Equal Opportunities Policy

This policy sets out Black Mountaineering’s approach to promoting Equality of Opportunity with the primary aim of providing equality for all and preventing any form of discrimination.

Policy Statement

Black Mountaineering is committed to creating and maintaining an inclusive environment that maximises the potential of all staff, volunteers, partners, and clients. We aim to provide equal opportunities in all aspects of employment, training, participation, and organisational activity while avoiding both immoral and unlawful discrimination.

Black Mountaineering will not tolerate discrimination, harassment, bullying, or victimisation of employees, volunteers, contractors, clients, or any third parties working on behalf of the organisation.

Who Does the Policy Apply To?

This policy applies to:

  • All Black Mountaineering staff
  • Volunteers and assistants
  • Contractors and consultants
  • Partner organisations and collaborators
  • Clients and participants in programmes, trips, and events
  • Group leaders, representatives, and volunteers assisting with activities

All individuals associated with Black Mountaineering are expected to support and follow the principles outlined in this policy.

Principles

The key principles of this Equal Opportunities Policy are to:

  • Provide equality for all
  • Promote an inclusive and welcoming culture
  • Respect and value the diversity and differences of everyone
  • Prevent discrimination, harassment, and victimisation
  • Promote positive relationships within the organisation and with external partners

This means being aware of the impact of our behaviour and considering the effect of employment practices, programmes, and activities on people from protected groups.

The Law

This policy is guided by the Equality Act 2010, which makes it unlawful to discriminate directly or indirectly against individuals or groups because of a protected characteristic.

Protected characteristics include:

  • Age
  • Disability
  • Gender (or sex)
  • Gender reassignment
  • Race, nationality, or ethnic origin
  • Religion or belief
  • Sexual orientation
  • Pregnancy and maternity
  • Marriage and civil partnership

The Equality Act 2010 also outlines a duty to:

  • Eliminate discrimination, harassment, and victimisation
  • Advance equality of opportunity between different groups
  • Foster good relations between people from different groups

Black Mountaineering applies these principles across all of its activities and expects all staff, volunteers, and partners to uphold them.

Types of Unlawful Discrimination

The Equality Act 2010 defines several types of discrimination that are unlawful.

Direct Discrimination

Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic. Direct discrimination is not justifiable.

Examples include:

  • Refusing to recruit someone because they are pregnant.
  • Excluding someone from training because of their race or disability.

Occupational Requirement

In limited circumstances, an organisation may treat someone differently where there is a legitimate occupational requirement related to a protected characteristic.

The requirement must:

  • Be essential to the role
  • Be a proportionate means of achieving a legitimate aim

Each case must be assessed individually.

Indirect Discrimination

Indirect discrimination occurs when a rule, policy, or practice applies to everyone but particularly disadvantages people with a protected characteristic and cannot be justified.

Example:

Holding team meetings only on a day when a part-time employee never works.

Associative Discrimination

This occurs when someone is discriminated against because they are associated with a person who has a protected characteristic.

Example:

Refusing promotion to an employee because they care for a disabled parent.

Perceptive Discrimination

This occurs when someone is discriminated against because others believe or assume they have a protected characteristic, even if they do not.

Example:

Harassing a colleague because others wrongly believe they have a particular illness.

Discrimination Arising from Disability

This occurs when someone is treated unfavourably because of something connected with their disability.

Example:

Disciplining an employee for repeated spelling mistakes that are caused by dyslexia.

This is unlawful if the employer knew or could reasonably be expected to know about the disability.

Harassment

Harassment is unwanted behaviour related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

A person can complain about behaviour they find offensive even if:

  • It was not directed at them
  • They do not share the protected characteristic involved

Victimisation

Victimisation occurs when someone is treated badly because they have:

  • Made a complaint under equality legislation
  • Supported someone else’s complaint
  • Raised a grievance about discrimination

Example:

Denying training opportunities to someone because they previously raised a discrimination concern.

Employees are not protected if they knowingly make false or malicious complaints.

Reasonable Adjustments

The Equality Act 2010 requires organisations to make reasonable adjustments to remove barriers for people with disabilities.

This may include:

  • Adapting physical environments
  • Adjusting working practices
  • Providing information in accessible formats
  • Making changes to equipment or procedures

Black Mountaineering will take reasonable steps to ensure that people with disabilities are able to participate fully in employment and activities.

Selection and Acceptance of Participants

Black Mountaineering applies the principles of Equal Opportunity to the selection and acceptance of programme participants, expedition members, and event attendees.

No participant will be discriminated against solely on the basis of any protected characteristic.

Where personal characteristics may affect safety or suitability for a particular activity (such as physical demands of mountaineering), open dialogue will take place with the participant to discuss the situation.

In certain cases, Black Mountaineering may seek advice from relevant experts (for example medical professionals) to support decision-making.

If participation is considered unsafe or unsuitable after careful assessment, Black Mountaineering reserves the right to refuse participation. Any such decision will only be made following discussion with the participant and a full explanation will be provided.

Raising Concerns

Black Mountaineering recognises that individuals may sometimes feel reluctant to raise concerns about equality issues for reasons such as:

  • Fear the issue will be seen as trivial
  • Fear of retaliation or embarrassment
  • Concern the complaint will not be taken seriously
  • Concern it could affect their employment or participation

However, Black Mountaineering is committed to ensuring that all complaints:

  • Receive prompt attention
  • Are treated seriously
  • Are investigated fairly
  • Are handled confidentially and sensitively where possible

Concerns regarding equality or discrimination should be raised with senior staff or organisational leadership as soon as possible so that they can be addressed appropriately.

Equality and inclusion are core values of Black Mountaineering, and all concerns will be treated with the importance they deserve.