{"alias":"contentPage","byline":null,"standfirst":null,"content":{"layouts":[{"type":"singleColumn","areas":[{"items":[{"gridType":"RichTextBlock","content":"\u003Cp\u003E\u003Cstrong\u003EPolicy Statement\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003EOur commitment to equality, diversity and inclusion \u003C/span\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003EScouts is committed to encouraging and promoting diversity and inclusion in our workplace and \u003C/span\u003E\u003Cspan\u003Eservices to members. This reflects our values of respect, belief, care, cooperation and integrity, \u003C/span\u003E\u003Cspan\u003Ewhere everyone should be treated with dignity at all time. Scou\u003C/span\u003E\u003Cspan\u003Ets will take every possible step to \u003C/span\u003E\u003Cspan\u003Etackle all forms of discrimination, inequality, and unfair treatment, whether it\u2019s intentional or \u003C/span\u003E\u003Cspan\u003Eunintentional, direct or indirect. Scouts is committed to making sure that all employees have equal \u003C/span\u003E\u003Cspan\u003Eaccess to opportunitie\u003C/span\u003E\u003Cspan\u003Es and to removing all barriers to inclusion in the workplace.\u003C/span\u003E\u003C/p\u003E\n\u003Ch3\u003E\u003Cstrong\u003E1. Purpose and Aims of the Policy\u003C/strong\u003E\u003C/h3\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Cp\u003E\u003Cspan\u003ETo set out Scouts clear commitment to creating a diverse, inclusive workplace and becoming a best practice employer, \u003C/span\u003E\u003Cspan\u003Ego\u003C/span\u003E\u003Cspan\u003Eing beyond legal requirements on equality, diversity and inclusion\u003C/span\u003E\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Cspan\u003ETo provide the legal framework and definitions surrounding equality, diversity and inclusion; the protected \u003C/span\u003E\u003Cspan\u003Echaracteristics; and forms of discrimination\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003ETo provide clear guidance for staff on expected behaviours and responsibilities as employees of a diverse and \u003C/span\u003E\u003Cspan\u003Einclusive workplace\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003ETo set out a fair and inclusive approach to the recruitment, selection, and professional development of \u003C/span\u003E\u003Cspan\u003Eemployees\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003ETo make sur\u003C/span\u003E\u003Cspan\u003Ee that equality, diversity and inclusion is embedded in all of the organisation\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Es practices and \u003C/span\u003E\u003Cspan\u003Eprocesses\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003E \u003C/span\u003E\u003Cspan\u003ETo explain the possible effects of any breach of the policy \u003C/span\u003E\u003Cspan\u003EAll employees, consultants, and agency workers who work on behalf of Scouts are expec\u003C/span\u003E\u003Cspan\u003Eted to follow the \u003C/span\u003E\u003Cspan\u003Eprinciples of this policy.\u003C/span\u003E\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EEquality is \u003C/span\u003E\u003Cspan\u003Eabout making sure that every individual has equal opportunities to make the most of their lives, whatever \u003C/span\u003E\u003Cspan\u003Etheir identity or background. Equality isn\u2019t about treating everyone in the same w\u003C/span\u003E\u003Cspan\u003Eay; it recognises that creating equal \u003C/span\u003E\u003Cspan\u003Eopportunities and outcomes for everyone may require different approaches for different individuals or groups. \u003C/span\u003E\u003C/p\u003E","label":"Equality"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EDiversity means valuing all differences between people, whether they\u2019re visible or not. It in\u003C/span\u003E\u003Cspan\u003Ecludes recognising \u003C/span\u003E\u003Cspan\u003Eemployees\u2019 different viewpoints, experiences, and identities as organisational strengths. Diversity isn\u2019t about \u003C/span\u003E\u003Cspan\u003E\u2018accepting\u2019 or \u2018managing\u2019 differences; it\u2019s about nurturing and celebrating them so all staff can contribute fully and \u003C/span\u003E\u003Cspan\u003Erealis\u003C/span\u003E\u003Cspan\u003Ee their full potential. \u003C/span\u003E\u003C/p\u003E","label":"Diversity"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EInclusion \u003C/span\u003E\u003Cspan\u003Emeans taking proactive, positive actions to remove any and all barriers to participation in the workplace to \u003C/span\u003E\u003Cspan\u003Ecreate an environment where every employee feels equally valued and supported to thrive. Being an inclusive \u003C/span\u003E\u003Cspan\u003Eorganisation