1. General Policy Statement
Aughton & Ormskirk u3a complies 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
- disability
- religion or belief (including the absence of belief)
- marital or civil partnership status
- sexual orientation
- pregnancy
- gender reassignment
- sex
2. Useful 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 member’s 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.
3. General Arrangements
Aughton & Ormskirk u3a will:
- encourage members of all characteristics to join, regardless of gender, sexual orientation, ethnicity etc;
- ensure behaviour between members is non-discriminatory;
- consider ‘reasonable adjustments’ to help everyone to fully take part in events and activities (e.g. availability of a hearing loop);
- allow the following arrangements where it is necessary for a companion/carer to accompany the member:
- The onus is on the member to identify a companion/carer (carer);
- The carer need not be a member of our u3a;
- If the carer does not participate in an activity, then, for activities based in hired premises, that carer need not contribute to either the cost of hiring the room, or the cost of any tutor engaged in support of the activity;
- Excepting the above, all incurred costs (e.g. theatre tickets or coach hire) apply and must be paid by the member;
- If the carer is the employee of some other organisation for the provision of care, that organisation must provide the appropriate insurance cover. In other circumstances, the Third Age Trust’s insurance provides cover.
4. Equality, Diversity & Inclusion Roles
The Management Committee will:
- appoint a Welfare representative to take the lead on Equality, Diversity & Inclusion matters;
- ensure a variety of methods is used to attract new members (in order to reach a wide and diverse audience);
- ensure new and existing members can access meetings and groups (consider ‘reasonable adjustments’);
- ensure a range of activities is available so members with limited mobility have access to a number of groups;
- ensure new members of the committee are made aware of our obligations in relation to this policy;
- monitor adherence to the policy;
- deal with incidents of discrimination or harassment;
- review the policy annually and update if necessary.
Group Support will:
- ensure Group Leaders are aware of the policy.
Group Leaders should:
- inform members in advance if a certain level of fitness is required for the activity or event;
- contact the Welfare representative if adjustments could be made to help all members to participate fully in the activity or event;
- inform the Welfare representative if any incidents of discrimination or harassment arise.
Members should:
- advise the Welfare representative if they have needs that are not currently being catered for;
- advise the Welfare representative if they are experiencing discrimination.
Members must abide by our Code of Conduct:
- abide by the principles of the u3a movement;
- always act in the best interests of the u3a and never do anything to bring the u3a into disrepute;
- abide by the terms and conditions of the constitution;
- treat fellow members with respect and courtesy at all times;
- comply with and support the decisions of the elected committee;
- advise the Membership Team of any change in personal details (or make amendments via the members’ online portal).
5. Adoption and Review
This policy was adopted on: 5th September 2025
Last review date: 5th September 2025
Next review date: September 2026