Lapidus EDI Policy

Equity, Diversity, and Inclusion Policy

Purpose and Scope

Lapidus International is committed to promoting equity, diversity, and inclusion (EDI) across all organisational activities. In alignment with the Equality Act 2010, we advocate for equal opportunities and fair treatment for all individuals, ensuring compliance with legal obligations and best practices. This policy outlines our responsibilities to staff, the Board of Directors, and the wider writing community, promoting inclusivity, accessibility, and ethical practices.

Understanding and Preventing Discrimination: Key Types and Examples

Lapidus International is committed to creating a safe and inclusive space, advocating for equal opportunities and fair treatment for all in accordance with the Equality Act 2010. Discrimination, harassment, and victimisation based on protected characteristics or socioeconomic status are strictly prohibited. This policy outlines the types of discrimination, examples of inappropriate behaviour, and reaffirms that this topic will be addressed in Lapidus’ Equality, Diversity, and Inclusion (EDI) training.

Types of Discrimination

1. Direct discrimination
   • Definition: Treating someone less favourably because of a protected characteristic.
   • Example: Excluding a member from a workshop because of their age or assuming someone is less capable due to a disability.
2. Indirect discrimination
   • Definition: Policies, practices, or rules that appear neutral but disadvantage a group of people sharing a protected characteristic.
   • Example: Scheduling meetings during religious observances that exclude members from certain faiths, or requiring physical attendance at all events, disadvantaging those with mobility impairments.
3. Harassment
   • Definition: Unwanted conduct related to a protected characteristic that violates an individual’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
   • Example: Making jokes about someone’s gender reassignment or their nationality, or repeatedly misgendering someone.
4. Victimisation
   • Definition: Treating someone unfairly because they have made or supported a complaint about discrimination or harassment.
   • Example: Ignoring or excluding a member who raised concerns about unequal treatment during group discussions.
5. Disability discrimination
   • Definition: Treating someone unfairly because of a visible or non-visible disability or failing to make reasonable adjustments to accommodate their needs.
   • Example: Not providing materials in accessible formats for visually impaired members or refusing to accommodate flexible deadlines for someone with a chronic condition.

Protected Characteristics

Lapidus International ensures no discrimination, harassment, or victimisation based on:

• Age
• Disability (visible and non-visible)
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race, ethnicity, and nationality
• Religion or belief (including lack of belief)
• Sex
• Sexual orientation

Socioeconomic Status

Recognising that socioeconomic status can affect access to opportunities, Lapidus strives for equity and inclusivity for individuals from all backgrounds.

This policy serves as a reminder of the importance of treating everyone with respect and fairness. The topics discussed here will be elaborated upon during Lapidus International’s EDI training.

Policies for Specific Groups

1. Staff

Applicability: This section applies to employees, contractors, agency workers, interns, and volunteers engaged by Lapidus International.

Key Commitments:

• Ensuring equal treatment in recruitment, workplace practices, and professional development opportunities.
• Unlawful discrimination or harassment against other people is prohibited. This applies in the workplace, outside the workplace (when dealing with members, suppliers or other work-related contacts) and on work-related trips or events.
• Promoting inclusivity within all work environments, enabling diverse and meaningful contributions.
• Providing reasonable adjustments for individuals with disabilities or other needs, as required by the Equality Act 2010.

Reporting Concerns and Complaints:

If you believe you have experienced harassment, bullying, or discrimination, or have witnessed it happening to someone else during any Lapidus events, activities, or functions, you can raise the matter as follows:

• Internal Reporting: Concerns should first be raised with the Chairs of the Board of Directors.
• Formal Complaints: Serious concerns can be escalated through written submissions to the Ethics Committee using secure online forms, email, or postal services.
• Anonymous Reporting: While named submissions are preferred to facilitate investigations, anonymous complaints will be reviewed wherever practical. We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity equity and inclusion principles are adhered to. However, making a false allegation in bad faith, or that you know to be untrue, will be treated as misconduct.

Procedure for Addressing Complaints:

1. Acknowledgement: Complaints will be investigated and dealt with in a timely and confidential manner.
2. Investigation: The Ethics Committee will conduct a thorough review, involving evidence collection and interviews with relevant parties. Details of the investigation and complaint and the person accused must only be disclosed on a “need-to-know basis”. Once the investigation is complete we will inform you of our decision.
3. Resolution: Resolutions may include mediation, training, policy updates, or disciplinary action.
4. Feedback: The complainant will be informed of the outcome while maintaining confidentiality. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

2. Board of Directors

Applicability: This section applies to individuals serving in governance roles on the Board of Directors.