requires an ongoing commi\u003C/span\u003E\u003Cspan\u003Etment to listening, understanding, and taking action. \u003C/span\u003E\u003C/p\u003E","label":"Inclusion"}]},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cstrong\u003E2. Legal Framework\u00A0\u003C/strong\u003E\u003C/h3\u003E\n\u003Cdiv class=\u0022page\u0022 data-page-number=\u00224\u0022 data-loaded=\u0022true\u0022\u003E\n\u003Cdiv class=\u0022textLayer\u0022\u003E\u003Cspan\u003ECurrent equality legislation and associated codes of practice to be taken into account include (but aren\u2019t limited to):\u003C/span\u003E\u003C/div\u003E\n\u003Cul\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003E \u003C/span\u003E\u003Cspan\u003EEquality Act 2010\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EEmployment Rights Act 1996 \u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EPart\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003ETime Work\u003C/span\u003E\u003Cspan\u003Eers Regulations 2000\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003ERehabilitation of Offenders Act 1974 \u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EEqual Pay Act 1970 \u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EEmployment Equal Treatment Framework Directive 2000 (as amended).\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003EGender Recognition Act 2004\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003E\u003Cspan\u003E\u003Cbr /\u003E\u003C/span\u003E\u003Cspan\u003EThis legislation protects people against all forms of discrimination based on par\u003C/span\u003E\u003Cspan\u003Eticular protected characteristics. \u003C/span\u003E\u003Cspan\u003EProtected characteristics are certain attributes that people possess, which the law considers must be safeguarded. \u003C/span\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003EThere are nine protected characteristics that it\u2019s unlawful to discriminate based on:\u003C/span\u003E\u003Cspan\u003Esex, age, disabilit\u003C/span\u003E\u003Cspan\u003Ey, pregnancy \u003C/span\u003E\u003Cspan\u003Eand maternity, race, sexual orientation, religion or belief, marital or civil partnership status, and gender \u003C/span\u003E\u003Cspan\u003Ereassignment. See Appendix A for legal definitions of these terms. \u003C/span\u003EScouts commitment and approach to inclusion goes beyond the legal characteristics listed here. We\u2019ll take steps to make sure everyone feels included\u003C/p\u003E\n\u003C/div\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cspan\u003E3. \u003C/span\u003E\u003Cspan\u003ETypes of D\u003C/span\u003E\u003Cspan\u003Eiscrimination\u003C/span\u003E\u003Cspan\u003E\u003C/span\u003E\u003C/h3\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EThis \u003C/span\u003E\u003Cspan\u003Eis where a person is treated less favourably than someone else because of a protected characteristic. An example \u003C/span\u003E\u003Cspan\u003Eof direct discrimination would be refusing to employ someone because they were pregnant. \u003C/span\u003E\u003C/p\u003E","label":"Direct discrimination"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EThis is direct discrimination against someone because they\u2019re a\u003C/span\u003E\u003Cspan\u003Essociated with another person who possesses a \u003C/span\u003E\u003Cspan\u003Eprotected characteristic, for example, against people who are carers for disabled people.\u003C/span\u003E\u003C/p\u003E","label":"Discrimination by association"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EThis is direct discrimination against someone because the other person thinks they posses\u003C/span\u003E\u003Cspan\u003Es a particular protected \u003C/span\u003E\u003Cspan\u003Echaracteristic, for example, against a straight woman who\u2019s perceived to be gay.\u003C/span\u003E\u003C/p\u003E","label":"Discrimination by perception"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EThis is unwanted conduct that violates a person\u0027s dignity or creates an intimidating, hostile, degrading, humiliating or \u003C/span\u003E\u003Cspan\u003Eoffensive enviro\u003C/span\u003E\u003Cspan\u003Enment for that person. Even if the effect wasn\u2019t intended by the person responsible for the conduct, it\u2019s \u003C/span\u003E\u003Cspan\u003Estill harassment. Employees can now report behaviour they find offensive even if it\u2019s not directed at them.