Equality and Diversity Policy

We promote a working environment in which diversity is recognised, valued and encouraged. We acknowledge the multicultural and diverse nature of the UK workforce and society in general. We are committed to principles of fairness and mutual respect where everyone accepts the concept of individual responsibility. These principles are embedded into Acitve X Backs’ Equal Opportunities and Diversity Policy.

We recognise that discrimination in the workplace/provision of training in any form is unacceptable and in most cases unlawful. We view any breach seriously. We will investigate and potentially take appropriate action.

Definitions and Protected Characteristics

Diversity. The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.

Protected Characteristics. No learner, or anyone our organisation deals with, receives less favourable treatment because of their protected characteristics. The protected characteristics are:

    • Age
    • Disability
    • Gender Reassignment
    • Marriage and Civil Partnership
    • Pregnancy and Maternity
    • Race (including colour, nationality, ethnic or national origin
    • Religion or Belief
    • Sex
    • Sexual Orientation

 

Active X Backs’ Stance

In adhering to this stance, Active X Backs ensures equality of treatment for all by aiming to:

  • raise awareness of equality and diversity
  • ensure that you are never discriminated against or receive less favourable treatment because of a protective characteristic
  • acknowledge any issues that could be defined as discrimination, victimisation or harassment with an appropriately sensitive and prompt investigation
  • comply with CIMSPA in making suitable reasonable adjustments

    Your Responsibilities

    Each and every one of us is a stakeholder in the success of this policy. We expect you to make a positive contribution towards maintaining an environment of equal opportunity throughout the organisation. Please make sure you observe this policy at all times. In particular, you have individual responsibility to adopt the following:

  • Do not take unlawful discriminatory actions or decisions contrary to the spirit of this policy
  • Do not discriminate against, harass, abuse or intimidate anyone on account of their protected characteristics
  • Do not place pressure on any other learners to act in a discriminatory manner
  • Resist pressure to discriminate placed on you by others and report such approaches to an appropriate member of staff
  • Co-operate when we investigate, including providing evidence of conduct which may amount to discrimination
  • Co-operate with any measures introduced to develop or monitor equal opportunity

Discrimination is not just treating one person less favourably than another. It can take place because:

  • someone associates with a person with a protected characteristic;
  • someone is believed to possess a protected characteristic (even though they do not);

We expect you to treat, and be treated by, other learners and the people our organisation deals with considerately and with respect.

Where You Encounter Discrimination.

If you feel subject to discrimination of any kind as identified within this policy, make clear to the individual concerned that you find it unacceptable. Person-to-person discussion at an early stage may be enough to resolve your concern without involving anyone else. Alternatively, seek the help of a trusted colleague (e.g. a fellow learner or a trusted member of staff) and ask them to approach whoever has caused you offence.

If discrimination continues, or you consider an instance to be particularly serious, you should consider who to highlight the issue to. For the majority of cases this will likely be Active X Backs’ Clinical Director.  However we appreciate that this staff member may be implicated in your concern and therefore when this happens you should approach CIMSPA to raise your concern.

The staff member approached will carry out a suitable documented investigation or where more appropriate will refer the issue to an appropriate individual responsible for this area within the company. In this instance it will be the Clinical Director.

The result of the investigation into alleged discrimination will be communicated to you with information including the action taken and outcome highlighted if applicable or appropriate.

If you feel dissatisfied about the outcome of the investigation and you want to appeal then you will need to contact Gavin Routledge, the Clinical Director, within five working days of receiving the outcome, who will carry out a review of these concerns.

You may contact him by emailing info@backpainandsciatica.com