MindfulnessUK Equality, Diversity, and Inclusion Policy

MindfulnessUK is committed to encouraging equality, diversity, and inclusion throughout our organisation, and eliminating unlawful discrimination.

The aim is for our organisation to be truly representative of all sections of society and our customers, and for each employee, course participant, student, and graduate to feel respected and able to give their best.

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of students, customers, or the public.

The policy’s purpose is to:

• provide equality, fairness, and respect for all those affiliated with MindfulnessUK, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, training, and teacher training, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

• Encourage equality, diversity, and inclusion throughout the work of the organisation as they are good practice and make business sense
• Create a working and learning environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff, students, course participants and graduates are recognised and valued.

  This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in training, teacher training and employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

  All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, course participants, students, graduates, customers, suppliers and the public.

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, students, graduates, course participants, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

  Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

  Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation. Training is on-going for staff and is discussed in their review meetings. MindfulnessUK is committed through discussion, reading, additional training, advice, and support to disseminate EDI at every level throughout the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment and training practices and procedures when necessary, to ensure fairness, and also update them and the policy to take account of changes in the law. For instance, we include EDI in all our team meetings, throughout our training programmes and in the teaching we deliver.
• Monitor the make-up of the workforce and those they teach regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

  Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with all employees and Consultants working with and for MindfulnessUK.

Details of the organisation’s Complaints Procedure Policy, Privacy Policy and Code of Conduct can be found on the website www.mindfulnessuk.com and further information in the student handbooks distributed to all students training with MindfulnessUK.