At Breathe Arts Health Research, we are dedicated to creating a fair and equal organisation.

Whether you work with us, volunteer with us, or participate in our activities, you have the right to be protected from discrimination. This principle is at the core of our values.

Understanding the Equality Act 2010

The Equality Act 2010 established a unified legal framework to tackle disadvantage and discrimination effectively. It outlines nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Recent Amendments to the Equality Act 2010

In recent years, several amendments have been made to the Equality Act 2010 to enhance protections and clarify legal interpretations:

  • Worker Protection (Amendment of Equality Act 2010) Act 2023: Effective from October 2024, this amendment introduces a new duty on employers to take reasonable steps to prevent sexual harassment in the workplace. This proactive approach aims to foster safer and more respectful work environments.
  • Clarification of Protected Characteristics: Recent legal interpretations have provided clearer definitions of certain protected characteristics. For instance, the term “sex” under the Equality Act 2010 has been defined to refer strictly to biological sex, excluding individuals with Gender Recognition Certificates from certain legal protections. This clarification has sparked discussions and concerns within various communities.
  • Extended Protections for Pregnancy and Maternity: Amendments have been made to extend protections against discrimination to include unfavourable treatment occurring after the end of the protected period for pregnancy and maternity. This ensures that women are safeguarded from discrimination related to pregnancy and maternity leave.
  • Broader Scope of Indirect Discrimination: The scope of indirect discrimination has been expanded to allow individuals to bring claims even if they do not possess the protected characteristic, as long as they can demonstrate suffering the same disadvantage. This change aligns with EU law principles and strengthens protections against discriminatory practices.

Breathe’s Equality Initiatives

In alignment with these legal advancements, we have implemented several initiatives to promote equality within our organisation:

  • Equality Champions: We have designated staff members as Equality Champions, each focusing on one of the nine protected characteristics. These champions receive specialised training and are responsible for raising awareness, addressing concerns, and ensuring that our practices are inclusive and non-discriminatory.
  • Regular Training and Development: We provide ongoing training to all staff to ensure a deep understanding of the Equality Act 2010 and its implications. This training empowers our team to recognise and challenge discriminatory behaviours and practices effectively.
  • Inclusive Policies and Practices: Our policies are regularly reviewed and updated to reflect the latest legal requirements and best practices. We strive to create an environment where everyone feels valued and respected, regardless of their background or identity.

Looking Ahead

As we continue to navigate the evolving landscape of equality legislation, Breathe remains committed to adapting and enhancing our practices to ensure compliance and promote inclusivity. We recognise that the legal framework is dynamic, and we are dedicated to staying informed and responsive to changes that impact our community.

If you have any questions or would like to know more about our commitment to equality, please contact us at [email protected].

 

Our Equality Policy

Policy Statement 

Breathe Arts Health Research (BREATHE) is committed to the principle of equal opportunity for everyone, irrespective of any of the protected characteristics, as defined by the Equality Act 2010 and the Equality Duty 2011, or association therewith: 

  • Race, including ethnic origin, colour, nationality and national origin 
  • Gender (sex) 
  • Marriage and civil partnership 
  • Gender reassignment 
  • Disability 
  • Sexual orientation 
  • Religion and belief 
  • Age 
  • Pregnancy and maternity 

The purpose of this policy is to ensure that all employees, clients, contractors and those who come into contact with BREATHE are treated equally and with fairness and consistency at all times. 

 

BREATHE recognises that discrimination and victimisation is unacceptable and that it is in the interests of BREATHE and its employees to utilise the skills of the total workforce. It is the aim of BREATHE to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, ethnic or national origin marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics) or union membership status. 

BREATHE will ensure that no requirement or condition will be imposed without justification which could disadvantage individuals purely on any of the above grounds. 

Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best. 

  1. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment. 
  2. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
  3. Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation (the protected characteristics) in the provision of BREATHE’s goods and services.
  4. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.  

 BREATHE will regularly review its procedures and selection criteria to ensure that individuals are selected, promoted and otherwise treated according to their relevant individual abilities and merits. 

Any act of discrimination by employees or any failure to comply with the terms of the policy will result in disciplinary action. 

Our Commitment 

This policy seeks continuous improvement and compliance with legislation. It is based on the principles that: 

  • all people have the right to be treated with dignity and respect; 
  • To create an environment in which individual differences and the contributions of all our staff are recognised and valued. 
  • we will not discriminate on the grounds of race, gender, disability, nationality, religious or philosophical belief, age, sexual orientation, family status, trade union activity or any other factor; 
  • we will adopt fair and inclusive practices throughout our operations and will eliminate all prejudice, discrimination, bullying and harassment; 
  • all employees have a personal responsibility for the practical application of this policy in their day-to-day activities and must support the policy at all times; and 
  • non-compliance with this policy will be treated seriously and will not be tolerated. 
  • every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated. 
  • training, development and progression opportunities are available to all staff. 

The Board and the Managing Director of BREATHE are tasked to ensure that they: 

  • create a productive and safe working environment, promoting diversity and inclusion in the workforce; 
  • actively demonstrate BREATHE’s diversity policy and practices; 
  • develop new practices to ensure inclusion for all employees, clients, contractors and those who come into contact with BREATHE;  
  • to promote equality in the workplace which we believe is good management practice and makes sound business sense; 
  • review all our employment practices and procedures to ensure fairness. 

Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.  The policy will be monitored and reviewed annually. 

Responsibilities of Management 

Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Managing Director. Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that: 

  • all their staff are aware of the policy and the arrangements, and the reasons for the policy; 
  • grievances concerning discrimination are dealt with properly, fairly and as quickly as possible; 
  • proper records are maintained. 

Responsibilities of Staff 

Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should: 

  • comply with the policy and arrangements; 
  • not discriminate in their day to day activities or induce others to do so; 
  • not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics. 
  • ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic. 
  • inform their manager if they become aware of any discriminatory practice. 

Third Parties 

Third-party harassment occurs where a BREATHE employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. BREATHE will not tolerate such actions against it’s staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. BREATHE will fully investigate and take all reasonable steps to ensure such harassment does not happen again.  

Rights of Disabled People 

BREATHE attaches particular importance to the needs of disabled people. 

 Under the terms of this policy, managers are required to:  

  • make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment); 
  • include disabled people in training/development programmes; 
  • give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.