\u003C/span\u003E\u003C/p\u003E","label":"Harassment"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EThis is where someone is \u003C/span\u003E\u003Cspan\u003Etreated less favourably than others because they have made or supported a complaint or \u003C/span\u003E\u003Cspan\u003Egrievance or have given evidence in relation to a complaint. \u003C/span\u003E\u003C/p\u003E","label":"Victimisation"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EThis is behaviour that\u2019s offensive, intimidating, malicious, insulting, or an abuse of power and\u003C/span\u003E\u003Cspan\u003Eis intended to undermine, \u003C/span\u003E\u003Cspan\u003Ehumiliate, denigrate, or injure. Bullying can include (but isn\u2019t limited to) racist, sexist and homophobic language or \u003C/span\u003E\u003Cspan\u003Eabuse. \u003C/span\u003E\u003C/p\u003E","label":"Bullying"}]},{"gridType":"RichTextBlock","content":"\u003Cp\u003E\u003Cspan\u003EScouts and its employees will do everything it can to make sure that people are treated fairly and eq\u003C/span\u003E\u003Cspan\u003Eually across all \u003C/span\u003E\u003Cspan\u003Eprotected characteristics and at all levels of the organisation by:\u003C/span\u003E\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Cspan\u003EPreventing, tackling, and addressing seriously all instances of discrimination and language that\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Es \u003C/span\u003E\u003Cspan\u003Einappropriate, offensive or insensitive\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EChallenging assumptions and ster\u003C/span\u003E\u003Cspan\u003Eeotypes across all protected characteristics \u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EMaking sure that employees from diverse backgrounds have equal access to progression, promotion, reward, \u003C/span\u003E\u003Cspan\u003Eand recognition\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003ESupporting all employees to balance their life at work and at home\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EMaking workspaces acce\u003C/span\u003E\u003Cspan\u003Essible and co\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Edeveloping effective reasonable adjustments with disabled employees \u003C/span\u003E\u003Cspan\u003Eand those with temporary health needs or conditions (for example, employees who are pregnant) so that all \u003C/span\u003E\u003Cspan\u003Eemployees can reach their full potential \u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EVisibly promoting and cham\u003C/span\u003E\u003Cspan\u003Epioning the benefits of a diverse workforce \u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EMaking sure that employees\u003C/span\u003E\u003Cspan\u003E\u2019 \u003C/span\u003E\u003Cspan\u003Econtractual requirements and employee benefits don\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Et disadvantage or exclude \u003C/span\u003E\u003Cspan\u003Ecertain individuals or groups \u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EValuing and respecting the different perspectives and viewpoints of all emp\u003C/span\u003E\u003Cspan\u003Eloyees\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EFocusing on employees\u2019 abilities and strengths and avoiding any assumptions about ability based on a person\u2019s identity or background\u003C/span\u003E\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cstrong\u003E4. Responsibilities\u003C/strong\u003E\u003C/h3\u003E\n\u003Cp\u003E\u003Cspan\u003E\u003Cstrong\u003EThe Board of Trustees\u003C/strong\u003E \u003C/span\u003E\u003Cspan\u003Eis responsible for promoting equality, diversity, and \u003C/span\u003E\u003Cspan\u003Einclusion and \u003C/span\u003E\u003Cspan\u003Emonitoring how this policy is \u003C/span\u003E\u003Cspan\u003Eput into effect.\u003C/span\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003E \u003C/span\u003E\u003Cstrong\u003EThe senior leadership team \u003C/strong\u003E\u003Cspan\u003Eis responsible for championing this policy on behalf of the Board and leading their teams \u003C/span\u003E\u003Cspan\u003Ein a way that\u2019s consistent with the policy. They\u2019ll also work to make sure that all staff \u003C/span\u003E\u003Cspan\u003Ewho report to them understand \u003C/span\u003E\u003Cspan\u003Ewhat\u2019s needed to meet the requirements of this policy.\u003C/span\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003E \u003C/span\u003E\u003Cspan\u003E\u003Cstrong\u003EHR and diversity team members\u003C/strong\u003E \u003C/span\u003E\u003Cspan\u003Eare responsible for developing, updating, communicating, and implementing this \u003C/span\u003E\u003Cspan\u003Epolicy. \u003C/span\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EAll staff members \u003C/strong\u003E\u003Cspan\u003Eare expected to become familiar \u003C/span\u003E\u003Cspan\u003Ewith this policy and make sure that their behaviour and practice \u003C/span\u003E\u003Cspan\u003Ereflect its ethos.