Membership of The Havering Astronomical Society (HAS) is open to all. The main aim of the Society is to promote an interest in astronomy and its allied sciences by holding meetings for lectures; holding observing meetings; promoting public interest in astronomy as well as holding separate meetings for our junior members.
Policy
In achieving these aims, the HAS
is committed to treating all people equally and with respect irrespective of their age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation. These are the ‘Protected Characteristics’
contained in the Equality Act 2010 and they also correspond broadly with the headings under which citizens are legally protected from discrimination in employment and other aspects of participation in society. We also extend the principles of the Equality Act 2010 to our members although we acknowledge that this Act does not provide protection in law as regards Society membership as the Society does not fall under the definition of an “association” as defined by the Equality Act 2010.
Our intention is to ensure that no member of the Society nor any participant in our activities, receives less favourable treatment due to one or any of the previously mentioned ‘protected characteristics’. All members have a responsibility to cooperate with measures to ensure equal opportunity and non-discrimination. We aim to create a culture that respects and values each other’s differences, that promotes dignity, equality and diversity, and that encourages individuals to develop and maximise their true potential. We aim to remove any barriers, bias or discrimination that prevent individuals or groups from realising their potential and contributing fully to the Society’s activities and to develop an organisational culture that positively values diversity. We are committed wherever practicable, to achieving and maintaining a membership that broadly reflects the local community. We endeavour to ensure that individuals are treated fairly as members or participants in all Society activities. Every member is responsible for ensuring that this Equality and Diversity Policy is applied to all of our activities and, in addition, must be aware that the Committee will not tolerate anyone found to have committed, authorised, contributed to or condoned acts of discrimination on the grounds of a ‘protected characteristic’, and that this behaviour will be responded to robustly.
Definitions
The definitions used are derived from relevant pieces of legislation and codes of practice.
Discrimination
- Direct discrimination- when someone is treated less favourably than someone else as a result of a ‘protected characteristic’. -Associative discrimination- similar to direct discrimination. It applies when someone is treated less favourably because they associate with another person who possesses a‘protected characteristic’. - Perceptive discrimination -direct discrimination against an individual because others think they possess a particular ‘protected characteristic’. It applies even if the person does not actually possess that characteristic. -Indirect discrimination- occurs when an apparently neutral condition, rule, policy or practice that applies to everyone disproportionately disadvantages people who share a‘protected characteristic’and cannot be justified. -Institutional discrimination- the collective failure of an organisation to provide an appropriate and professional service or employment to people because of their personal characteristics.
Harassment
Harassing behaviours are demeaning and unacceptable to the recipient. Harassment is unwanted conduct which affects dignity. It may be related to any personal characteristic of the individual and may be persistent or an isolated incident.
Victimisation
Victimisation occurs when, for example, a Society member is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act 2010 or internal complaint procedure; or because they are suspected of doing so.
With regards to Indirect discrimination
and Institutional discrimination
as defined above, the HAS
will regularly review its policies and procedures to ensure that they do not disadvantage any particular group.
With regards to any of the other aforementioned acts of discrimination, harassment
or victimisation, the Society will view it as unacceptable and it will be treated as a disciplinary matter.
Dealing with discrimination and harassment
If any member of the Society or any participant in one of our activities feels they have been discriminated against, harassed or victimised they should raise this with the Committee.
The Committee will investigate the complaint, listening to all members involved. (If the complaint is against a Committee member, that member will not be part of conducting the investigation).
If the complaint is against a particular individual, this person will have the opportunity to express their point of view, accompanied by a friend. The person making the complaint will also have this opportunity.
If the complaint is against the Society as a whole, the Committee must work to ensure that such discrimination is not repeated in the future, and must inform the members of how they propose to do this.
Any decision to exclude a person from the Society due to discriminatory or harassing behaviour will be made with reference to the Society’s constitution. The Society will support people who feel they have been harassed or discriminated against, and will not victimise or treat them less well because they have raised this.
Please note that any action the Committee may decide upon following its investigation of a complaint does not prejudice a referral to the police where there is a potential criminal action.
The Committee has a duty to investigate any issue of discrimination, and take a view on if this is an organisational failing or is a complaint against member conduct. All cases of potential discrimination will be investigated and we will treat all complaints fairly, quickly and with confidentiality. Any member who has reported, in good faith, allegations of discrimination or harassment, will not be victimised by being treated any less favourably than any other member as a consequence of taking such action.
Review
This policy will be reviewed every 2 years.
End of Policy
Signed on behalf of the Havering Astronomical Society