Our Policies

Diversity, Equity & Inclusivity Policy

FDCW is committed to being an equal opportunities organization. This policy applies to FDCW governance, service delivery, employment and volunteering practices.

Contractors and organisations that we work in partnership with are also expected to abide by a Diversity, Equity and Inclusion policy.

Diversity, Equity & Inclusion Policy

FDCW recognises that people, as individuals or in groups, suffer discrimination for many reasons including, but not limited to, race, colour, hair type, ethnic and national origin, physical or mental disability, HIV status, class, educational background, employment and economic status, gender, marital status, sexuality, responsibility for dependents, beliefs, religion, appearance, age, and previous criminal convictions. FDCW will actively seek to combat prejudice and discrimination in any and all areas and will actively promote connection.

FDCW recognises that much discrimination is not only individual or interpersonal– it is systemic and institutional. Systemic or institutional racism is defined as racial discrimination that has become established as normal behaviour within a society or organisation.

The Law

It is unlawful to discriminate directly or indirectly in recruitment or employment because of a ‘protected characteristic’. The UK Equality Act 2010 defines protected characteristics as being age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality, caste and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. It is also unlawful to discriminate against or harass a member of the public or an FDCW stakeholder in the provision of services or to fail to make reasonable adjustments to overcome barriers to using our services caused by disability. FDCW has an obligation to think ahead and address any barriers that may impede anyone from accessing a service.

Types of Unlawful Discrimination

  • Direct discrimination is where a person is treated less favourably than another because of a protected characteristic. Discrimination may be lawful if there is an occupational requirement which is core to a job role and a proportionate means of achieving a legitimate aim
  • Indirect discrimination means putting in place a rule or policy or way of doing things that has a worse impact on someone with a protected characteristic than someone without one
  • Harassment is where there is unwanted behaviour related to a protected characteristic which has the purpose or effect of violating someone’s dignity or which creates a hostile, degrading, humiliating or offensive environment. It does not matter whether or not this effect was intended by the person responsible for the conduct
  • Associative discrimination is where the individual treated less favourably does not have a protected characteristic but is discriminated against because of their association with someone who does, e.g. the parent of a disabled child
  • Perceptive discrimination is where the individual discriminated against or harassed does not have a protected characteristic but they are perceived to have a protected characteristic
  • Third-party harassment occurs where an employee is harassed by a third party such as an FDCW stakeholder, due to a protected characteristic
  • Victimisation is treating someone unfavourably because they have taken some form of action relating to the Equality Act, i.e. because they have supported a complaint or raised a grievance under the Equality Act or because they are suspected of doing so. An employee is not protected from victimisation if they acted maliciously or made or supported an untrue complain
  • Failure to make reasonable adjustments is where a rule or policy or way of doing things has a worse impact on someone with a protected characteristic compared with someone who does not have that protected characteristic and the employer has failed to make reasonable adjustments to enable the disabled person to overcome the disadvantage

Equal Opportunities in Employment

FDCW will ensure that no-one seeking employment with, or employed by FDCW, whether paid or voluntary, is treated less favourably than any other person. FDCW will select new employees, contractors or volunteers on the basis of legitimate selection criteria, using objective assessment methods applied within anti-discriminatory recruitment and selection procedures.

FDCW will not take account of previous criminal convictions unless they are directly relevant to FDCW’s work and the post applied for. FDCW will actively seek to recruit both paid and voluntary staff from all sections of the community, in order to provide a culturally-sensitive service.

FDCW will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Job descriptions will avoid unnecessary requirements (those unrelated to effective performance) that may deter applicants.

FDCW Stakeholders

FDCW will not discriminate against people seeking to use FDCW’s services. If anyone feels marginalized, bullied or harassed, or is a witness to someone being marginalized, bullied or harassed, they should report it to the Executive Director (ED) or Chair of Trustees who will take action following the FDCW Grievance Procedure. FDCW employees, contractors or volunteers will not be penalised for raising a grievance, even if the grievance is not upheld, unless the complaint is both untrue and made in bad faith.

FDCW will be aware of subtle discrimination. For instance, a dress code for presenters (with no bare arms or low necklines) may help webinars to appeal to a more global audience.

Employees, contractors and volunteers can be held personally liable as well as, or instead of, the organisation for an act of unlawful discrimination. Employees, contractors and volunteers who commit serious acts of harassment may be guilty of a criminal offence. Acts of marginalisation, discrimination, harassment, bullying or victimisation against employees, contractors, volunteers or stakeholders are disciplinary offences and will be dealt with under the FDCW Disciplinary Policy. Marginalisation, discrimination, harassment, bullying or victimisation may constitute gross misconduct leading to dismissal without notice.

FDCW Employees and Volunteers

FDCW employees and volunteers will be aware of and sensitive to diversity, equity and inclusion concepts and language such as:

Diversity: including people from a range of different social, ethnic and national origins and of different genders, sexual orientations, colour, hair type, physical or mental disability, age, HIV status, class, educational background, employment and economic status, marital status, responsibility for dependents, beliefs, religion, and appearance.

Equality: the state of being equal in status, rights or opportunities. Evenly distributed resources and assistance.

Equity: impartiality and fairness for all. Resources are customized so they are available and relevant in any community, especially to marginalized groups. Unequal access to resources and assistance is identified and addressed.

Marginalization: treatment of a person or a group, as insignificant or peripheral.

Inclusion: ensuring that everyone feels valued and respected as an individual.

Allyship: intentional efforts to acknowledge and disrupt discrimination in all its forms and advance the interests of marginalized groups.

Global majority: refers to people of Black, Asian, Brown, Indigenous or dual heritage. More accurate than ‘ethnic minorities’.

Intersectionality: the interconnected nature of race, class, age, ability, sexual orientation and gender identity, create overlapping and interdependent systems of discrimination or disadvantage.

Micro aggressions: common verbal, behavioural or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward marginalized groups.

White Centering: the centering of white people, white values, white norms and white feelings over other intersections. The belief, whether conscious or not, that whiteness is the norm.

White Exceptionalism: the belief that a white, or white-passing, person is exempt from white supremacy because they are ‘one of the good ones’ so anti-racist work doesn’t apply to them.

White Fragility: a state in which even a minimum amount of racial stress becomes intolerable, triggering a range of defensive moves. Defined by Dr. Robin DiAngelo

White Skin Privilege: “In order to dismantle white supremacy, you need to understand how white privilege is a key aspect of your life, and how you benefit from your whiteness and what that means for those who don’t receive the same benefit. You can’t dismantle what you can’t see.” Dr Peggy McIntosh, 1988

A Final Note from Our Patron

Our Patron, His Holiness the Dalai Lama has said:

“Each one of us must learn to work not just for oneself, one’s own family or nation, but for the benefit of humankind. Universal responsibility is the key to human survival. It is the best foundation for world peace.”