R Community Choirs – Birmingham CIC 

Equality, Diversity and Inclusion Policy 

Document Control
Version and date Date of next review – at  least annuallyReviewer
V1 – 1/07/26 Before July 2027 Andy Boxall  Director

Terms and definitions used in this policy 

Our organisation – R Community Choirs – Birmingham CIC 

Directors – Individuals appointed to the board of R Community Choirs – Birmingham CIC  who hold legal responsibility for governance and safeguarding. 

Employees – Paid staff members of the organisation (currently only the Choir Director). 

Choir members – Adults, young people or children who attend or take part in any choir  sessions or activities delivered by R Community Choirs – Birmingham CIC. 

Parents / Carers – Individuals with parental responsibility or caring responsibility for children  or vulnerable adults who attend choir activities. 

Equality is about ensuring people are treated fairly and equally regardless of any differences  e.g. race, age, gender or sexuality. There are legal and moral reasons for ensuring people  are treated equally – for example, making sure that everyone has the same access to  opportunities and making sure everyone is fairly treated. 

Diversity is about valuing people as individuals – so rather than treating everyone in the  same way, recognising their different backgrounds, skills and experiences. It is important  that organisations recognise the diversity of the local community as this community could  be prospective choir members and visitors.  

Inclusion is putting this all into practice; it’s about working to meet the needs of different  people and creating an environment of trust and respect, allowing people to reach their full  potential. 

Direct discrimination means treating a person or group of people, on the above grounds,  less favourably than others in the same or similar circumstances. This includes  discrimination by perception or association. 

Indirect discrimination means applying a requirement or condition which, whether  intentionally or not, has an adverse effect on one particular group.

Harassment is unwanted behaviour, which has the purpose or effect of violating someone’s  dignity or which creates a hostile, degrading, humiliating or offensive environment. This can  include but is not limited to: unwelcome physical, verbal or non-verbal conduct, which is  found to be offensive, objectionable, upsetting or embarrassing to the recipient, and which  might create a stressful or intimidating environment. 

Bullying can be defined as offensive, abusive, intimidating, malicious or insulting behaviour,  an abuse or misuse of power through means intended to undermine, humiliate, degenerate  or injure the recipient or unfair penal sanctions which make the recipient feel upset,  threatened, humiliated or vulnerable, which undermines self-confidence and may cause  suffering and stress. 

Victimisation is treating a person less favourably than others because they have exercised  their right under this policy or the relevant legislation or has supported someone who has  exercised their rights. 

1. Overview of this policy 

This policy applies to directors, employees, choir members, parents, carers and visitors. Our commitment and aims 

1.1. We will not tolerate discrimination or harassment and are committed to promoting  equal opportunities. All directors, employees, choir members, parents, carers and  the public, will receive fair and equal treatment. 

We will not tolerate discrimination, or treating people unfairly, on the grounds of anyone’s  protected characteristic. These are as follows: 

• age; 

• race (which includes colour and ethnic/national origin); 

• disability; 

• religion or belief; 

• sex; 

• gender reassignment; 

• pregnancy or maternity; 

• sexual orientation; and 

• marital or civil partnership status. 

1.2 We will not tolerate any harassment. We define harassment as: • when a person is subject to uninvited conduct that, as an intended or unintended  consequence – violates their dignity, in connection with a protected characteristic. • We also define harassment as behaviour that creates a hostile, humiliating,  degrading or similarly offensive environment in relation to a protected characteristic. • Name calling, lewd comments, excluding others, making insensitive jokes, and  displaying pornographic material are all examples of harassment.

• Physical, verbal and non-verbal conduct can also all amount to harassment. • So can things people say or do online, especially on social media. 

2. Statement of Intent 

2.1. Our organisation is committed to providing equality of opportunity, valuing diversity  and promoting a culture of inclusion; fostering and promoting an organisation where  people are treated with dignity and respect and where people are valued as  individuals.  

We recognise that people with different backgrounds, skills, attitudes and  experiences can bring fresh ideas and perceptions which can make our work more  efficient and provide better services to a wider community.  

2.2. Our organisation will ensure that it provides equality of opportunity in all aspects of  the organisation and that no individual involved in our choir activities is  discriminated against on the grounds of sex, marital and parental status, religious or  political beliefs, colour, race, ethnic or national origins, creed, trade union activities,  sexual orientation, age, physical or mental disability, spent criminal convictions,  employment status, socio-economic background or any other criterion unless there  is an objective justification for such treatment.  

3. General Principles 

3.1. Overall responsibility for the effective implementation and operation of the policy  lies with our directors.  

3.2. The ethos and standards covered by this policy can only be achieved and maintained  if everyone cooperates fully. Everyone must take personal responsibility for adhering  to this policy’s aims and commitments and for drawing any actual or potential  breaches to our attention. 

