Makerspace Ashfield

Equality, Diversity & Inclusion policy

Ashfield MakerSpace (AMS) is committed to developing, maintaining and supporting a culture of equality, diversity and inclusion in its workforce. These are reinforced by the AMS Values; see our Terms and Conditions for full details.

Scope

This policy applies to all Members of AMS. It applies to the Trustees and Committee members in the discharge of their duties. This Policy sets out our commitment to ensuring that all Members are treated equally, regardless of any ‘protected characteristics’ which they may possess.

‘Protected Characteristics’ includes:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

General Principles

The 5 principles of this policy are concise and specific:

  • We strive to achieve equality
  • We encourage diversity across our membership
  • We encourage and embrace an inclusive culture
  • Bullying is not acceptable – zero tolerance exists
  • Harassment is not acceptable – zero tolerance exists

There should be no discrimination, whether direct or indirect, because of any of the protected characteristics set out above. The types of discrimination that are prohibited are explained below.

Discrimination may occur in the following forms:

Direct discrimination – this is treating someone less favourably because of a protected characteristic. An example of this is paying someone less because of their gender or because they belong to a particular racial group. ‘Because of’ is very wide and includes less favourable treatment based on a perception of another person, for example, that the person is gay, or is disabled, whether or not this perception is correct and even if the perpetrator knows that their perception is, in fact, wrong. It also includes less favourable treatment because someone is associated with another person who has a protected characteristic.

Indirect discrimination – this is treating people in the same way but in a way which adversely affects those with a protected characteristic. An example of this is telling someone they have to work late at night. Although applied to everyone, this policy may adversely affect those with childcare responsibilities, and statistically women often bear more of these responsibilities.

Victimization – this is treating someone less favorably because they have asserted their right not to be discriminated against because of a protected characteristic. An example of this would be someone claiming that they had been discriminated on the grounds of their disability and then their manager deciding when they left not to give them a reference because they had claimed disability discrimination.

Harassment – this is unwanted conduct, related to a protected characteristic, which has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for someone or violating their dignity. Harassment may also be of a sexual nature or may occur because someone has harassed the victim and the victim either rejects or submits to it and, because of that rejection or submission, that person treats the victim less favourably.

Members are expected to support AMS in achieving these aims. In certain circumstances, a Member can be personally liable for discrimination against another Member.

How We Should Demonstrate EDI in Delivering the Ashfield MakerSpace Mission

AMS will seek to:

  • Meet our legal obligations under the Equality and Human Rights Act 2010
  • Encourage and embed equality, diversity and inclusion in all its Members activities
  • Approach its activities proactively by:
  • Minimising the potential for discrimination
  • Minimising the potential for harassment and bullying
  • Seeking out opportunities to promote an inclusive culture

Members

AMS is committed to equality, diversity and inclusion in all aspects of its operations. We will seek to achieve this in the following ways:

  • Develop and implement processes and procedures that are open and fair.
  • Promote an environment free from discrimination, harassment, bullying and victimisation and tackle any behaviour that breaches this
  • Provide learning, support and encouragement to Members so that they can develop their knowledge, enhance their contribution to AMS and minimise the potential for bullying and harassment
  • Make all Members aware of their responsibility for promoting equality diversity and inclusion in their work
  • Seek feedback and consult with appropriate groups on the development, implementation, and review of policies, procedures and learning.

Duties of all Members

All Members have a personal role to play in ensuring their behaviours reflect the values of AMS and contribute to a working environment that is inclusive and free from any kind of discrimination, harassment or bullying.

Disciplinary action will be taken against any Member who is found to have committed an act of unlawful discrimination. Serious breaches of this policy and serious incidents of harassment and bullying will be treated as gross misconduct. Unwarranted allegations that are not made in good faith may also be considered as a disciplinary matter

Duties of Committee members and Team Leads

It is imperative that the leadership team set the tone for AMS and the wider Group.

Members who have any role responsibilities have a duty to ensure they demonstrate the values of AMS and encourage and promote an inclusive environment. Failure to take action to tackle discrimination, harassment or bullying will be considered a failure to fulfil responsibilities of their position.

It is particularly important that those with these responsibilities are aware of the impact of their behaviours on Members. This policy does not prevent legitimate constructive criticism of Members’ behaviours or performance. It is important, however, that Leads undertake those conversations with professionalism and respect.

Grievances

Members should treat each other with dignity and respect whilst using the Makerspace. Any Member who feels they have not been treated in accordance with this policy is encouraged to raise the matter as per the AMS Complaints and Grievance Policy. All complaints will be taken seriously and will be dealt with promptly, confidentially, fairly and with respect. The Policy can be found here : complaints policy

Monitoring and Review

AMS does not collect, monitor or analyse diversity data; apart from Age to ensure our Members are 14 or over.

We will undertake a formal review of this policy at regular intervals or after significant changes in our operations or legislation and communicate the changes.