Key Commitments:

• Embedding EDI principles into organisational policies and decision-making processes.
• Upholding equity in governance practices and avoiding bias in leadership decisions.
• Acting as role models, demonstrating ethical, inclusive, and fair behaviour.

Complaint Handling:

• Concerns regarding Board conduct must be submitted in writing to the Ethics Committee or Chairperson of the Board.
• Investigations will follow the formal process outlined for staff complaints.

3. Writing Community (Members and Practitioners)

Applicability: This section includes all members, practitioners, and volunteers contributing to Lapidus International’s creative and organisational activities.

Key Commitments:

• Promoting respect, diversity, and integrity in all creative and collaborative interactions.
• Ensuring equitable access and fair participation in events, projects, and workshops.
• Providing reasonable accommodations to enable inclusive participation.

Reporting Concerns and Complaints:

• Ethical Concerns: Ethical breaches or behavioural issues can be reported through online forms, email submissions, or direct discussions with the Ethics Committee.
• Formal Complaints: Must detail incidents clearly and provide supporting evidence where possible. Anonymous submissions will be addressed where practical.

Procedure for Addressing Complaints:

1. Acknowledgement: Complaints are investigated and dealt with in a timely and confidential manner.
2. Investigation: A dedicated team reviews evidence, interviews relevant parties, and consults applicable policies. Details of the investigation and complaint and the person accused must only be disclosed on a “need to know basis”. Once the investigation is complete we will inform you of our decision.
3. Resolution: Outcomes may include warnings, policy amendments, or suspension of membership or privileges.
4. Feedback: Complainants will be updated on resolutions while confidentiality is upheld.

Practices That Promote Inclusivity

Accessibility and Involvement

Lapidus International is committed to identifying and addressing barriers that prevent participation. We:

• Ensure compliance with accessibility standards under the Equality Act 2010.
• Make reasonable adjustments to meet diverse needs, including physical, sensory, and cognitive requirements.

Encouragement of Diversity

We aim to enhance representation and inclusion by:

• Amplifying the voices of marginalised and underrepresented groups.
• Honouring the unique contributions and perspectives of individuals from diverse backgrounds.

Training and Development

Lapidus International provides ongoing training and development to:

• Enhance understanding of EDI principles among staff, members, and Directors, in particular on recognising and avoiding discrimination, harassment and victimisations and promoting equality of opportunity and diversity throughout the organisation.
• To ensure that everyone is aware of understands the contents of this policy.
• Encourage reflection and promote best practices to foster a culture of inclusion.

Adherence to Legal Requirements

Our organisation fully complies with the Equality Act 2010 and other relevant legislation. Policies and practices are regularly reviewed to ensure alignment with legal requirements and evolving best practices.

Responsibility and Surveillance

We take accountability for ensuring that EDI principles are implemented effectively. Mechanisms are in place to:

• Monitor progress towards achieving EDI objectives.
• Address identified gaps or areas for improvement promptly.

Complaints Process

Staff Complaints

• Concerns should be reported internally through the Chairs of the Board.
• For unresolved or serious issues, formal complaints may be submitted to the Ethics Committee.
• Investigations will involve evidence collection, interviews, and timely resolutions.
• Possible outcomes include mediation, additional training, or disciplinary actions.

Writing Community Complaints

• Members and practitioners can report concerns through designated channels, including online forms or direct communication with the Ethics Committee.
• Ethical or formal complaints will be investigated promptly, with outcomes such as warnings, suspension, or amendments to policies or activities.

Mentorship and Networking

Lapidus International supports mentorship and networking initiatives to:

• Empower underrepresented voices.
• Facilitate skill-building and personal development.
• Strengthen community connections and promote inclusivity.

Monitoring and Review

This policy will be reviewed annually to ensure its relevance and effectiveness. Stakeholder feedback and incident analysis will guide updates.

Conclusion

Lapidus International remains steadfast in its commitment to promoting equality, diversity, and inclusion for all individuals. By upholding this policy, the organisation ensures a supportive and respectful environment that values the contributions of every participant, in full compliance with the Equality Act 2010.

You can download this EDI Policy here.