\u003C/span\u003E\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cstrong\u003E5. Actions\u003C/strong\u003E\u003C/h3\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EFully adopt and embrace this policy\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Es ethos of equality, diversity, and inclusion at all times\u003C/span\u003E\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Cspan\u003ERespect and value the diversity and diverse perspectives of others \u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003ENot discriminate, bully, harass or victimise anyone \u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EAct as role models for equality, diversity, and inclusion. Where needed, explain this policy and what it means \u003C/span\u003E\u003Cspan\u003Efor other employees or v\u003C/span\u003E\u003Cspan\u003Eolunteers\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EReport all forms of discrimination, bullying, harassment and victimisation and challenge them where \u003C/span\u003E\u003Cspan\u003Eappropriate\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EAttend training to make sure they\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Ere following best practice in equality, diversity, and inclusion in their work \u003C/span\u003E\u003Cspan\u003Eand workplace behavio\u003C/span\u003E\u003Cspan\u003Eurs\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EAssist Scouts in any related investigations and provide accurate, unbiased information\u003C/span\u003E\u003C/li\u003E\n\u003C/ul\u003E","label":"Employees of Scouts will"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cul\u003E\n\u003Cli\u003E\u003Cspan\u003ESet a positive example for team members by making sure that their own actions and behaviours promote \u003C/span\u003E\u003Cspan\u003Eequality, diversity, and inclusion \u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EFollow \u003C/span\u003E\u003Cspan\u003Ebest practice during recruitment to ensure shortlisting, selection, interview, and appointments \u003C/span\u003E\u003Cspan\u003Eprocesses don\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Et discriminate\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EAdopt any positive action policy set by Scouts\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EMake sure that appraisal processes \u003C/span\u003E\u003Cspan\u003Einclude equality\u003C/span\u003E\u003Cspan\u003E, diversity and inclusion targets\u003C/span\u003E\u003Cspan\u003E, learning and behaviours as \u003C/span\u003E\u003Cspan\u003Eappropriate\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003EIdentify and proactively seek to address equality, diversity, and inclusion awareness or training needs for their \u003C/span\u003E\u003Cspan\u003Eteams and direct reports \u003C/span\u003E\u003C/li\u003E\n\u003C/ul\u003E","label":"Line managers will"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cdiv class=\u0022page\u0022 data-page-number=\u00226\u0022 data-loaded=\u0022true\u0022\u003E\n\u003Cdiv class=\u0022textLayer\u0022\u003E\u003Cspan\u003ECreate a culture where equality, diversi\u003C/span\u003E\u003Cspan\u003Ety, and inclusion are valued and dignity and respect are promoted \u003C/span\u003E\u003Cspan\u003Eacross the whole organisation; supported by tangible actions and guidance, training, and awareness raising \u003C/span\u003E\u003Cspan\u003Efor staff \u003C/span\u003E\u003C/div\u003E\n\u003C/div\u003E\n\u003Cdiv class=\u0022page\u0022 data-page-number=\u00227\u0022 data-loaded=\u0022true\u0022\u003E\n\u003Cdiv class=\u0022canvasWrapper\u0022\u003E\u003C/div\u003E\n\u003Cul\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003ETake steps to prevent and challenge all forms of discrimination and inap\u003C/span\u003E\u003Cspan\u003Epropriate behaviour and language, \u003C/span\u003E\u003Cspan\u003Eusing appropriate disciplinary channels where appropriate\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EOperate an open and fair recruitment and selection process that encourages applications from all areas of our \u003C/span\u003E\u003Cspan\u003Ediverse society, taking positive action as appropriate\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EMake sure that selection for employment is solely on the basis of aptitude and ability.