Equality, Diversity and Inclusion Policy (EDIP)

Date reviewed: January 2024 

1. Statement of Intent

1.1 BMS is fully committed to the principles of equality, diversity and inclusion and is responsible for ensuring that no job applicant, employee, volunteer or service user receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (together the ‘Protected Characteristics’).

1.2 BMS recognises that we live in a diverse society and will be responsible for ensuring that there is open access to all those who wish to participate in all aspects of our activities and that everyone is treated fairly.

1.3 BMS will encourage partner organisations, including teachers, clubs and groups, to adopt, apply and demonstrate their commitment to the principles of equality and diversity. 

2. Purpose of this Equality & Diversity Policy

2.1 BMS recognises that individuals (and/or certain sections of the community) may have been affected by discrimination in the past and may have been denied the opportunity to participate equally and fully in our society as a whole.

2.2 This EDIP has been produced to prevent and tackle any discrimination, or other unfair treatment, whether intentional or unintentional, direct or indirect that may preclude some people from participating fully in our activities.

3. Legal Requirements

3.1 BMS is required by law not to discriminate and recognises its legal obligations under, and will abide by the requirements of, the following: 

  • Equal Pay Act 1970
  • Rehabilitation of Offenders Act 1974
  • Sex Discrimination Acts 1975, 1986 & 1999
  • Race Relations Act 1976 and the Race Relations Amendment Act 2000
  • Disability Discrimination Act 1995
  • Human Rights Act 1998
  • Employment Equality (Sexual Orientation) Regulations 2003
  • Employment Equality (Religion and Belief) Regulations 2003.
  • Employment Equality (Age) Regulations 2006;
  • Safeguarding Vulnerable Groups Act 2006
  • Gender Recognition Act 2004;
  • Equality Act 2010
  • Any later amendments to the above Acts/regulations, or future including any equivalent legislation (as amended) in any UK jurisdiction, any later amendments to the above and to any equivalent legislation in any UK jurisdiction and any other existing or subsequent legislation that may be relevant to BMS.


3.2   BMS will seek relevant and appropriate advice each time this EDIP is reviewed to ensure it continues to reflect the current legal framework and good practice.

4. Discrimination, harassment and victimisation

BMS recognises the following:

4.1 Discrimination can take the following forms:

4.1.1 Direct Discrimination – treating someone less favourably than you would treat others in the same circumstances;

4.1.2 Indirect Discrimination – imposing requirements or conditions that appear to apply equally to all but which, in practice can disadvantage certain sections of the population. Such requirements or conditions are lawful only if they can be objectively justified;

4.1.3 Harassment – inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. Harassment is unlawful if directed towards people because of their sex, gender reassignment status, race, ethnic origin, nationality, age, sexual orientation, disability or religion or belief, or if the conduct is of a sexual nature. BMS is committed to ensuring that our employees, service users and volunteers are able to conduct their activities free from harassment or intimidation;

4.1.4 Bullying – a form of personal harassment. It is the misuse of power, or position, to persistently unjustifiably criticise, humiliate and/or undermine an individual’s confidence; and

4.1.5 Victimisation – when someone is treated less favourably than others because it is known or suspected that he or she has taken action against BMS under the discrimination legislation (as previously outlined at 3.1 above) or provided information about discrimination, harassment or inappropriate behaviour.

4.2 BMS regards discrimination, harassment, bullying or victimisation, as described above, as serious misconduct. All complaints made under clause 7 below will be taken seriously and appropriate disciplinary action may be brought against any employee, volunteer or member who discriminates against, harasses, bullies or victimises any other person.

4.3 When any decision is made about any individual, the only personal characteristics that may be taken into account are those that are consistent with any relevant legislation and are relevant to the substance of the decision being made.

5. BMS Responsibility, implementation and communication

We value the diversity of people within different communities and are committed, within our area of work and structures, to:

  • Eliminating unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equalities Act 2010.
  • Advancing equality of opportunity between people who share a protected characteristic and those who do not.
  • Fostering good relations between people who share a protected characteristic and those who do not.


