Through the provision of services, support and/or facilities the Institution of Engineering Designers is committed to encouraging inclusion, equality and diversity among our workforce, volunteer network, the membership, and the wider engineering and product design community. We are also committed to eliminating unlawful discrimination.
The aim is for the IED to be truly representative of all sections of society and for each individual to feel respected and able to contribute to the best of their abilities.
Our policy’s purpose
This policy’s purpose is to:
1. Provide a framework for equality, fairness and respect for all in our employment, volunteer network and membership
2. Provide guidance on unlawful discrimination against the Equality Act 2010 protected characteristics of:
- gender reassignment
- marriage or civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sexual orientation
3. Support the opposition to and avoidance of all forms of unlawful discrimination. This includes in:
- pay and benefits
- terms and conditions of employment
- dealing with grievances and discipline
- leave for parents
- requests for flexible working
- selection for employment, promotion, training or other developmental opportunities
- access to membership and registration services
- access to educational and training resources
- access to volunteering opportunities
The Institution commits to:
1. Encourage inclusion, equality and diversity in the workplace, volunteer network and wider membership as they are good practice to promote professional responsibilities, good practice and business advantage.
2. Create an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all are recognised and valued.
This commitment includes training managers and active volunteers and ensuring all other employees and members are aware of their rights and responsibilities under the inclusion, equality and diversity policy. Responsibilities include staff and volunteers conducting themselves to help the organisation provide equal opportunities in employment, volunteering and membership services, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff and volunteers should understand they, as well as the Institution, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their roles, against fellow employees, volunteers, members, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, members, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal or removal of membership as appropriate, without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. Where possible, make opportunities for training, development and progress available to all staff, volunteers and members who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation and the individual.
5. Make decisions concerning staff, volunteers and members based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. Review employment, membership and registration practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
7. Monitor the make-up of the workforce, volunteer network and wider membership regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability, enabling the encouragement of inclusion, equality and diversity, and in meeting the aims, purpose and commitments set out in the inclusion, equality and diversity policy.
Monitoring will also include assessing how the inclusion, equality and diversity policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
Agreement to follow this policy
The inclusion, equality and diversity policy is fully supported by the Trustees and senior management.
Our disciplinary and grievance procedures
Details of the organisation’s grievance and disciplinary policies and procedures can be found at within the Staff Handbook and the Institution’s Code of Conduct, as appropriate. This includes with whom an employee should raise a grievance – usually their line manager and how a volunteer or member can raise a grievance – usually with the Chair of Council or the Chief Executive Officer.
Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.