Diversity, Equity & Inclusion Policy
Pregnancy Sickness Support is committed to Diversity, Equity, and Inclusion in its provision of services and in all its volunteer practices, policies, and procedures. This includes recruitment, training, remuneration and equal terms and conditions of volunteering. It is committed to the creation of a non-discriminatory environment.
Who is covered by this policy?
All staff, volunteers, trustees, and service users.
Statement of values
Pregnancy Sickness Support aims to improve the experience and alleviate the suffering of women and birthing people affected by Pregnancy Sickness including Hyperemesis Gravidarum (HG).
Pregnancy Sickness Support celebrates our society as diverse in race, culture, faith and other beliefs, sexuality, abilities, gender, and age.
Pregnancy Sickness Support is committed to challenging disadvantage and inequity and aims to embed diversity, equity, and inclusion in all areas of its work and structures.
Discrimination
Direct Discrimination is when you treat someone less favourably than others for unlawful means, for example not employing someone because of their gender or disability. Pregnancy Sickness Support will treat direct discrimination as a disciplinary matter.
Indirect Discrimination is when a policy, practice or procedure that applies to everyone might disadvantage a particular group, and which cannot be justified in relation to the job. Pregnancy Sickness Support will monitor and regularly review its services, policies, practices, and procedures to ensure that they do not disadvantage any group.
Discrimination by association is direct discrimination against someone because they associate with another person who possesses one of the applicable protected characteristics (age, disability, gender reassignment, sex, race, religion or belief and sexual orientation). It is unlawful and Pregnancy Sickness Support will treat it as a disciplinary manner.
Perception discrimination is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not possess that characteristic. It is unlawful and Pregnancy Sickness Support will treat it as a disciplinary matter in relation to age, race, religion or belief, sexual orientation, disability, gender reassignment and sex.
Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive working environment. Pregnancy Sickness Support will treat harassment as a disciplinary matter.
Victimisation is when you treat someone less favourably or discriminate against them because they have pursued or intend to pursue their rights relating to alleged discrimination. Pregnancy Sickness Support will treat victimisation as a disciplinary matter.
Positive discrimination is unlawful.
Positive action to address imbalances in the workforce is NOT unlawful in particular circumstances. Examples of this include but are not limited to:
• setting equity targets (but not quotas which are unlawful)
• encouraging people from groups to apply where they are under-represented
• training for promotion or skill training for volunteers from under-represented groups.
Statement of intent
Our intention is to ensure that no staff member, service user or volunteer of Pregnancy Sickness Support receives less favourable treatment due to a protected characteristic (i.e., age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation), unrelated criminal convictions, or membership or non-membership of a trade union.
All employees have a responsibility to co-operate 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, equity, 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 Pregnancy Sickness Support’s performance and to develop an organisational culture that positively values diversity, equity, and inclusion.
We are committed wherever practicable, to achieving and maintaining a volunteer network that broadly reflects the national community in which we operate.
We will adhere to our Equity, Diversity & Inclusion practice for Service Users – Please see Appendix B.
Legislation An organisation can be held liable in law for acts of discrimination committed by its staff. Individual staff can also be held personally liable in law for acts of discrimination that they commit, authorise, contribute to, or condone.
The following acts are unlawful and would constitute misconduct or gross misconduct liable to disciplinary action, which may include summary dismissal:
• Discriminating in the course of employment or prospective employment against fellow or future employees
• In job, transfer or promotion applications on the grounds established in this Equity Policy
• Inducing or attempting to induce employees to practise unlawful discrimination
• Indulging in verbal or physical, sexual, or racial harassment of a nature that is known, or should be known, to be offensive to the victim
• Victimising individuals who have made allegations or complaints of any discrimination or harassment or provided information about such discrimination or harassment.
Every staff member is responsible for ensuring Pregnancy Sickness Support’s Diversity, Equity & Inclusion Policy is applied to our engagement with our service users, volunteers and colleagues and should, in addition, be aware that it is unlawful to commit, authorise, contribute to or condone acts of discrimination on the grounds of a protected characteristic (i.e. age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation), in the provision of services.
Policy adherence
The Chief Executive Officer is responsible for ensuring as is reasonably possible that all staff, volunteers, and service users adhere to the commitment we make to diversity, equity, and inclusion in this policy.
If you perceive a problem in recruitment, selection, training, promotion or the application of terms and conditions of your job role you should raise it in the first instance with the Chief Executive Officer. If you perceive there to be a problem with the CEO, please contact the Chairperson.
If you are a service user who has a complaint about our service in line with our statement of intent in this policy, please refer to our complaints policy.
All cases of such behaviour will be investigated, and we will treat all complaints fairly, quickly and with confidentiality. Any grievance arising will be dealt with using the existing Disciplinary & Dismissal Policy for staff and our Disciplinary Procedure for Volunteers.
Any staff member who has acted in good faith over allegations of discrimination or harassment, will not be victimised by being treated any less favourably than any other volunteer or employee as a consequence of taking such action.
