Equality and diversity policy | Sarcoma UK

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Equality and diversity policy

Sarcoma can affect anyone. That’s why we fund vital research, campaign for better treatments and offer support for everyone.

Being part of Sarcoma UK means that your uniqueness will help bring about a world where fewer people are affected by sarcoma.

And that’s a win for everyone.

This policy permeates all aspects of Sarcoma UK’s work, in relation to our actions and attitudes
towards colleagues, consultants, temporary workers, and all others associated with our work. This
policy covers all members of staff at Sarcoma UK including employees (whether permanent or fixed
term) and consultants.

We know that we have more work to do to make Sarcoma UK more representative of all the people affected by sarcoma. That’s why we want to work with people whatever their gender identity or expression, sexual orientation, religion, ethnicity, age, neurodiversity, disability status, economic background or any other aspect which makes them unique.

Under the Equality Act, individuals are protected against discrimination on the following grounds:
age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage
and civil partnership, and pregnancy and maternity. Sarcoma UK is committed to promoting equal
opportunities in employment. No individual or group should receive less favourable treatment on any
of these grounds.

The following forms of discrimination are prohibited under this policy and are unlawful:

  • Direct discrimination: treating someone less favourably because of a Protected Characteristic.
    For example, rejecting a job applicant because of their religious views.
  • Indirect discrimination: a provision, criterion or practice that applies to everyone but
    adversely affects people with a particular Protected Characteristic more than others, and is not
    justified. For example, requiring a job to be done full-time rather than part-time would adversely
    affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
  • Harassment: this includes sexual harassment and other unwanted conduct related to a Protected
    Characteristic, which has the purpose or effect of violating someone’s dignity or creating an
    intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is
    dealt with further in our Anti-harassment and Bullying Policy.
  • Victimisation: retaliation against someone who has complained or has supported someone else’s
    complaint about discrimination or harassment.

Responsibilities

All Sarcoma UK employees are responsible for implementing this policy in their work.

Recruitment

Recruitment procedures embody the principles of this policy and the details are set out in the
Recruitment and Selection procedure.

Training and Development

Training and development opportunities are open to all staff, and will be provided in order to
support them to fulfil their roles. See Training and Development Policy in the staff handbook.

Promotion Opportunities

Vacancies will normally be advertised internally and externally and are open to all to apply.

Pay

Sarcoma UK operates a policy of equal pay for work of equal value.

Monitoring and Review

This policy will be reviewed as new legislation comes into force. The effectiveness of this policy
will be monitored on an annual basis through analysis of the profile of the staff team and their
positions in the organisation, showing a breakdown of ethnicity, gender, age and disability status.
As a result of this profile information, Sarcoma UK’s Director of Finance and Resources will
prepare a report for consideration by the Board, including recommendations for action.

Failure to comply

Failure to follow this policy in all aspects of work with the organisation will be considered a
very serious matter and the Disciplinary policy may be used.

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