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Introduction

Our organisation values the different perspectives, skills, and experiences that people from all backgrounds bring to the workplace. We are committed to creating a culture that embraces diversity, ensures equal opportunities, and actively works to prevent discrimination.

Everyone who works for or represents the organisation has an important part to play in helping us build an inclusive environment—one where diversity is welcomed, and all staff can work without fear of unfair treatment.

This policy sets out our commitment to a fair and inclusive workplace. It outlines how we aim to ensure that recruitment, staff development, and everyday working practices are based on clear, objective criteria. We take a zero-tolerance approach to any form of unlawful discrimination.

The policy also explains the steps we will take to support these goals and how we will address situations that go against them.

A key part of our commitment is ensuring that both direct and indirect discrimination have no place in our organisation.

Policy status 

The organisation is dedicated to designing and implementing policies that reflect the diverse needs of our workforce and service users. In doing so, we ensure no one is unfairly disadvantaged, in line with the Equality Act 2010. We have assessed the impact of this policy on individuals with protected characteristics to ensure fairness and inclusivity.

This document and any procedures contained within it are non-contractual and may be modified or withdrawn at any time. For the avoidance of doubt, it does not form part of a contract of employment.

Training and support

We are committed to ensuring all staff understand their responsibilities under this policy. Guidance and resources will be made available to support this understanding. Managers and supervisors will receive additional training to help them address and manage issues relating to diversity and equal opportunities more effectively.

Scope

Who this policy applies to

This policy applies to all individuals working for or on behalf of the organisation. This includes employees, partners, agency staff, locums, contractors, and others performing duties connected to the organisation.

The organisation recognises that the diversity of the communities and individuals we serve should be reflected in our workforce. Treating others fairly, with dignity and respect, is expected at all levels of the organisation.

We are committed to ensuring that our working practices – such as recruitment, training, promotions, pay, benefits, terms and conditions, redundancies, dismissals, and grievance or disciplinary procedures – are fair, inclusive, and free from unlawful discrimination or bias.

Why this policy is important

Everyone has a responsibility to support the organisation’s commitment to equality and to help prevent discrimination in the workplace and in the services we provide.

Unlawful discrimination can lead to personal liability, and in some cases, serious harassment may be considered a criminal offence.

Acts of discrimination, bullying, harassment, or victimisation toward colleagues, patients, or others connected to the organisation are not acceptable. Such behaviour will be treated as a disciplinary matter and, where appropriate, may result in dismissal without notice.

Guidance

The law

This policy is based on the Equality Act 2010, which makes it unlawful to discriminate against individuals in recruitment, employment, or service delivery.

It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender reassignment, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief (which includes ethical veganism as a philosophical belief) or because someone is married or in a civil partnership. These are known as “protected characteristics”.

It can also be unlawful to discriminate based on employment status (e.g. being a fixed-term or part-time worker), trade union membership, non-membership, or activities, political beliefs and criminal convictions (in certain circumstances)

Discrimination may still be unlawful even after someone’s employment has ended. For example, refusing to provide a reference because of a protected characteristic is not permitted.

It is unlawful to harass someone or treat them unfairly because they have raised a complaint about discrimination or supported someone else’s complaint.

Employers and service providers must make reasonable adjustments to remove or reduce barriers that people with disabilities may face in employment or when accessing services.

Dealing with discrimination

Discrimination, whether direct or indirect and intentional or unintentional, undermines the organisation’s commitment to an inclusive and respectful workplace. To prevent this, the organisation promotes diversity and provides education to ensure a fair and unbiased environment.

Procedures and processes are regularly reviewed to ensure fairness and transparency. Any identified discrimination will be addressed promptly and appropriately.

In line with the organisation’s bullying, harassment, and victimisation policy, discriminatory behaviour will not be tolerated. All complaints or concerns will be taken seriously and investigated thoroughly.

Confirmed acts of discrimination by employees may result in disciplinary action, including dismissal for serious cases. Contractors found guilty of such behaviour will have their contracts terminated.

Employees experiencing discrimination or related issues should report them to their line manager or a senior manager, who will provide support and determine the best course of action, which may include a formal grievance.

The organisation will act swiftly to investigate and resolve any indication of discrimination, following its equality and conduct policies.

Equality in recruitment and selection

The recruitment and selection process is crucially important to the organisation’s equality and diversity policy. The organisation will endeavour through appropriate training to ensure that employees making selection and recruitment decisions do not discriminate, whether consciously or unconsciously, in making these decisions.

  • Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy
  • Job descriptions, where used, will be revised to ensure that they are in line with the organisation’s equal opportunities policy. Job requirements will be reflected accurately in any person specifications
  • The organisation will adopt a consistent, non-discriminatory approach to the advertising of vacancies
  • The organisation will not confine its recruitment to areas or media sources which provide only, or mainly, applicants of a particular group
  • All applicants who apply for jobs with the organisation will receive fair treatment and will be considered solely on their ability to do the job
  • All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate
  • Short listing and interviewing will be carried out by more than one person where possible
  • Interview questions will be related to the requirements of the job and will not be of a discriminatory nature
  • Applicants will not be asked about protected characteristics or whether they are married, single or in a civil partnership, or if they have, or plan to have, children
  • Applicants will not ordinarily be asked about health or disability unless; there are necessary requirements of the job that cannot be met with reasonable adjustments, or the organisation is finding out if an applicant needs help to take part in a selection test, or interview
  • The organisation will not disqualify any applicant because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job
  • Selection decisions will not be influenced by any perceived prejudices of other staff

Monitoring

The organisation is committed to complying with the General Data Protection Regulation (GDPR) and related laws, ensuring the responsible handling of personal data, especially sensitive equality data classified under GDPR. In line with Article 9 of the GDPR, any equality-related data collected will be processed lawfully, fairly, and transparently, used only for specific, legitimate purposes, stored securely, and handled solely for monitoring and reporting related to this policy. Individuals have the right to access their personal data upon written request.