\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EMake sure that professional development opportunities are open to all and apply positive action as appropriate\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003ESupport managers to recognise and challenge unlawful practice and effectively deal with complaints of \u003C/span\u003E\u003Cspan\u003Ebullying and harassment \u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003ERequire contractors, external agencies, and service providers to follow this policy and link to procurement \u003C/span\u003E\u003Cspan\u003Epolicies\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EDeter discri\u003C/span\u003E\u003Cspan\u003Emination by making it clear that it\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Es unacceptable and that it will be treated as a serious disciplinary \u003C/span\u003E\u003Cspan\u003Eoffence \u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003EInvestigate complaints of discrimination on any grounds in line with Scouts disciplinary procedure\u003C/span\u003E\u003C/li\u003E\n\u003Cli class=\u0022textLayer\u0022\u003E\u003Cspan\u003ERegularly review relevant policies and procedures to make sure that they\u003C/span\u003E\u003Cspan\u003E\u2019\u003C/span\u003E\u003Cspan\u003Ere in line with best practice and legal \u003C/span\u003E\u003Cspan\u003Erequirements \u003C/span\u003E\u003Cspan\u003Eon equality, diversity, and inclusion\u003C/span\u003E\u003C/li\u003E\n\u003C/ul\u003E\n\u003C/div\u003E","label":"As an employer Scouts will"}]},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cspan\u003E6. Training and Support\u003C/span\u003E\u003C/h3\u003E\n\u003Cp\u003E\u003Cspan\u003EAll employees are required to attend equality, diversity, and inclusion training. If they need it, individuals and teams will\u003C/span\u003E\u003Cspan\u003Ebe provided with further guidance and support to fulfil their role a\u003C/span\u003E\u003Cspan\u003End responsibilities. Equality, diversity, and inclusion \u003C/span\u003E\u003Cspan\u003Ewill be integral to recruitment and selection training. \u003C/span\u003E\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cspan\u003E7. Diversity Monitoring\u003C/span\u003E\u003C/h3\u003E\n\u003Cp\u003E\u003Cspan\u003EDiversity monitoring is an essential process for Scouts. It means Scouts can identify patterns and highlight any areas \u003C/span\u003E\u003Cspan\u003Eo\u003C/span\u003E\u003Cspan\u003Ef concern. Diversity information provided by job applicants and employees for monitoring purposes is kept \u003C/span\u003E\u003Cspan\u003Econfidential and in line with the Data Protection Act 2018. Scouts will consider and take appropriate action to address \u003C/span\u003E\u003Cspan\u003Eany concerns identified as a r\u003C/span\u003E\u003Cspan\u003Eesult of the monitoring process. Scouts may use appropriate methods, including lawful \u003C/span\u003E\u003Cspan\u003Epositive action, to address the under\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Erepresentation of any group.\u003C/span\u003E\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cstrong\u003E8. Breach of Policy\u003C/strong\u003E\u003C/h3\u003E\n\u003Cp\u003E\u003Cspan\u003EAll complaints of discrimination will be sensitively investigated. If they\u2019re proven\u003C/span\u003E\u003Cspan\u003E, they will result in appropriate action \u003C/span\u003E\u003Cspan\u003Efor the perpetrator. Any employee found to be in breach of this policy could be subject to disciplinary action and/or \u003C/span\u003E\u003Cspan\u003Etheir continued engagement with Scouts will be questioned. \u003C/span\u003E\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cstrong\u003E9. Review of Policy\u0026nbsp;\u003C/strong\u003E\u003C/h3\u003E\n\u003Cp\u003E\u003Cspan\u003EScouts will regula\u003C/span\u003E\u003Cspan\u003Erly review this policy to make sure that it\u2019s up-to-date and in line with the law and the development \u003C/span\u003E\u003Cspan\u003Eof Scouts\u2019 equality, diversity, and inclusion vision and strategy. Reviews will involve input from employees and staff \u003C/span\u003E\u003Cspan\u003Ediversity groups and networks.\u003C/span\u003E\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E10. Related Policies\u003C/h3\u003E\n\u003Cp\u003EDignity and Respect\u00A0\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003E\u003Cspan\u003E11. \u003C/span\u003E\u003Cspan\u003EAppendices: \u003C/span\u003E\u003Cspan\u003EAppendix A\u003C/span\u003E\u003C/h3\u003E\n\u003Cp\u003E\u003Cspan\u003ELegal definitions of protected characteristics as defined in The Equality Act 2010. Please see Scouts inclusive language guidance on the intranet for more inclusive definitions and explanations(in process of being written at time of publication). \u003C/span\u003E\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EA person belonging to a particular age (for example, 32 year olds) or range of ages (for example, 18 to 30 year \u003C/span\u003E\u003Cspan\u003Eolds).