Pregnancy Sickness Support will monitor the practical effects of the policy by regularly collecting and reviewing relevant information.
We will use an internal review process to encourage staff to make suggestions and contribute to the ways in which we promote Diversity, Equity & Inclusion as an organisation and with the users of our services.
Service users are encouraged to email us at office@pregnancysicknesssupport.org.uk to inform us of suggestions of ways in which we could do better to promote Diversity, Equity & Inclusion in our Charity. We promise to listen.
We will ensure that venues that we use for meetings, workshops and training events are accessible and will make reasonable adjustments where necessary.
We will aim to ensure that our communications are accessible, including our web site. When necessary, we will make specific provision, such as engaging a British Sign Language interpreter, to ensure that our communication is accessible.
We will bring this policy to the attention of our trustees, staff, volunteers, stakeholders, and service users when they join Pregnancy Sickness Support and by making use of our communications, for example making this policy available on our website.
We will monitor the use of our services and make use of this monitoring information when planning future developments.
Review
The Trustee Board will keep this policy under review, with input from the Chief Executive Officer and staff. Any outcomes from the review will be implemented as soon as is reasonably possible and communicated to all staff, volunteers and service users via our website, internal comms and volunteer notification portal.
Appendix A In its employment practices and service provision Pregnancy Sickness Support will take full account of the following legislation:
The Equality Act 2010
• Consolidates previous legislation. It is unlawful to treat somebody less favourably than another person because of a protected characteristic i.e., race, age, disability, gender reassignment, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity
• It is unlawful to discriminate against somebody because they associate with another person on grounds of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation
• It is unlawful to discriminate against somebody because others think they possess one of these protected characteristics: Age, disability, gender reassignment, race, religion or belief, sex, sexual orientation
• It is unlawful to have a rule or policy that applies to everyone but disadvantages people with the following protected characteristics: Age, disability, gender reassignment, race, religion or belief, sex, sexual orientation; marriage and civil partnership
• Employees can complain about behaviour that they find offensive even if it is not directed at them based on the following protected characteristics: Age, disability, gender reassignment, race, religion or belief, sex, sexual orientation
• Employers are potentially liable for harassment of their staff by people they do not employ based on the following protected characteristics: Age, disability, gender reassignment, race, religion or belief, sex, sexual orientation
• It is unlawful to treat somebody badly (victimisation) because they have made or supported a complaint or grievance under the Act (applies to all protected characteristics)
Rehabilitation of Offenders Act 1974
• Ex-offenders have certain employment rights if their convictions become ‘spent’, including not having to declare spent convictions and protecting them against dismissal or exclusion (with certain exceptions such as for those working with children).
Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
• The regulations aim to ensure that part-time workers are not treated less favourably than comparable full-time workers, including having the same rates of pay and pro rata holiday entitlement.
Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002
• The regulations aim to ensure that employees on fixed-term contracts are treated no less favourably than comparable permanent employees, including having the same terms and conditions of employment.
The Asylum and Immigration Act 1996
• This places a responsibility on employers to ensure that all employees are not in breach of immigration rules. It covers the checks that an employer must do to ensure that employees are eligible to work in the UK, checking passports, visas etc.
Appendix B Equity, Diversity & Inclusion practice for Service Users
At Pregnancy Sickness Support (PSS), we are devoted to fostering equity, diversity, and inclusion in every facet of our work. Our mission is to provide compassionate and comprehensive support to women and birthing people experiencing Hyperemesis Gravidarum (HG), ensuring everyone receives the care and respect they deserve, regardless of their background or circumstances.
Our Commitment:
• Inclusive Support Services: We aim to offer inclusive support that recognises and respects the diverse needs of all women and birthing people affected by Hyperemesis Gravidarum (HG). Our resources, services, and programmes are designed to be accessible and sensitive to the unique experiences of individuals from all walks of life.
• Respect and Dignity: We believe that every woman and birthing person deserves to be treated with dignity and respect. We are dedicated to creating a welcoming and supportive environment where everyone feels valued and heard.
• Equity of Access: We are committed to ensuring our services are available to all, regardless of race, ethnicity, religion, age, disability, socioeconomic status, sexual orientation, gender identity, or any other characteristic. We actively work to remove barriers to access and provide equitable support.
• Cultural Sensitivity: Understanding and respecting cultural differences is at the heart of our approach. We will strive to provide culturally competent care and resources that honour the diverse backgrounds and traditions of the women and birthing people we support.
• Advocacy for Change: We advocate for policies and practices that promote equity and inclusion within healthcare and support systems for women and birthing people with Hyperemesis Gravidarum (HG). We are committed to raising awareness and driving positive change to ensure everyone receives the care and support they need.
• Continuous Improvement: We regularly review and update our practices to reflect our commitment to equity and inclusion. We welcome feedback and strive to learn and grow to better serve our diverse community. We will always listen.
We are dedicated to supporting all women and birthing people affected by Hyperemesis Gravidarum (HG), championing equity, and fostering an inclusive community where every voice is heard and valued.
Version 3 – June 2024
Review Date – June 2026