URG Equality and Diversity Policy

1. Purpose

The purpose of the URG Equality and Diversity Policy is to set out clearly the positive action Ulverston Resilience Group (URG) intends to take to ensure equality and diversity within the group, including the services it provides and in its relationships with other groups.

In adopting this Equality and Diversity Policy, Ulverston Resilience Group is making a commitment to implementing it, so as to ensure that equal opportunity encompasses the group as a whole.

2. What we will do

Ulverston Resilience Group provides community support and emergency support to the residents of Ulverston and the surrounding LA12 postcode area. The group will take action to ensure that any group activities and events are open and welcoming to everybody.

We aim to make our meetings and events accessible to people with disabilities, e.g. meet in accessible premises, and when necessary and produce information in large print.

We aim to use local training opportunities to help our committee and members better understand how discrimination occurs and how to prevent it.

All members of the Ulverston Resilience Group Committee will have the Equality and Diversity Policy explained to them, and will undertake to comply with and implement this policy.

Group Members who have experienced discrimination within the group can make complaints to the Chair via email.

If the Chair is unable to resolve the complaint, it will be referred to the Committee, subject to agreement with the complainant.

People will be treated with dignity and respect regardless of race, nationality, gender, sexual orientation, gender reassignment, disability and/or age.

At all times people’s feelings will be valued and respected. Language or humour that people find offensive will not be used, e.g. sexist or racist jokes or terminology which is derogatory to someone in a minority group or with a disability.

No one will be harassed, abused or intimidated on the grounds of his or her race, nationality, gender, sexual orientation, gender reassignment, disability age or any other reason. Incidents of harassment will be taken seriously.

3. Dealing with complaints

The Chair and the Committee will take complaints of discrimination and harassment very seriously.  They will investigate them thoroughly, and provide opportunities for the person making the complaint to speak in a safe environment about their experience.

If the complaint is against a particular individual, the Committee will hear their point of view as appropriate. The Committee will decide the action to take based on the principle of ensuring the continued inclusion and safety of any member who has experienced discrimination or harassment.

4. Review

This policy will be reviewed every 2 years. It was last updated on 21st October 2021.