals with mobility issues (this includes the provision of ramps, lifts, and accessible seating as needed); |
| | * communication accessibility: providing materials in accessible formats, such as large print, braille, or digital formats compatible with screen readers, to accommodate members with visual or hearing impairments; |
| | * programme accessibility: facilitating accommodations such as sign language interpreters or assisted listening devices during rehearsals and performances; |
| | * and a supportive environment: ensuring that all activities and programmes are inclusive and accessible, with necessary adjustments made to support full participation. |
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| | Our commitment to equality, diversity and inclusion also extends to our adoption of the Halo Code, against hair discrimination in our choir, audiences and events (see [[#Appendix 3: Halo Code|Appendix 3]]). |
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| | ===== Commitments and Actions ===== |
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| | ==== Recruitment and Membership ==== |
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| | * We promote inclusive recruitment practices and actively reach out to diverse communities. |
| | * We ensure that all processes, from auditions to membership, are transparent and accessible to everyone. |
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| | ==== Training and Education ==== |
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| | * The committee can signpost members towards training and education on issues related to EDI and accessibility topics, such as unconscious bias, cultural sensitivity, and disability awareness. |
| | * We encourage ongoing learning and dialogue to understand and address biases and barriers. |
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| | ==== Representation and Participation ==== |
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| | * We strive for diverse representation in leadership roles and decision-making processes. |
| | * All members are encouraged to participate full in choir activities, with support provided as needed. |
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| | ==== Communication and Feedback ==== |
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| | * Open communication channels are maintained for members to report concerns or suggestions regarding EDI and accessibility -- these can be communicated to any member of the committee but those with primary responsibility for this policy are the musical director, the chair, and the welfare coordinator. |
| | * Regular reviews of this policy and our practices are conducted to ensure ongoing improvement and alignment with best practices. |
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| | ===== Responsibility and Accountability ===== |
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| | All members are responsible for upholding this policy, and the choir's committee is accountable for ensuring its implementation. Any breaches of this policy will be addressed promptly and appropriately using the complaints procedure in [[#Appendix 2: Complaints Procedure|Appendix 2]]. |
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| | ===== Reporting and Resolution ===== |
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| | Members are encouraged to report any incidents of discrimination, harassment, or accessibility issues. These reports will be handled confidentially and investigated thoroughly, with appropriate actions taken based on the findings. |
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| | ===== Review and Updates ===== |
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| | This policy will be reviewed annually and updated as necessary to reflect new insights, feedback from members, and changes in legal or social standards. |
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| | ===== Conclusion ===== |
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| | AV is dedicated to creating a diverse, inclusive, equitable, and accessible environment. By adhering to these values, we aim to foster a vibrant and harmonious choir community where all members feel they belong. |
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| | ====== Appendix 1: Definitions ====== |
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| | ===== Harassment ===== |
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| | Harassment is a situation where someone engages in unwanted conduct related to a protected characteristic which has the purpose or effect of violating another person's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Condoning such conduct may be harassment in itself. A single incident can amount to harassment if sufficiently grave. It should also be remembered that the perception of the person being harassed will be very important and representatives should not assume that conduct, which they may find acceptable, would also be acceptable to others. |
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| A person may be harassed because of one or more protected characteristic. A person may be harassed even if they were not the intended "target" where the harassment creates an offensive environment for that person. | A person may be harassed because of one or more protected characteristic. A person may be harassed even if they were not the intended "target" where the harassment creates an offensive environment for that person. |
| Harassment may take many forms. For example: | Harassment may take many forms. For example: |
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| * Sexual harassment includes unwanted conduct of a sexual nature which has the purpose or effect set out above including, but not limited to, unwelcome sexual advances and unwelcome physical conduct. | * sexual harassment includes unwanted conduct of a sexual nature which has the purpose or effect set out above including, but not limited to, unwelcome sexual advances and unwelcome physical conduct; |
