Lodge Hamilton 233 is committed to encouraging equality, diversity and inclusion among our membership, and eliminating unlawful discrimination. The aim is for our membership to be truly representative of all sections of society and our community, and for each member to feel respected and able to give their best. The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public. The policy’s purpose is to:
• provide equality, fairness and respect for all in our membership
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination. The organisation commits to:
• Encourage equality, diversity and inclusion as they are good practice and make business sense
• 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 members are recognised and valued.
This commitment includes training members about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include members conducting themselves appropriately to help the organisation provide equal opportunities and prevent bullying, harassment, victimisation and unlawful discrimination.
All members should understand they, as well as the Lodge, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their engagement, against fellow members, service users, suppliers and the public
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow members, customers, suppliers, visitors, the public and any others in the course of the organisation’s 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 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.