Equality Policy

Adopted by BAC committee 5^th September 2022
To be reviewed by BAC committee before 2023 AGM

This policy is based on the code of conduct of the British Association of Barbershop Singers (“BABS”) and applies to all ensembles, currently:

• All Voice
• Bristol A Cappella

All Voice Limited (“AV”) believes that no member, employee or volunteer (“representatives”) or visitor should experience less favourable treatment, discrimination, harassment or victimisation because of the protected characteristics in law of sex, race (including colour, nationality and ethnic or national origins), religion or belief, age, disability, gender reassignment, pregnancy and maternity, sexual orientation or marriage and civil partnership.

AV recognises and actively supports its representatives' or visitors' right to be treated with dignity and respect and we do not condone any form of bullying.

We are committed to promoting equal opportunities and diversity and we take a zero-tolerance approach to breaches of this policy.

This policy also applies to online/social media activity and covers online harassment and cyber-bullying.

The highest standards of conduct are required of all AV representatives regardless of seniority.

All representatives should be sensitive to the individual rights and feelings of other representatives.

The purpose of this policy is to ensure that representatives understand our guiding principles.

By integrating individual strengths, we will maximise efficiency and creativity, and deliver the highest quality of singing.

We will work to ensure that AV representatives are:

• Treated fairly and not subject to discrimination, harassment or victimisation because of any protected characteristic and not subject to bullying during their time with AV, commencing with the recruitment process.
• Fairly appraised for personal contributions to the organisation, taking into account internal and external influences.
• Able to rehearse and perform in a healthy and safe environment free from hazards.
• Able to access opportunities for improvement to develop to their full potential.
• Treated with dignity and respect in a fair and consistent manner in an environment where inappropriate, objectionable or offensive behaviour is not acceptable.

Harassment is a situation where someone engages in unwanted conduct related to a protected characteristic which has the purpose or effect of violating another person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Condoning such conduct may be harassment in itself. A single incident can amount to harassment if sufficiently grave. It should also be remembered that the perception of the person being harassed will be very important and representatives should not assume that conduct, which they may find acceptable, would also be acceptable to others.

A person may be harassed because of one or more protected characteristic. A person may be harassed even if they were not the intended “target” where the harassment creates an offensive environment for that person.

Harassment can occur where the person being harassed does not have one of the characteristics specified, but is mistakenly thought to have such a characteristic, is known not to have such a characteristic or is associated with another person having one of these characteristics.

Harassment may take many forms. For example:

• Sexual harassment includes unwanted conduct of a sexual nature which has the purpose or effect set out above including, but not limited to, unwelcome sexual advances and unwelcome physical conduct.
• Racial harassment covers any unwanted conduct having the purpose or effect set out above, which is related to colour, nationality, and ethnic or national origins.
• Sexual orientation harassment includes, but is not limited to, outing or threatening to out someone as gay, lesbian or bi-sexual or telling offensive jokes about someone’s sexual orientation.

Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Examples of bullying include verbal abuse and derogatory remarks, insulting or threatening behaviour, ridiculing an individual, spreading malicious rumours about an individual, embarrassing and humiliating an individual in public.

Victimisation is treating someone badly because in good faith they have (or it is believed that they are going to) made a claim or complaint of discrimination; or helped someone else to make a claim; or made an allegation that AV is in breach of the Equality Act 2010 or done anything else in connection with the Act.

If a member is treated less favourably because they have taken such action, then this will be victimisation.

We are committed to promoting equality for all. If a representative feels they have been subject to discrimination, harassment, victimisation or bullying which is in direct conflict with our commitment to equality of opportunity and with the Code of Conduct, they should raise this with a member of the committee. See the complaints procedure below.

This policy applies to all representatives including officers, directors, members and visitors or anyone involved in the activities of AV.

All representatives have a responsibility to ensure that the principles and requirements of this policy are complied with thereby helping to foster a culture of dignity and respect.

All visitors will be informed that this policy is in operation and that they are bound to comply with its principles and requirements.

AV will issue a copy of, or make available, a copy of this policy to all their representatives and visitors and will review it and endorse it annually at their Annual General Meeting.

It is expected that those representing AV in an external capacity will endeavour to ensure that equality and diversity principles and practices are adhered to in accordance with this policy.

We take a zero-tolerance approach to breaches of this policy.

• Any complaint by a representative arising from breach of this policy should be made in the first instance to an unconnected member of the committee of the ensemble, who will consider the matter with one other senior member of the committee, and respond within 14 days. All complaints will be thoroughly investigated in an independent and objective manner.
• If a representative is uncertain whether an incident or series of incidents amounts to discrimination, harassment, victimisation or bullying or constitutes a breach of this policy, they should seek confidential assistance and clarification from an unconnected member of committee.
• The response to the complaint may be in the range from finding unfair treatment has occurred and correcting that, to finding that the complaint is not upheld. In cases where it is found that unfair treatment has occurred, the committee will consider sanctions which may include verbal or written warnings, temporary or permanent loss of membership.
• If the complainant is not satisfied with the outcome, they may appeal the decision to the board of directors, who will consider the matter under their problem resolution procedure. The outcome of this procedure will be final.
• BABS will not be involved in the complaints process which will be dealt with at ensemble level. However, any complaint about a council member of BABS, arising from a breach of their equivalent code of conduct (substantially identical to this policy) whilst exercising council member duties will be dealt with by the chair of BABS who will consider the matter with one other member of the Board of Trustees and respond within 14 days.
• BABS trustees and volunteers are equally bound by their code and any complaints regarding a breach of the code should be addressed to an unconnected member of the board of trustees, who will consider the complaint with one other trustee and respond within 14 days. In other respects, procedures will operate similarly to those at ensemble level.
• Confidentiality is an important part of the complaints process. Every effort will be made to keep the complaints process confidential. Individuals not involved in the complaint or the investigation should not be told about it. Details of the investigation and the names of the complainant and the person accused must only be disclosed on a “need to know” basis. Breach of confidentiality constitutes a breach of this policy.
• Representatives who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimisation as a result. Anyone found to have retaliated against or victimised someone in this way will be deemed to have breached this policy and the committee will consider sanctions which may include verbal or written warnings, temporary or permanent loss of membership. The representative is entitled to complain to the chair or any other member of the committee.
• Before, during and after an investigation into a representative's complaint, the ensemble will collect, hold and use information and evidence relevant to the allegation in question, including for example, information from third parties, such as other representatives. This will include personal information about the complainant and potentially “special categories” of information, both of which are regulated by data protection legislation. The information will be retained securely, for as long as it is considered necessary in accordance with current data protection legislation.

We will regularly evaluate our services and the effectiveness of this policy.

Our commitment to equality and diversity is an active one. This policy will be reviewed on a regular basis and will be amended when appropriate. We will seek to keep up to date with new developments in equality and diversity best practice and actively seek information on this issue.