THE SLEEP BETTER COMMUNITY CIC
Equality, Diversity and Inclusion Policy
Feb 2025 review Feb 26
Contents
1. Statement of Intent
2. Purpose of the Equality, Diversity and Inclusion Policy
3. Legal Requirements
4. Discrimination, Harassment, Victimisation and Bullying
5. Discrimination
6. Reasonable Adjustments
7. Implementation
8. Positive Action
9. Monitoring and Evaluation
10. Complaints Procedure
11. Communication
12. Review
13. Contact Us
1. Statement of Intent
1.1 The Better Sleep Community CIC (referred to throughout as TBSC) is fully committed to the
principles of equality of opportunity. It is responsible for ensuring that no member, volunteer, job
applicant or employee is unlawfully discriminated against due to age, sex, disability, gender
reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief or
sexual orientation (together the protected characteristics as set out in the Equality Act 2010).
1.2 TSBC will ensure that there is open access for all those who wish to participate in the services provided by us and that they are treated fairly, in accordance with the law.
2. Purpose of the Equality, Diversity and Inclusion Policy
2.1 TSBC recognises that inequalities and discrimination still exist in society and that these may limit opportunities to participate equally and fully in the services offered.
2.2 TSBC promotes inclusion and will take steps to mitigate against inequality and prevent
discrimination (intentional or unintentional), or other unfair treatment of its members, volunteers, employees and participants.
3. Legal Requirements
3.1 TSBC is required by law not to discriminate against its members, volunteers, employees and
practitioners taught by TSBC facilitators and recognises its legal obligations under the Equality Act
2010 and any later amendments to such legislation or subsequent equality related legislation that may be relevant.
4. Discrimination, Harassment, Victimisation and Bullying.
4.1 TSBC recognises the following as being unacceptable. It regards any form of discrimination harassment, victimisation or bullying as gross misconduct and any member, volunteer or employee found to be engaging in such behaviour will be subject to the appropriate disciplinary action.
4.2 Discrimination
4.3 Direct Discrimination is treating someone less favourably than you would treat others for reasons relating to a protected characteristic.
4.4 Indirect Discrimination is applying a provision, criterion or practice which, on the face of it,applies equally to all but which, in practice can disadvantage individuals with a particular protected characteristic. Such requirements or conditions should only be applied if they can objectively justified.
4.5 Harassment
4.6 Harassment is any form of unwanted or unwelcome behaviour that violates people’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
4.7 Victimisation
4.8 Victimisation is treating someone less favourably because he or she has in good faith used the organisation’s complaints procedure, exercised his or her legal rights, or has supported colleagues who have done so. TSBC will fully support and protect anyone who exercises his or her legal rights and/or supports anyone who has done so.
4.9 Bullying
4.10 Bullying is the misuse of power or position to criticise persistently or to humiliate and
undermine an individual’s confidence.
5. Reasonable Adjustments
5.1 TSBC recognises that it has a duty to make reasonable adjustments for disabled persons. It will consider all requests for adjustments and where possible will accommodate reasonable requests and will work with disabled members, volunteers and employees to implement any adjustments that will enable them to participate more fully.
6. Implementation
6.1 TSBC´s Board of Trustees are responsible for ensuring that the existence of this policy is communicated to and understood by all volunteers,employees and participants and that all breaches are dealt with appropriately.
6.2 The Board of Trustees have overall responsibility for the implementation of this policy.
6.3 The board has the responsibility for achieving any equality related action plans
that arise from this policy.
6.4 All facilitators, volunteers and employees have responsibilities to respect, act in accordance with, and thereby support and promote the spirit and intentions of this policy.
7. Positive Action
7.1 TSBC will take positive action to address any under-representation in its board,
workforce, or those wishing to participate in the practice of yoga.
8. Monitoring and Evaluation
8.1 TSBC will set up monitoring systems and evaluate the policy, practices, procedures, operations and recruitment/selection of students, volunteers and staff on an ongoing basis.
8.2 Monitoring and evaluation information will be used to identify any areas of under-
representation. The information will be used to guide programme development and promotional work
9. Complaints Procedure
9.1 To safeguard individual rights under the policy, a member, volunteer or employee who believes that they have suffered inequitable treatment within the scope of the policy may raise the matter through TSBC board.
9.2 Appropriate disciplinary action will be taken against any facilitator, volunteer or employee who violates BWY’s Equality, Diversity and Inclusion Policy.
9.3 TSBC, its facilitators, volunteers and employees have the responsibility of maintaining the integrity of any complaints or disciplinary procedure. This in turn will increase the level of
confidence in the procedures.
9.4 All TSBC facilitators, volunteers and employees will have access to the procedures referenced ion this Equality, Diversity and Inclusion Policy.
10. Communication
10.1 A copy of this policy will be made available to all facilitators, volunteers and employees of TSBC.
10.2 TSBC Equality, Diversity and Inclusion Policy will be available
on the website – www.thesleepbettercommunitycic.com and at any staff / volunteer induction training.
11. Review
11.1 This policy was created Feb 2025 and will be reviewed on an annual basis.
12. Contact Us
12.1 If you have any queries about the contents of this policy, please contact
