Funders, Sponsors and Partners
last updated September 2022
Cultural Documents encourages and practices diversity and equality to/with/between all.
Cultural Documents is committed to eliminating discrimination and promoting equalities and diversity.
Cultural Documents is committed to fostering a positive culture where all staff and stakeholders can flourish, and where no-one will feel compelled to conceal or play down elements of their identity for fear of being stigmatised.
Cultural Documents aims to encourage people to be authentic and enable their unique perspective, experiences, and skills which are seen as valuable assets.
Cultural Documents commits to promoting equality, diversity, and inclusion in…
– how we undertake research, invite collaboration and produce, present and evaluate our work,
– the recruitment, selection and training and appraisal of staff as well as in development and promotion, and
– the way in which we welcome and treat all stakeholders and the external organisations with which we work.
To do this, we commit to provide a learning, working, and social environment in which the rights and dignity of all are respected, and which is free from unlawful discrimination, prejudice, intimidation, and all forms of harassment including bullying.
No employee, worker, or visitor will be discriminated against based on age, marriage and civil partnership, race, sex, disability, religion or belief, sexual orientation, gender reassignment, or pregnancy and maternity (the ‘Protected Characteristics’ as defined in the Equality Act 2010), as well as other relevant circumstances including parental or caring responsibilities, contract type, and working hours.
Cultural Documents is committed to a programme of action to ensure that equality, diversity, and inclusion initiatives are implemented and monitored at every level through the implementation of transparent policies, practices and procedures and the provision of effective support. We also seek to ensure that our public engagement work and services benefit diverse audiences and communities.
All staff and collaborators are expected to abide by the principles set out in this policy and to support Cultural Documents in its delivery.
Practising equality of opportunity can sometimes mean treating people differently to treat them fairly, e.g., being flexible to meet the needs of working parents.
Diversity recognises, values, and celebrates the differences between people or communities.
These can be visible and non-visible differences.
Our differences may mean we have different cultures, needs, wants, and ways of doing things.
Inclusion means actively considering the diversity of individuals and groups to understand their needs and changing the way we do things where necessary in order to ensure that each member of the Cultural Documents community is included and feels valued.
We especially welcome the recent guide ‘Photographing New Scots: a best practice’ published by Scottish Refugee Council.
Please read about it at this link and
Download the guide sheet at this link.
We aim to comply with Cultural Documents’s equality duties under the Equality Act 2010.
STAFF
Cultural Documents is committed to a policy and practice which require that entry into employment and progression within employment at Cultural Documents will be determined only by personal merit and by the application of criteria which are related to the duties and conditions of each particular post and the needs of the organisation. Subject to statutory provisions, no member of staff or applicant for appointment as a member of staff will be treated less favourably than another because of any protected characteristic.
If any person appointed as a member of staff considers that they are suffering from unlawful discrimination, harassment, or victimisation in their appointment or progression because of any protected characteristic, they may raise this through the organisations complaints or grievance procedure, or the procedures for dealing with harassment, as appropriate.
Cultural Documents recognises that discrimination may be direct, indirect, or arising from disability. Cultural Documents will not discriminate against a staff member on the grounds of any protected characteristic by excluding them or subjecting them to any other detriment.
Cultural Documents will:
● treat all members of the Cultural Documents community with respect and dignity and seek to provide a positive working environment free from discrimination.
● endeavour to meet the needs of all staff and stakeholders and ensure that there is no unlawful discrimination on the grounds of any protected characteristic.
● monitor the recruitment of staff from different backgrounds.
● challenge all inappropriate discriminatory behaviour by any member of the Cultural Documents community.
● ensure regular reviews, monitoring and evaluation for the effectiveness of inclusive
policies and practices.
● promote an inclusive culture, good management practice, through the development of codes of conduct, policies, and training.
Whether or not intentional, harassment and bullying in all its forms is unacceptable and will be dealt with in accordance with Cultural Documents’s disciplinary procedures.
MONITORING AND REVIEW
The staff team regularly monitor and review the effectiveness of this policy and reports to the Advisory Panel on the policy’s effectiveness in practice.
l irrespective of gender, race, ethnic origin, ability/disability, age, nationality, national origin, sexuality, religion/beliefs, marital status and social class; we actively and openly oppose all forms of unlawful and unfair discrimination.