Fair Treatment
We make decisions using relevant, objective and consistently applied criteria.
Equality, Diversity and Inclusion Policy
Respect, fairness and equal opportunity
FEDANT is committed to being an inclusive organisation in which people are treated fairly, with dignity and respect, and are able to participate without unlawful discrimination.
Policy Statement
FEDANT values the different experiences, perspectives and contributions of the people and communities connected with its work. We oppose unlawful discrimination, harassment, bullying and victimisation and aim to remove avoidable barriers wherever reasonably practicable.
This commitment applies to our role as an employer and service provider, and to our work with employees, trustees, volunteers, applicants, registrants, education providers, parents, families, professional organisations and other stakeholders.
Purpose
This policy sets out how FEDANT promotes equality, diversity and inclusion in employment, volunteering, governance, recruitment, professional regulation, accreditation, communication and service provision. It supports fair decisions based on relevant evidence, skills, ability, conduct and applicable standards.
Our Legal Framework
FEDANT will act in accordance with applicable equality law. The Equality Act 2010 protects people from unlawful discrimination because of nine protected characteristics:
AgeDisabilityGender ReassignmentMarriage & Civil PartnershipPregnancy & MaternityRaceReligion or BeliefSexSexual Orientation
Protection may also apply where someone is perceived to have a protected characteristic, is associated with someone who has one, or raises or supports a complaint about discrimination.
Our Principles
Dignity & Respect
Bullying, harassment, intimidation and degrading behaviour are not accepted.
Equal Opportunity
Employment, volunteering, training and development opportunities are made available fairly.
Accessibility
We consider reasonable adjustments and alternative formats to reduce avoidable barriers.
Inclusive Services
We review services and communications so they remain appropriate and accessible to diverse communities.
Accountability
Concerns are taken seriously, addressed fairly and used to support organisational learning.
Recruitment, Selection & Volunteering
FEDANT aims to attract a broad and suitably qualified range of applicants. Recruitment and volunteering decisions will be based on the requirements of the role and the applicant’s ability to meet them.
- Job descriptions and person specifications will use relevant and proportionate criteria.
- Vacancies will normally be advertised in ways intended to reach an appropriate and diverse pool of applicants.
- Application information will be limited to what is relevant and necessary, with alternative formats considered where reasonably practicable.
- Shortlisting and selection will use objective criteria applied consistently by people who understand their equality responsibilities.
- Applicants will be invited to request reasonable adjustments for the recruitment process.
- Questions will relate to the role, and selection decisions will be supported by appropriate records.
- Offers may be subject to satisfactory references, right to work checks and other lawful pre-employment checks appropriate to the role.
Positive Action
Where lawful and proportionate, FEDANT may take positive action to address disadvantage, meet particular needs or improve participation by an under represented group. Positive action is not the same as selecting someone simply because they have a protected characteristic.
Any occupational requirement will be used only where it is lawful, necessary and proportionate for the particular role.
Criminal Record Checks
Where a role is eligible and a check is appropriate, FEDANT may request the relevant Disclosure and Barring Service (DBS) check. Information will be considered fairly, confidentially and in relation to the requirements and risks of the role.
A criminal record will not automatically prevent appointment. Each matter will be considered individually and in accordance with applicable law and safer recruitment requirements.
During Employment or Volunteering
Induction & Training
Employees, trustees and volunteers will receive information about this policy and their responsibilities. Additional guidance or training will be provided where appropriate, particularly for those involved in management, recruitment, selection or decision making.
Development & Progression
Access to training, development and progression will be considered fairly, taking account of organisational needs, individual development and reasonable adjustments.
Flexible Working
Requests for flexible working will be considered constructively in accordance with applicable procedures, balancing individual circumstances with the needs of the organisation.
Cultural & Religious Needs
FEDANT will consider reasonable requests relating to cultural or religious observance, dress, dietary requirements or facilities while maintaining safe and effective operations.
Disability & Reasonable Adjustments
FEDANT will consider reasonable adjustments for disabled applicants, employees, trustees, volunteers and service users and will discuss possible solutions with the person concerned.
Terms & Conditions
Terms, benefits and workplace practices will be applied fairly. Requests for leave connected with religious or cultural observance will be considered under the relevant leave procedure.
Inclusive Services & Communication
FEDANT will seek to ensure that its registration, accreditation, information and other services are delivered fairly and sensitively. We will review our published, digital, printed and spoken material to reduce discriminatory, exclusionary or unnecessarily inaccessible language and presentation.
Reasonable requests for accessible information or adjustments will be considered in light of the person’s needs, the nature of the service and the resources reasonably available.
Bullying, Harassment, Discrimination & Victimisation
Everyone covered by this policy is expected to treat others with dignity and respect. FEDANT will not tolerate unlawful discrimination, harassment, bullying, intimidation or victimisation in its workplace, activities, communications or services.
Concerns will be taken seriously and considered under the appropriate complaint, grievance, disciplinary or regulatory procedure. A person will not be treated unfairly for raising a concern in good faith or for supporting someone else who does so. Deliberately false or malicious allegations may themselves be addressed under an appropriate procedure.
Monitoring, Privacy & Review
FEDANT may collect and review appropriate equality information to identify patterns, assess accessibility and support fair practice. Equality monitoring information will be voluntary where required, kept separate from selection decisions where appropriate, handled confidentially and processed in accordance with data protection requirements.
The Executive Committee is responsible for supporting implementation of this policy. Managers and those acting on behalf of FEDANT are responsible for applying it in their work, and all employees, trustees and volunteers share responsibility for following it and drawing attention to suspected discriminatory practice.
The policy and related practices will be reviewed periodically and when there are relevant changes to legislation, guidance, services or organisational needs.
Raising a Concern or Requesting an Adjustment
If you experience or witness behaviour that may conflict with this policy, or need information in another format or a reasonable adjustment, please contact FEDANT. We will explain the most appropriate route for your enquiry or concern.
Related Guidance
This policy should be read alongside FEDANT’s other policies and procedures. Further general guidance is available from: