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Tonbridge u3a | Registered Charity: 1083175 | Website: www.tonbridgeu3a.uk 6/9/2022
Tonbridge u3a
Equality, Diversity and Inclusion Policy
Statement
Tonbridge U3A is a learning co-operative and membership charity which enables
members in their third age to share educational, creative and leisure activities. Members
of each U3A draw upon their knowledge, skills and experience to teach and learn from
each other (peer to peer learning). Tonbridge U3A recognise that some people are
particularly likely to experience discrimination and harassment and are committed to
making sure that the U3A is as inclusive and welcoming as possible.
Aims of this policy
This policy has been drawn up to comply with the Equality Act 2010. The Act stipulates
that organisations cannot treat someone unfairly on the basis of what it calls ‘protected
characteristics’, which are:
• ethnic origin, nationality (or statelessness) or race
• age
• gender
• disability
• religion or belief (including the absence of belief)
• marital or civil partnership status
• sexual orientation
• pregnancy
• gender reassignment
Tonbridge U3A will strive to ensure that members do not experience discrimination on
the basis of their protected characteristics. This will include ensuring equal access to
groups and behaviour between members and by Tonbridge U3A Committee Members
and group leaders. The Equality Act highlights that organisations need to consider what
‘reasonable adjustments’ can be made in order to accommodate those who may have
particular needs. Tonbridge U3A Management Committee will review the reasonable
adjustments needed for all members and individual members with particular needs on an
ongoing basis. Where necessary, the Management Committee will seek guidance and
additional support from the National Office.
Practical approaches to inclusion
Tonbridge U3A will make sure all new members are aware of our policies and procedures
in relation to equality, diversity and inclusion and accessibility as well as the Member
Code of Conduct.
Tonbridge U3A will make reasonable adjustments and take practical steps to ensure a
wide range of people can participate in our activities and meetings. This may include:
• Consideration given to the time of day of meetings and their location.
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Tonbridge u3a | Registered Charity: 1083175 | Website: www.tonbridgeu3a.uk 6/9/2022
• Consideration of venues for meetings including:
o Accessible to wheelchair users
o Access to PA system and a hearing loop
o Parking and disabled parking available
o Disabled toilet facilities available
• Publicity:
o Using a variety of methods and platforms to communicate externally and
raise the profile of the U3A.
o Make communications available to those who don’t have access to the
internet
o Use a range of images that reflect the local community
• Recruiting new members:
o Doing outreach sessions and contacting agencies working with community
groups who may be harder to reach
o Encouraging members who are representative of the groups who are
underrepresented within the U3A i.e. men or younger members to assist
with the recruitment process
o Managing growth so that we ensure that new members can be
accommodated
• Monitoring:
o Tonbridge U3A management committee will monitor member numbers i.e.
the numbers of members who join, re-join and leave each year in order to
identify any trends in membership.
o Tonbridge U3A management committee will review the diversity of the
membership on an ongoing basis and will seek to ensure that the U3A
remains attractive and accessible to all.
• Tasks and Roles:
o Ensure a range of people get their voices heard by encouraging more
members to take on roles such as leading groups.
o The U3A will appoint an Accessibility Officer whose role it will be to ensure
that both new and existing members can access the members meetings
and groups that they would like to join and consider what reasonable
adjustments may be needed to ensure this.
o The Groups Coordinator will ensure that new Group Leaders are made
aware of issues in relation to accessibility and what steps they may need
to take in meeting access requirements. Each group will be reviewed on an
individual basis as certain groups may require a certain level of fitness or
mobility and members need to be made aware of this in advance.
o Tonbridge U3A will offer induction and training around equality, diversity
and inclusion to Committee Members and Group Leaders on an ongoing
basis.
Code of Conduct
Tonbridge U3A has a member code of conduct. The code of conduct outlines that
members should abide by the U3As policies and procedures as well as treating each
other with dignity and respect. This would include not acting in a way that would be
deemed discriminatory or offensive.
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Tonbridge u3a | Registered Charity: 1083175 | Website: www.tonbridgeu3a.uk 6/9/2022
Dealing with discrimination and harassment
Where Tonbridge U3A Management Committee become aware of any discriminatory
practice or harassment, the committee will seek to address this through consultation
with all parties concerned and, where necessary, through invoking formal procedures.
If any member of Tonbridge U3A feels they have experienced or witnessed
discriminatory behaviour or harassment, this should be reported to the Committee. Any
matters of concern will be reviewed by the Committee and a decision will be made, in
line with the U3As constitution and formal procedures, as to what steps will be taken to
address the issue.
Definitions
Equality is about ensuring that every individual has an equal opportunity to make the
most of their lives and talents, and believing that no one should have poorer life chances
because of where, when or whom they were born, or because of other characteristics.
Promoting equality is about behaving in a way that tackles inequalities, aiming to ensure
that all members are treated fairly, and do not experience discrimination.
Promoting diversity is about recognising that everyone is different and creating an
environment that values members and ensuring that the U3A Movement is as accessible
as possible to different groups within the community.
Inclusion is about positively striving to meet the needs of different people and taking
practical steps to ensure members feel respected.
Direct Discrimination is when a person is treated less favourably because of their
ethnic origin, nationality (or statelessness) or race, age, disability, religion or belief
(including the absence of belief), marital or civil partnership status, sexual orientation,
pregnancy, gender reassignment, political belief
Indirect Discrimination occurs when a condition or requirement is applied equally to
all groups of people but has a disproportionately adverse effect on one particular group.
Harassment is unwanted conduct related to ‘protected characteristics’ that has the
purpose or effect of violating a members dignity, or creating an intimidating, hostile,
degrading, humiliating or offensive environment. Harassment is also unwanted conduct
of a sexual nature which has that same purpose or effect.
Victimisation occurs when a member is treated less favourably than others in the same
circumstances because he or she has made a complaint or an allegation of
discrimination, harassment or bullying or given information regarding such a complaint
or allegation.
This policy was adopted on: 6 Sept 2022
Review date: 6 Sept 2025