Equality, Diversity and Inclusion Policy

This policy reflects the integral role of equality, equity, diversity and inclusion to EMDR UK. It sets out how we will treat all members, volunteers, employees, contractors, people in crisis/affected by trauma, and all other stakeholders with dignity, fairness and respect. This is regardless of their protected characteristics.

What EDI means to the EMDR ASSOCIATION UK:

• ‘Equality’ means that everybody has the same opportunities and is treated with the same respect, rights and provided with the same opportunities in the organisation. We challenge discriminatory practice and expose prejudicial perspectives and thus tackle the obstacles that present/emerge.
• ‘Equity’ refers to everyone being treated fairly and making reasonable adjustments allowing fair and impartial practice.
• ‘Diversity’ refers to valuing and involving individuals for the different perspectives they have to offer and celebrating difference.
• ‘Inclusion’ ensures an equitable approach where everybody has a voice that is heard and a means to participate, which may involve widening access and making reasonable adjustments to our usual processes, in addition to taking into consideration any mitigating circumstances.

Equality, equity, diversity and inclusion are all important to EMDR UK. This is something we aim to reflect throughout this policy and in our practice as a national association.

Legal duties

The Equality Act 2010

The Equality Act 2010 (‘the Act’) is legislation that applies in England, Wales and Scotland. It protects people from discrimination, harassment or victimisation. It does this by specifying a number of ‘protected characteristics’. It is against the law to discriminate against anyone because of:

• “Race” *, ethnicity and culture
• Disability
• Gender diversity
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Age
• Religion, faith or belief
• Sex
• Sexuality
• Neurodiversity

This duty sets out that we must have due regard to the need to:

• eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it

The aim is for our workforce and membership to be truly representative of all sections of society, and our trustees, employees, contractors, external consultants, third-party representatives, business partners, and members feel respected and able to give their best.

We are committed to creating an inclusive EMDR UK Association, where we all benefit from a variety of perspectives and better reflect the communities we serve, to make decisions to better support people affected by trauma.

• We have a humanitarian, ethical and legal responsibility to champion equality, diversity and inclusion. Through embracing equality and diversity that we can truly embody our association values, and create a collective, nurturing and compassionate environment which enables the association to grow and progress.
• We expect everyone related to the Association to be accountable for equality, diversity and inclusion. It is only by working together we can ensure that everyone can perform at our best and that we can better support our members and people affected by crisis/trauma.
• We must work to identify situations where people with a protected characteristic might suffer disadvantage, compared to people without. We have a responsibility to prevent such disadvantage (or, if this is not possible, to minimise it).
• We must consider the unique needs of people who have protected characteristics and take steps to meet these needs. Where people with protected characteristics might be less able to participate, we must enable, encourage and celebrate their contribution.
• We must tackle prejudice wherever we encounter it. This includes using communication and collaboration to dismantle barriers. We should aim to equip people with protected characteristics and those without to build a better future together, based on shared values and understanding.

Responsibilities

The Board of Trustees are responsible for championing equality, diversity and inclusion and ensuring that the policy is consistent with the fundamental values of the Association and that resources, support and leadership is provided to ensure this policy can be meaningfully implemented

The Governance committee is responsible for ensuring that this policy is fit for purpose and up to date.

• The EDI committee are responsible for supporting the communication and implementation of this policy.
• Chairs of regional groups, members, focus groups, SIGs, committees and the board of trustees are responsible for implementing the policy and role modelling inclusive behaviour and providing support to their staff and volunteers.
• All people are responsible for championing equality, diversity and inclusion, understanding how the policy relates to their role, and reporting cases of discrimination, harassment, and unfair treatment.

Monitoring and compliance

All diversity-related data will be captured and actively monitored, to ensure our policy and strategies are working effectively.

• Diversity-related actions and targets within our strategy will be monitored and reported on for continual improvement and development.
• Feedback and consultations will take place annually with chairs of regional groups, SIGs, committees and the board of trustees.
• We will undertake regular surveys of the membership in relation to diversity and intersectionality.
• Any breach of this policy will be promptly investigated and may be a matter for disciplinary action.
• We will review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

All will over time have access to training through mandatory and recommended routes to assist them to translate the requirements of this policy into practice.

Training and support

• This will include equality, diversity and inclusion webinars (and other mediums e.g. podcasts, ETQ articles) made available on our members only website.
• Additional support and bespoke training is available from the EDI Committee and external providers

EDI and Research

Working with the EDI committee, the Scientific and Research Committee has adopted a statement of intent for the research that we, as an Association, commission, support and disseminate. This has been developed because we recognise our ethical obligations as researchers, commissioners and funders of research and because we commit to fostering a research environment that is truly inclusive, representative, and considerate of the unique healthcare needs and experiences of under-served groups. The statement of intent can be downloaded here (PDF).

Review

This policy will be reviewed every three years or more regularly if we identify any noncompliance or problem or in the light of emerging legislation or best practice that could impact on this policy. A report of the findings of the review, based on the data and other information collected and evaluated, will be presented to the Board of trustees and appropriate action taken.

This policy will be reviewed every three years or more regularly if we identify any noncompliance or problem or in the light of emerging legislation or best practice that could impact on this policy. A report of the findings of the review, based on the data and other information collected and evaluated, will be presented to the Board of trustees and appropriate action taken.

*Race is a socially constructed term used to characterise people. We recognise the genesis and the connotations of the term, in addition to the intergenerational trauma present today. We acknowledge the impact of the term “race” on identity but recognise it as a “protected characteristic”.

Next Review date: March 2025