The GDPR is designed to protect individuals’ privacy and confidentiality, and the organisation will ensure full compliance with these principles.

Any documents containing personal or sensitive information will be processed strictly in line with GDPR and data protection legislation. Individuals have the right to request access to any personal data held about them by submitting a written request.

To ensure the effective implementation of this policy, the organisation will maintain and review employment-related records. Monitoring may include:

  • Collecting and categorising data on certain protected characteristics (e.g. race, ethnic or national origin, sex, etc.) of job applicants and current employees
  • Examining patterns in recruitment outcomes and workforce composition to assess fairness and diversity
  • Recording decisions made during recruitment, training, and promotion processes, along with the rationale for those decisions

The purpose of this monitoring is to ensure that employment practices remain fair, transparent, and consistent with the organisation’s commitment to equality. Monitoring results will be reviewed regularly to evaluate the policy’s effectiveness, and where needed, the organisation will update the policy or its practices to enhance equal opportunities for all applicants and employees.

Educating and promoting equality and diversity

The organisation is committed to fostering a workplace culture that values equality, diversity, and inclusion. To support this, all staff will receive the knowledge and tools necessary to uphold these principles in their work and conduct. Employees are required to complete equality and diversity training at least once every three years, helping them understand their responsibilities and the impact of their behaviour on others. Everyone’s conduct influences the workplace culture, and promoting a positive, respectful attitude toward diversity strengthens both the organisation and the wider community. Equality and diversity considerations will be integral to the development, implementation, monitoring, and review of all policies and procedures to ensure they remain free from discrimination and promote fair treatment for all.

Promotion of diversity and equality will be a key consideration as policies, procedures, protocols and processes are developed, implemented, monitored and reviewed. This will ensure that they are free from any unfair discriminatory bias, particularly in the approach to employment (including such areas as recruitment and selection, promotion, pay, benefits and terms of employment, performance review and training and development, redundancy and dismissal, and disciplinary and grievance matters).

It is essential that decisions about all aspects of employment are based on objective criteria and that reasonable adjustments are made to the way the organisation works that encourage, accommodate and facilitate diversity within the organisation.

Definition of Terms (where appropriate)

Protected Characteristics

These are the 9 characteristics protected under the Equality Act 2010:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

People must not be treated unfairly because of any of these characteristics.

Direct Discrimination

This is when someone is treated worse than another person because of a protected characteristic.

Indirect Discrimination

This is when a rule or way of doing things is applied to everyone, but it puts someone with a protected characteristic at a disadvantage. It may only be allowed if there is a clear and fair reason for it.

Harassment

Harassment is any unwanted behaviour linked to a protected characteristic that makes someone feel offended, humiliated, or intimidated, or that undermines their dignity.

Victimisation

Victimisation happens when someone is treated unfairly because they have made a complaint about discrimination or harassment, or supported someone else who has.

Inclusivity

Preferred pronouns: As an inclusive business, we support employees who wish to include their preferred pronouns (he/him, she/her and they/them) on their email signature. We also invite you to share your preferred pronouns with us so we can communicate with you appropriately. For more information about preferred pronouns, visit the GLAAD website.

LGBTQ+ Policy

Binfield Road Surgery is committed to providing equitable access to healthcare for patients from the LGBTQ+ community.

  • Our Equality and Diversity policy is updated annually, and our staff have mandatory training at least once every 3 years.
  • We aim to provide a confidential service and respect the rights of all patients and help them access the care they need.
  • We do not discriminate on gender, gender identity, marital status, pregnancy and maternity, sexual orientation, race, colour, nationality, religion or belief, age or disability.
  • The practice is bound by strict confidentiality and the General Data Protection Regulations 2018 (GDPR). This means we will only share your information if consent is provided or if necessary for your healthcare, e.g. referrals to other clinical services. Where requested, information will be shared with lawyers, for insurance forms, etc.
  • We adhere to the Gender Recognition Act 2004 and will not disclose an individual’s transgender history to a third party unless it is medically relevant and they have given consent to do so.

Screening information

Should trans men have cervical screening tests? 

  • Trans men and non-binary people who have had a total hysterectomy to remove their cervix do not need cervical screening.
  • Trans men and non-binary people who still have a cervix should have cervical screening to help prevent cervical cancer.

When trans men and non-binary people with a cervix will be invited for cervical screening:

  • If you’re a trans man, or non-binary and assigned female at birth, and you’re registered with your GP as female, you’ll receive invitations for cervical screening:
    • every 3 years at ages 25 to 49
    • every 5 years at ages 50 to 64

If you’re a trans man registered with a GP as male, you will not receive automatic invitations. You can and should still have cervical screening. You’ll need to ask your GP practice for an appointment.

If you’re a trans woman or non-binary person assigned male at birth, you do not need cervical screening as you do not have a cervix.

Lesbian and bisexual women may have higher rates of HPV (the virus which can cause cervical cancer) than straight women. It is important, therefore, that lesbian and bisexual women attend cervical screening when they are invited.

Cervical screening for transgender men

This video explains what to expect when undergoing cervical screening if you are a transgender man. That means if you’re a trans man who has not had his cervix removed, then you should have one too.

How to stop being invited for cervical screening

Contact your GP to ask to be taken off their cervical screening list if:

  • you no longer have a cervix, but still receive invitations to screening
  • you still have a cervix, but you do not want to be invited for screening

Further information

Click here for further information regarding screenings for trans and non-binary people.

Click here for a leaflet by Public Health England regarding trans patients and NHS screening programmes.

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