| * Racial harassment covers any unwanted conduct having the purpose or effect set out above, which is related to colour, nationality, and ethnic or national origins. | * racial harassment covers any unwanted conduct having the purpose or effect set out above, which is related to colour, nationality, and ethnic or national origins; |
| * Sexual orientation harassment includes, but is not limited to, outing or threatening to out someone as gay, lesbian or bi-sexual or telling offensive jokes about someone’s sexual orientation. | * sexual orientation harassment includes, but is not limited to, outing or threatening to out someone as gay, lesbian or bi-sexual or telling offensive jokes about someone's sexual orientation. |
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| ==== What is Bullying? ==== | ===== Bullying ===== |
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| Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Examples of bullying include verbal abuse and derogatory remarks, insulting or threatening behaviour, ridiculing an individual, spreading malicious rumours about an individual, embarrassing and humiliating an individual in public. | Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Examples of bullying include verbal abuse and derogatory remarks, insulting or threatening behaviour, ridiculing an individual, spreading malicious rumours about an individual, embarrassing and humiliating an individual in public. |
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| ==== What is Victimisation? ==== | ===== Victimisation ===== |
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| Victimisation is treating someone badly because in good faith they have (or it is believed that they are going to) made a claim or complaint of discrimination; or helped someone else to make a claim; or made an allegation that AV is in breach of the Equality Act 2010 or done anything else in connection with the Act. | Victimisation is treating someone badly because in good faith they have (or it is believed that they are going to) made a claim or complaint of discrimination; or helped someone else to make a claim; or made an allegation that AV is in breach of the Equality Act 2010 or done anything else in connection with the Act. If a member is treated less favourably because they have taken such action, then this will be victimisation. |
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| If a member is treated less favourably because they have taken such action, then this will be victimisation. | ====== Appendix 2: Complaints Procedure ====== |
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| ===== Roles and responsibilities ===== | We take a zero-tolerance approach to breaches of this policy. |
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| We are committed to promoting equality for all. If a representative feels they have been subject to discrimination, harassment, victimisation or bullying which is in direct conflict with our commitment to equality of opportunity and with the Code of Conduct, they should raise this with a member of the committee. See the complaints procedure below. | Any complaint by a representative arising from breach of this policy should be made in the first instance to the chair of the committee, who will respond within 14 days. If the complaint is against the chair then the member should speak to the welfare coordinator or the musical director. All complaints will be thoroughly investigated in an independent and objective manner. |
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| This policy applies to all representatives including officers, directors, members and visitors or anyone involved in the activities of AV. | If a representative is uncertain whether an incident or series of incidents amounts to discrimination, harassment, victimisation or bullying or constitutes a breach of this policy, they should seek confidential assistance and clarification from an appropriate member of committee (chair, welfare, or musical director). |
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| All representatives have a responsibility to ensure that the principles and requirements of this policy are complied with thereby helping to foster a culture of dignity and respect. | The response to the complaint may be in the range from finding unfair treatment has occurred and correcting that, to finding that the complaint is not upheld. In cases where it is found that unfair treatment has occurred, the committee will consider sanctions which may include verbal or written warnings, temporary or permanent loss of membership. |
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| All visitors will be informed that this policy is in operation and that they are bound to comply with its principles and requirements. | Confidentiality is an important part of the complaints process. Every effort will be made to keep the complaints process confidential. Individuals not involved in the complaint or the investigation should not be told about it. Details of the investigation and the names of the complainant and the person accused must only be disclosed on a "need to know" basis. Breach of confidentiality constitutes a breach of this policy. |
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| AV will issue a copy of, or make available, a copy of this policy to all their representatives and visitors and will review it and endorse it annually at their Annual General Meeting. | Representatives who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimisation as a result. Anyone found to have retaliated against or victimised someone in this way will be deemed to have breached this policy and the committee will consider sanctions which may include verbal or written warnings, temporary or permanent loss of membership. The representative is entitled to complain to the chair or any other member of the committee. |
