The LGBT+ Network for Change (UK Charity Commission Registration number: 1171911: whilst UK registered the Network operates in both the UK and the Republic of Ireland under the authority of our constitution Objects), hereafter referred to as the ‘Network,’ recognises that discrimination and prejudice of all kinds, and related victimisation and bullying is unacceptable.
1. The core purpose of the Network is to challenge such discrimination, prejudice, and related victimisation, and bullying. Our Equality Diversity & Anti-Discrimination Policy is directed by full and enthusiastic compliance with the spirit and the letter of the Equality Act 2010 (https://www.legislation.gov.uk/ukpga/2010/15/contents).
The Equality Act 2010 defines nine Protected Characteristics, which are:
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- religion or belief (including non-religious beliefs [humanism, atheism, etc.])
- sexual orientation
The Network’s activities primarily concentrate on support in regard to the needs of sexual orientation and gender minorities (LGB and Trans [defined above under ‘gender reassignment] and Non-Binary), especially seldom heard, marginalised, particularly vulnerable sub-populations of these two Protected Characteristic groups. However, from the latter or work involves support to and interaction with all of the other Protected Characteristics. However, we also in our work recognise the importance of Protected Characteristics ‘intersectional’ communities (those belonging to two or more of the Equality Act 2010 defined Protected Characteristics), for instance in our support work for our BAME – LGBT+ & LGBTQ+ community.
Much of our work relates to understanding about and providing educational and advocacy support services solutions to the blight of indirect discrimination against sexual orientation and gender minority communities (and associated intersectional Protected Characteristic communities). We therefore through this policy statement and policy, state our strong and enthusiastic position in all of our services and operational delivery performance to abide in our actions from organisation lead officer, to Board members/Trustees, and in regard to our volunteers, to follow practice that is alert to indirect discrimination. We do our utmost at Board and Operational levels to be alert to this blight and to perceived potential related prejudice.
2. Our aim is that our organisation and its membership will be truly representative of all sections of society with all members feeling respected and able to give of their best.
3. 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 activities, work and projects.
4. Our Team (officers, Trustees, volunteers) will not discriminate directly or indirectly, or harass those that we support with our services, because of their age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the UKNFS activities and services.
Who and how to contact if a Network Team member or a Network Service User (those using our services) has been or believes they have been unambiguously (by which we mean repeatedly and for a considerable period of time, such as two to twelve months of duration) victims of discrimination, indirect discrimination, or prejudice — we advise a potential complainant to make internet search in regard to definition of any of the following terms that they feel may apply to their experience (discrimination; indirect discrimination; prejudice; bullying):
- Firstly, we believe that most disputes can be resolved amicably with a view to identifying the issues involved so that they can be understood by both parties, so that they do not by all reasonable standards, recur.
- However, if this is not possible, we request the complainant to email the fellow Network Team their grievance with, and that they include one or both Network Chairpersons in the communication, or if preferred, other Network Trustee. If this communication proves unsuccessful in resolving the dispute, we advise the following:
- That the complainant will be asked to make email contact concerning their grievance with the Chairpersons of the Network, whose email addresses can be found on the Team page of our website: https://lgbtnetwork4change.com/network-team/
- If the complainant is a Network service user we request that the two steps above be followed.
Process for bringing a discrimination/prejudice related claim:
- The Network will request that a potential complainant be specific in any assertion of discrimination and/or prejudice they have, or believe they have, experienced. This should include a one page bullet-points particulars of the complaint document, signed and dated by the complainant, and emailed to the Network, with supportive evidence (such as but not limited to email correspondence) attached.
- We will acknowledge receipt of such a complaint representation by return on email within 2 – 5 working days of receiving the complaint.
- We will thereafter carefully study the complaint and all particulars and support evidence provided, and seek at Board level to enable the complainant to have an opportunity to discuss their complaint and the outcome they seek concerning their complaint: we will then contact the person that the grievance relates to, for their perspectives on the complaint.
- Positive resolution, through an informal or informal apology if justified by the evidence will be sought, and an apology be sought from the complainant if the particulars of complaint and evidence be deemed unambiguously to have been unjustifiable (for we have to be protective of Network Team members too).
- If the matter proves intractable we will signpost the complainant to an independent watchdog and/or arbitration mechanism if required, but firstly to the local Citizens Advice service.
Network Equal Opportunities Policy:
Whilst the Network is an LGB&T community supportive Charity Commission registered charity, all Network positions are open to members of All Protected Characteristics communities if they have demonstrated/evidence backed credentials of major, publicly known and evidenced, LGBT & LGBTQ+ community support for a substantial period of time (not less than five years). Central to our work and realisation of the vision of a fully inclusive, diverse communities supportive and respecting society, is the concept of pan-Protected Characteristics collaboration, and especially LGBT+ Allies.