\u003C/span\u003E\u003C/p\u003E","label":"Age"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EA person who has a physical or mental impairment which has a substantial, adverse and long\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Eterm effect \u003C/span\u003E\u003Cspan\u003Eon their ability \u003C/span\u003E\u003Cspan\u003Eto carry out normal day\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Eto\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Eday activities. \u003C/span\u003E\u003C/p\u003E","label":"Disability"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003ERefers to a person who has undergone, intends to undergo or is currently undergoing a \u003C/span\u003E\u003Cspan\u003Etransition from the sex they were assigned at birth to their self\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Eidentified gender. This includes peo\u003C/span\u003E\u003Cspan\u003Eple who undergo \u003C/span\u003E\u003Cspan\u003Emedical treatment as well as people who take \u2018social\u2019 steps such as changing their name, pronoun or appearance to \u003C/span\u003E\u003Cspan\u003Elive as their self\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Eidentified gender. Please be aware that gender reassignment is a contentious term, not commonly \u003C/span\u003E\u003Cspan\u003Eused outsid\u003C/span\u003E\u003Cspan\u003Ee of The Equality Act.\u003C/span\u003E\u003C/p\u003E","label":"Gender reassignment"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EMarriage is a legal union between two people of any sex or gender. Same\u003C/span\u003E\u003Cspan\u003E-\u003C/span\u003E\u003Cspan\u003Esex \u003C/span\u003E\u003Cspan\u003Ecouples can also have relationships legally recognised as \u0027civil partnerships\u0027. \u003C/span\u003E\u003C/p\u003E","label":"Marriage and civil partnership"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EPregnancy is th\u003C/span\u003E\u003Cspan\u003Ee condition of being pregnant or expecting a baby. Maternity refers to the \u003C/span\u003E\u003Cspan\u003Eperiod after the birth, and is linked to maternity leave in the employment context. \u003C/span\u003E\u003C/p\u003E","label":"Pregnancy and maternity"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EA person or group of people defined by their race, colour, nationality (including citize\u003C/span\u003E\u003Cspan\u003Enship) or ethnic origins, \u003C/span\u003E\u003Cspan\u003Ewhich may be different to a person\u2019s current nationality. \u003C/span\u003E\u003C/p\u003E","label":"Race"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003ERefers to any religion and lack of religion. Belief refers to any religious or philosophical belief, and \u003C/span\u003E\u003Cspan\u003Eincludes a lack of belief. Generally, a beli\u003C/span\u003E\u003Cspan\u003Eef should affect your life choices or the way you live to be included in the \u003C/span\u003E\u003Cspan\u003Edefinition.\u003C/span\u003E\u003C/p\u003E","label":"Religion and belief"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EAssigned to a person at birth (male or female) on the basis of primary sex characteristics (genitalia) and \u003C/span\u003E\u003Cspan\u003Ereproductive functions. \u003C/span\u003E\u003C/p\u003E","label":"Sex"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cspan\u003EA per\u003C/span\u003E\u003Cspan\u003Eson\u2019s sexual attraction or lack thereof, to other people of the same or different genders. \u003C/span\u003E\u003C/p\u003E","label":"Sexual orientation"}]}]}],"config":null}]},"searchDescription":"Read the Scouts equality, diversity and inclusion policy.","pageType":null,"location":null,"browserTitle":"","versionDate":"14 July 2023","reviewDate":"10/11/2021","redirectUrl":"","id":39669,"nodeName":"Equality, diversity and inclusion policy","title":"Equality, diversity and inclusion policy","type":"contentPage","image":{"url":"/media/12108/fdl-hp.jpg?width=800\u0026height=450\u0026v=1dab8e1b20252a0","caption":"Scouts purple logo","type":"jpg","size":93039,"width":1268,"height":664,"altText":"An image of a purple background showing the white Scouts logo"},"assets":null,"headerOptions":{"headerTitle":"Equality, diversity and inclusion policy","headerSubTitle":"October2021 (replacing the Equal Opportunities Policy)","headerCta":"","headerCtaText":"","headerCtaLink":"","headerBackgroundColour":"002f6c","showSEOImage":false,"headerBackgroundImage":null,"quickLinks":[]},"subHeader":"Read the Scouts equality, diversity and inclusion policy.","silktide":"eyJjbXMiOiJVbWJyYWNvIiwiZWRpdG9yVXJsIjoiaHR0cHM6Ly9wcm9kLWNtcy5zY291dHMub3JnLnVrLy91bWJyYWNvIy9jb250ZW50L2NvbnRlbnQvZWRpdC8zOTY2OSJ9","canonicalUrl":"https://www.scouts.org.uk/about-us/policy/equality-diversity-and-inclusion-policy/"}