What if Organisations Really Cared about Inclusion and Diversity…
What would their Equality, Diversity and Inclusion Policy say?
Over the last couple of months I have been working with CATLAN International C.I.C, a collective of thinkers, artists and invested citizens. Together we provide learning experiences that help participants reframe, and hopefully reimagine, their place within our shared lived experience. Our hope is that through such learning experiences we are all able to see collective and individually preferable ways of “being” and “doing”, not least given the increasingly fragile social and environmental contexts that we inhabit.
We are learning slowly — perhaps shamefully so — that, in the modern world, such collective organisation are soon required to engage with “formalised” processes. One of the first of these has been applications for funding to support our work. Here, we have quickly met the practical reality of our long-term understanding that having a principled approach to life is not enough: although, while we have always been focused on “walking the talk”, it seems the most pressing expectation is to “talk the walk” and have a formal writen policy about everything.
One of the reasons we all joined together within CATLAN is that we are all dissatisfied with large parts of the human social world as we encounter it. This is particularly the case of such formal declarations, specifically about the important social characteristics of diversity, equality, equity and of course, the antithesis discrimination and exclusion. We of course appreciate that such documents are to some degree a risk management requirement: essential to ‘have on file’ when behaviours and practices fall short of ideals, and legal risk needs to be managed. However, where the threat of litigation ‘wags the dog’, and such documents start from these basic legal requirements, they rarely escape the necessities of very basic expectations. Therefore, while a further ideal objective of such governance is that it actually guides behaviours, this get lost in a very low standard of aspiration.
Given our critique of existing Equality, Diversity, Inclusion and Discrimination policies, we set about creating a document in a different way. Instead of starting from points born of legal necessity, we began with dialogue that expressed deeper thoughts about our shared values, as linked to our overall mission. Only once a principled foundation was established, did we add in the legal necessities.
The rest of this article therefore, is a first draft of CATLAN’s Diversity and Inclusion Policy. We look forward to any and all comments, and would of course be delighted if our (A)lternative approach to (T)hought, (L)earning and (A)ction in this area, was an inspiration to the work of others.
Diversity and Inclusion Policy
Realities and Hope: The motivation for our ethos
CATLAN International recognises that the political, economic, social and environmental context in which it operates is structurally exclusionary and discriminatory, most specifically against humans with a myriad of physical, social, economic and cultural characteristics.
Beyond this, we recognise that the underlying drivers of such discrimination and inequality are grounded in psychosocial realities of the human condition (see Dovidio 2010). Human brains categorise and stereotype as a basis of operational necessity; value judgements are imperative to human decision-making in all aspects of life. As such, humans have innate capacity to develop intellectual frameworks, cultural tapestries, discourses, and even everyday phrases, as well as formal and informal institutions of behaviours and physical environments, that discriminate and marginalise in ways that drive inappropriate inequalities of opportunity and outcome. Because CATLAN International is embedded in this context, there is no necessary intrinsic reduction of structural and discriminatory subjectivities and by extension colonially inclined practices.
Despite recognising the omnipresent opportunity for undesirable outcomes from social and physical interactions, CATLAN International also believes outcomes need not be characterised by the experience of inequality, homogeneous identity, and unjustifiable exclusion. The very existence of our organisation is premised on the hope of positive alternatives to these realities and to take active steps to facilitate change and transformation toward greater levels of diversity, inclusion, and equality of life value. Between the least desirable realities and the most hopefully scenarios of alternatives, exists a significant continuum of “grey”. It is navigating this grey on which we must concentrate.
Dignity & Respect: Our Core Commitments
CATLAN International believes that all individuals are born equal in their entitlement to an innate respect that supports individual dignity, as grounded in their existence as a human being. From this foundational respect flows the expectation to be treated by others as they would like to be treated themselves, in all situations, according to the characteristics of those situations. This means that we accept that levels of respect will vary depending on behaviours and circumstances. We therefore retain the right to respect those who do not meet our ethical standards to a lesser degree than those who do. However, these adjustments cannot be arbitrary and must involve a conscious effort to consider mutually acceptable justifications that also include minimum, universal and non-negotiable expectations, as related to essential maintenance of foundational dignity.
Intellectual Commitments
CATLAN international exist to support all stakeholders in developing deeper personal awareness of physical and social power structures that undermine the dignity and respect deserved by all human beings, proportional to their respect of others, and relevant to the circumstances.
As a result, all members of CATLAN International commit to actively:
- Expanding awareness of their own individual psychosocial and intellectual programming that creates our subjectivity, particularly that which supports, however marginally or intensely, both structural discrimination and inequalities, as well as and inter-personal, bias, prejudice and discrimination.
- Identifying and intellectually unpick social, cultural, economic, administrative and linguistic structures that promote inequality, discrimination and marginalisation.
- Promoting a shared vision of human community in which every single individual feels respected and able to live a life that they, themselves, have reason to believe is valuable, and which does not compromise the ability of others to achieve a similar existence.
To deny a necessity for, or a willingness to participate in the above, is a criterion for exclusion from our community that we assert unreservedly as justified.