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| It is expected that those representing AV in an external capacity will endeavour to ensure that equality and diversity principles and practices are adhered to in accordance with this policy. | Before, during and after an investigation into a representative's complaint, the ensemble will collect, hold and use information and evidence relevant to the allegation in question, including for example, information from third parties, such as other representatives. This will include personal information about the complainant and potentially "special categories" of information, both of which are regulated by data protection legislation. The information will be retained securely, for as long as it is considered necessary in accordance with current data protection legislation. |
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| ===== Complaints ===== | |
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| We take a zero-tolerance approach to breaches of this policy. | |
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| * Any complaint by a representative arising from breach of this policy should be made in the first instance to an unconnected member of the committee of the ensemble, who will consider the matter with one other senior member of the committee, and respond within 14 days. All complaints will be thoroughly investigated in an independent and objective manner. | ====== Appendix 3: Halo Code ====== |
| * If a representative is uncertain whether an incident or series of incidents amounts to discrimination, harassment, victimisation or bullying or constitutes a breach of this policy, they should seek confidential assistance and clarification from an unconnected member of committee. | |
| * The response to the complaint may be in the range from finding unfair treatment has occurred and correcting that, to finding that the complaint is not upheld. In cases where it is found that unfair treatment has occurred, the committee will consider sanctions which may include verbal or written warnings, temporary or permanent loss of membership. | |
| * If the complainant is not satisfied with the outcome, they may appeal the decision to the board of directors, who will consider the matter under their [[/company/problem-resolution|problem resolution procedure]]. The outcome of this procedure will be final. | |
| * BABS will not be involved in the complaints process which will be dealt with at ensemble level. However, any complaint about a council member of BABS, arising from a breach of their equivalent code of conduct (substantially identical to this policy) whilst exercising council member duties will be dealt with by the chair of BABS who will consider the matter with one other member of the Board of Trustees and respond within 14 days. | |
| * BABS trustees and volunteers are equally bound by their code and any complaints regarding a breach of the code should be addressed to an unconnected member of the board of trustees, who will consider the complaint with one other trustee and respond within 14 days. In other respects, procedures will operate similarly to those at ensemble level. | |
| * Confidentiality is an important part of the complaints process. Every effort will be made to keep the complaints process confidential. Individuals not involved in the complaint or the investigation should not be told about it. Details of the investigation and the names of the complainant and the person accused must only be disclosed on a “need to know” basis. Breach of confidentiality constitutes a breach of this policy. | |
| * Representatives who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimisation as a result. Anyone found to have retaliated against or victimised someone in this way will be deemed to have breached this policy and the committee will consider sanctions which may include verbal or written warnings, temporary or permanent loss of membership. The representative is entitled to complain to the chair or any other member of the committee. | |
| * Before, during and after an investigation into a representative's complaint, the ensemble will collect, hold and use information and evidence relevant to the allegation in question, including for example, information from third parties, such as other representatives. This will include personal information about the complainant and potentially "special categories" of information, both of which are regulated by data protection legislation. The information will be retained securely, for as long as it is considered necessary in accordance with current data protection legislation. | |
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| ===== Monitoring and Evaluation ===== | > [[https://www.halocollective.co.uk]] |
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| We will regularly evaluate our services and the effectiveness of this policy. | Our choir champions the right of members to embrace all Afro-hairstyles. We acknowledge that Afro-textured hair is an important part of our Black members’ racial, ethnic, cultural, and religious identities, and requires specific styling for hair health and maintenance. |
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| ===== Review of this policy ===== | We celebrate Afro-textured hair worn in all styles including, but not limited to, afros, locs, twists, braids, cornrows, fades, hair straightened through the application of heat or chemicals, weaves, wigs, headscarves, and wraps. |
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| Our commitment to equality and diversity is an active one. This policy will be reviewed on a regular basis and will be amended when appropriate. We will seek to keep up to date with new developments in equality and diversity best practice and actively seek information on this issue. | In our choir, we recognise and celebrate our colleagues' identities. We are a community built on an ethos of equality and respect where hair texture and style have no bearing on a members’ ability to participate. |