5.1 The following responsibilities will apply:

5.1.1 The board are responsible for ensuring that this EDIP is implemented, followed and reviewed when appropriate. The Trustees are also responsible for ensuring that this EDIP is enforced and any breaches are dealt with.

5.1.2 The board (supported by the CEO if appointed) will ensure that equality is included as an agenda item at Trustee meetings when appropriate and that the Trustees take equality issues into consideration when making decisions.

5.1.3 The Chair (or CEO if appointed) has the overall responsibility for the implementation of this EDIP.

5.1.4 A BMS Employee, designated by the Chair (or CEO if appointed), has the day-to-day responsibility for the implementation of this EDIP and for achieving any equality related actions resulting from this. The BMS employee’s work programme will be amended to reflect this.

5.1.5 All BMS employees, volunteers and service users have the responsibility to respect, follow and promote the spirit and intentions of this EDIP. Employees’ individual work programmes will be amended to include equality related tasks, where appropriate.

5.2 This EDIP will be implemented immediately following Trustees’ approval. We will do this by: 

  • BMS will regularly review its employment practices to ensure their continuing compliance with the relevant legislation. All recruitment material will include a link to BMSs Equality policy statements.
  • No job applicant will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination: This provision will equally apply to any selection process for consultants, advisers and suppliers to BMS.
  • Consultants and advisers (and where appropriate suppliers) to BMS will be required to abide by this EDIP. This EDIP will be referred to in any service level agreements or contracts issued by BMS.
  • BMS will produce, maintain and monitor an action plan to ensure the objectives of this EDIP are consistently delivered throughout all areas of the organisation.
  • BMS recognises that, in some cases, to further the principle of equality, unequal effort and resource may be required. If appropriate and proportionate, BMS will consider positive action or introduce special measures to assist any group which is currently underrepesented in its service users, as employees, as volunteers or in BMS Activities.


5.3 This EDIP will be communicated in the following ways:

5.3.1 This EDIP will be part of any employee handbook (or equivalent paper or electronic document). This EDIP is for guidance only and will not form part of any contract of employment with any BMS employee. Reference will be made to this EDIP in any code of conduct.

5.3.2 This EDIP will be covered in the induction of all BMS Employees. Evidence that it has been read and understood by the individual receiving the training is required to be kept.

5.3.3 A copy of this EDIP will be publicly available on the BMS website and copies in other formats can be requested from Head Office. All service users will be made aware of this EDIP’s existence. A notice and explanation of any revisions to this EDIP will be published on the BMS website

5.3.4 Each time this EDIP is reviewed BMS Employees and volunteers will be consulted.   Following the consultation process a notice of the changes made will be publicly available. 

5.3.5 BMS will promote continuing personal development for all employees and volunteers to support equal opportunities within the organisation and, where appropriate provide specialist facilities, equipment or training.

6. Monitoring and Evaluation

6.1 This EDIP will remain in force until it is amended, replaced or withdrawn. A review of this EDIP will take place as and when required but not less than once every three years.

6.2 The equality action plan, created to ensure the intent of this EDIP is delivered, will be reviewed by the Chair (or CEO if appointed) and the employee with the responsibility for its implementation regularly, but in any event not less than once every 12 months.

6.3 On an annual basis, statistical and, if appropriate qualitative, information will be produced by the Chair (or CEO if appointed) for the Trustees, and will be published internally and externally, to show the impact of this EDIP.

7. Disciplinary and Grievance Procedures and other complaints

7.1 To safeguard individual rights under this EDIP, any BMS employee, volunteer, service user or job applicant who believes they have suffered inequitable treatment within the scope of this EDIP, may raise the matter through the appropriate procedure.

7.2 Appropriate disciplinary action will be taken against any employee, volunteer or service user who violates this EDIP.

7.3 An individual raising a grievance will not be penalised for doing so unless it is untrue and not made in good faith.

7.4 As with all grievance procedures, the final point of appeal relating to this EDIP is to the Trustees.

7.5 Non-employment related complaints regarding this EDIP should be addressed to the the Chair (or CEO if appointed) or any other person specified on the website to be the main point of contact for matters relevant to this EDIP.

Policy owner

CEO / Board

Review date

January 2027