Commitment to Legal Compliance
As a foundational baseline, CATLAN International refuses to accept the unlawful treatment, such as direct discrimination, indirect discrimination or harassment of any individuals or groups according to the protected characteristics defined by the Equality Act 2010:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sex
- sexual orientation
CATLAN International also refuses to accept any victimisation on the grounds of Trade Union membership and participation, as outlined by the Trade Union and Labour Relations (Consolidation) Act 1992.
This refusal to accept prejudicial treatment applies to all practices and process of CATLAN International’s operation, including as a non-exhaustive list of examples:
- recruitment of paid our unpaid colleagues
- pay and benefits
- terms and conditions of employment
- dealing with grievances and discipline
- leave for parents
- requests for flexible working
- selection for promotion, training or other developmental opportunities
- dismissal
- redundancy
A further category of unethical and unlawful behaviour that CATLAN International refuses to accept is sexual harassment: defined as unwanted conduct of a sexual nature, where the conduct has the purpose or effect of violating the victim’s dignity or creating an environment that is intimidating, hostile, degrading, humiliating or offensive.
Commitment to Positive and Appropriate Social Engagement
Legal frameworks exist as the most foundational set of expectations, necessary for socioeconomic stability. Beyond these, CATLAN International commits to identify and facilitate positive social interactions in all contexts according to the appropriate approach for a given circumstance.
The image in Figure 1 recognises that life experience is embedded with barriers to individuals and groups being legitimately involved in communal life in the ways they might wish. The fence in the image can represent both physical barriers to access, but also socioeconomic barriers, such as an inability to access and benefit from formal education and/or the experience of racial prejudice. Faced with this, the images suggest a range of activities that aim to manage barriers to participation by altering physical and social realities of our lived experience. Potential interventions are categorised as:
- Equality, which provides everyone with the same support to realise an opportunity.
- Equity, which provides everyone the support they need to realise an opportunity.
- Justice, which supports others to participate in the dismantling of barriers for them to release an opportunity.
- Liberation, which provides a context in which there are no barriers that hinder the ability to realise an opportunity.
The image above is often taken to imply that actions on the right are preferable, being more meaningful, to those on the left. However, it is essential to reflect on what the visual elements of this image might represent in different contexts.
For example, the height of the fence might represent necessary competency to take actions that impact others; the height of the people might reflect their individual abilities, as measured by a competency test (seeing over the fence). In this case, the fence is needed to keep those on the other side of the fence safe from the crowd of people who would like to engage with them. Here it would be more appropriate to ensure everyone has Equity of opportunity to demonstrate their competence. However, ultimately, it is essential that those not able to reach the appropriate standard are unable to participate; liberation in this context would be inappropriate.
As such, further commitments include:
- The nuanced reading and analysis of all situations to plan the most appropriate action for reducing inequality and discrimination on inappropriate grounds.
- Liberation from bullying and an absolute refusal to accept this from those working as part of, or in partnership with CATLAN.
Commitment to Responsibility: Duties
Directors
The highest level of responsibility for legal compliance and promoting positive social engagement is held by the named Directors of CATLAN International. As such it is expected that Directors, or those who have accepted delegated responsibility:
- Accept overall responsibility for legal compliance and social gain.
- Are at all times satisfied that they have an appropriate knowledge of relevant legislation and expectations under the theme of equality, diversity and inclusion, and/or that they will actively upskill where necessary.
- Ensure that all members of the CATLAN community have read and signed a copy of this document to acknowledge their full understanding of our commitment and expectations, and further their willingness to work accordingly.
- Take seriously complaints or concerns of bullying, harassment, victimisation and unlawful discrimination by fellow community members, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
- Seek out and create 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.
- Make all decisions based on the best and more appropriate evidence, in particular concerning staffing is based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). Decision making process must be transparent to other members of the community and wider stakeholders, to a degree required by the nature of the decision.
- Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law and developments in community and wider scholarship.
- Monitor the make-up of our community specifically considering the characteristics of 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.
ALL other CATLAN Community Members
Any individual recognised as part of the CATLAN community are required to promote positive social interactions at all times, and can be held individually and legally liable for any acts of harassment, victimisation, and unlawful discrimination that arise in the course of their work. As such it is expected that members of the community:
- Are at all times satisfied that they have an appropriate knowledge of relevant legislation and expectations under the theme of equality, diversity and inclusion, and/or that they will actively upskill where necessary.
- Identify, share and contribute towards the constructive management of any concerns arising under this policy.
- Take seriously complaints or concerns of bullying, harassment, victimisation and unlawful discrimination by fellow community members, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
Commitment to Action on Inadequacy of Performance
Any acts or practices that contravene the above expectations 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 or expulsion without notice.
Use of the organisation’s Grievance or Disciplinary procedures does not affect an employee’s right to make a claim to an Employment Tribunal within three months (minus one day) of the alleged discrimination.
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.
The Directors of CATLAN International will refer issues that amount to potential violation of the law to the relevant state authority without exception.
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