Aims

• Equilibrium Chiropractic and Holistic Health recognises that in our society power is not held equally and that groups and individuals have been and continue to be discriminated against on many grounds including, for example, race, sex, age, disability, sexual orientation, class, religion, marital status and where they live.

• Equilibrium Chiropractic and Holistic Health also recognises that where direct or indirect discrimination occurs within the Equilibrium Chiropractic and Holistic Health, it is both morally and legally unacceptable.

• The purpose of the Equality and Diversity Policy is to set out clearly and fully the positive action Equilibrium Chiropractic and Holistic Health intends to take to combat direct and indirect discrimination in the organisation, in the services it provides and in its relationships with other bodies.

• In adopting this Equality and Diversity Policy, Equilibrium Chiropractic and Holistic Health is also making an unequivocal commitment to implementing it, so as to ensure that equal opportunity becomes a reality.

 

Code of Practice

• Equilibrium Chiropractic and Holistic Health provides holistic healthcare services to the community

• We aim to use local training opportunities to help our committee and members better understand how discrimination occurs and how to prevent it.

• All employees of Equilibrium Chiropractic and Holistic Health will have the Equality and Diversity Policy explained to them and will undertake to comply with and implement this policy.

• Employees or patients who have experienced discrimination can make complaints to the
  Director – Anna Hindley

 

Code of Conduct

• People will be treated with dignity and respect regardless of race, nationality, gender, sexual orientation, gender reassignment, disability and/or age.

• At all times people’s feelings will be valued and respected. Language or humour that people find offensive will not be used, e.g. sexist or racist jokes or terminology which is derogatory to someone with a disability.

• No one will be harassed, abused or intimidated on the ground of his or her race, nationality, gender, sexual orientation, gender reassignment, disability or age. Incidents of harassment will be taken seriously.

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Dealing with Complaints

• The Director will take complaints of discrimination and harassment very seriously.

• They will investigate them thoroughly, and provide opportunities for the person making the complaint to speak in a safe environment about their experience.

• If the complaint is against a particular individual, the Director will hear their point of view.

• The Director will decide the action to take based on the principle of ensuring the continued inclusion and safety of any member who has experienced discrimination or harassment.

 

Review

This policy will be reviewed every 2 years

Dated April 21st 2023