3.3. Everyone involved in our choir activities must treat others with respect and help  maintain a fair, inclusive and non-discriminatory environment. 

3.4. We may take appropriate action, which may include asking you to stop attending  choir activities. 

3.5. This policy will be reviewed annually. 

3.6. Our organisation will endeavour to ensure that all its premises are accessible to  disabled people. It will provide information on access on request. 

3.7. Everyone involved in our choir activities is expected to express their views  respectfully and in line with this policy. 

3.8. Our organisation respects the right of all individuals to follow the religion of their  choice and to adhere to the customs of their culture. The wearing of religious or  cultural dress will not be discouraged.

4. Harassment and bullying  

4.1. Harassment, intimidation or bullying is unacceptable and illegal. our organisation recognises its responsibilities to deal quickly and effectively with any complaints that  arise.  

4.2. It is the responsibility of the directors, or someone specifically designated by them,  to investigate all complaints of discrimination, victimisation bullying or harassment. 

4.3. Broad definitions of what constitutes bullying and harassment are detailed in the  “terms and definitions” section of this policy; however, these are by no means  exhaustive and the person making the complaint will usually define what they mean  by bullying or harassment. This will be something that has happened to them that is  unwelcome, unwarranted and causes a detrimental effect.  

4.4. Below are a few examples unacceptable behaviour:  

• Spreading malicious rumours, unwelcome remarks or insulting someone  (particularly on the grounds of race, sex, disability, sexual orientation and religion  or belief)  

• Copying memos that are critical about someone to others who do not need to  know· Ridiculing or demeaning someone – picking on them, shouting at them, or  setting them up to fail  

• Exclusion, coercion or victimisation  

• Unfair treatment  

• Unwelcome sexual advances – touching, standing too close, display of offensive  materials 

• Making threats or comments intended to intimidate or undermine someone. 

• Bullying and harassment is not limited to face to face engagement but can occur  in writing or through any other medium of communication e.g. in writing, email,  phone or other on-line communications. 

5. Legal obligations 

5.1. The following legislation applies to our employees and to our service users.  5.2. The Equality Act 2010 does not apply to our choir members. However, this policy  serves to illustrate to choir members the framework within which the organisation  operates and that we are committed to providing our services in way which is non discriminatory and which values diversity. 

5.3. The Gender Recognition Act 2004 gives transsexual people full recognition in their  acquired sex in law for all purposes. A person’s transgender status cannot lawfully be  disclosed without her / his consent. Information about transgender status is sensitive data within the meaning of the Data Protection Act 2018 and the General Data  Protection Regulation (GDPR) and therefore can be processed only in limited  circumstances. 

5.4. The Equality Act 2010 harmonises and strengthens and replaces most previous  equality legislation. The following legislation is still relevant: 

• The Human Rights Act 1998. 

• The Work and Families Act 2006. 

• Employment Equal Treatment Framework Directive 2000 (as amended). 

6. Public and service users 

6.1. We aim to make our services accessible to as wide a range of the public as possible  and in order to achieve this we will take steps to remove barriers which prevent  potential participants, members and users from having equal access to our activities.  

This may include: 

• encouraging and enabling people from underrepresented groups to attend and  participate.  

• ensuring that activities take place in venues and premises which are accessible to  disabled people;  

• providing facilities for disabled people to enable them to participate fully in activities  e.g. induction loop, interpreters;  

• ensuring that the design of publicity material takes account of the needs of disabled  people both in terms of print, format, information on access.  

7. How we carry out our responsibilities and duties 

7.1. Everyone involved in our choir activities is expected to follow this policy and behave  respectfully towards others. 

7.2. Overall responsibility for the effective implementation and operation of the policy  lies with our directors. 

7.3. The ethos and standards covered by this policy can only be achieved and maintained  if everyone cooperates fully. Everyone must take personal responsibility for adhering  to this policy’s aims and commitments and for drawing any actual or potential  breaches to the attention of the directors. 

7.4. If a director, employee, choir member, parent, carer or visitor breaches this policy,  appropriate action may be taken, which could include issuing a warning or asking the  individual to stop attending choir activities. 

7.5. We encourage all choir members to help promote equality, diversity and inclusion  across the organisation. Please contact a director if you have any ideas about how we could do this better, or you would like to be more involved in achieving this  policy’s aims.  

8. How we enforce this policy and handle breaches 

8.1. If you believe you have been harassed or discriminated against, please raise your  concern with a director. All concerns will be handled sensitively. 

8.2. If we find that you have breached this Policy, we may ask you to stop attending choir  activities. 

8.3. If you have any concerns at all under this Policy, please raise them with a director.