The Jawbone Collective:
Equity, Diversity & Inclusion Concerning Children, Young People & Adults at Risk Policy Overview.

The Jawbone Collective CIC is a rights respecting organisation who at all times strive to be equitable, fair and free of discrimination relating to age, gender, ethnicity, background and social circumstances. We maintain a positive, open and warm approach to all. We affirm and practice the values of equity, diversity and inclusion through the various roles and responsibilities we have in all our work. We respect that each creative is on a different journey and we will always try to provide encouragement through feedback, mentoring, fertile listening or positive reinforcement.

Our work is primarily with 'Adults' aged eighteen plus and since most of the people we have published so far, identify in the categories as female, LGBQTIA+, Disabled, Neurodivergent or Working Class, often in more than one of these categories, they already represent a broad spectrum of inclusion. We will at all times address the issues of inclusivity and will never knowingly discriminate against anyone whatever their circumstances or background.

1. Policy statement

1.1. The Jawbone Collective is fully committed to promoting equality, diversity and inclusion (sometimes referred to as EDI), by which we mean:

1.1.1. equality: providing equal opportunities and fairness for all members and volunteers, and eliminating unlawful discrimination;

1.1.2. diversity: recognising, respecting and valuing the differences in our people’s protected characteristics, backgrounds, skills and experience and encouraging gender diversity, age diversity, ethnic diversity, diverse physical ability and neurodiversity in our Collective;
1.1.3. inclusion: ensuring a culture that is fair and safe for all members, that values our differences and enables each person to be themselves, achieve their potential and thrive.

1.2. The Jawbone Collective will not unlawfully discriminate against any member or volunteer because of any 'protected characteristic' recognised by current legislation, namely:
1.2.1. age;
1.2.2. disability;
1.2.3. gender reassignment; v
1.2.4. marriage or civil partnership status;
1.2.5. pregnancy and maternity;
1.2.6. race (including colour, nationality and ethnic or national origin);
1.2.7. religion or belief;
1.2.8. sex; or 1.2.9. sexual orientation.

1.3. In addition, The Jawbone Collective will not treat anyone less favourably because:
1.3.1. of their socio-economic background; AND/OR
1.3.2. they have caring responsibilities.

2. Introduction

2.1. The statement in paragraph 1 sets out The Jawbone Collective’s commitment to ensuring that all members have equal opportunities. The remainder of this document sets out The Jawbone Collective's policy on equality, diversity and inclusion, in particular:
2.1.1. what The Jawbone Collective regards as acceptable behaviour, and what is not acceptable; 2.1.2. the rights and responsibilities of those to whom the policy applies; 2.1.3. the procedure for dealing with concerns or complaints;

2.1.4. how The Jawbone Collective will deal with any breach of this policy;
2.1.5. who is responsible for the policy; and
2.1.6. how it will be implemented, monitored and reviewed.
2.2. This policy applies to members, volunteers, adjunct facilitators, guest speakers and comperes in our workplace and at our events. All are responsible for ensuring that there is no discrimination within the Collective, as outlined in the policy statement set out at paragraph 1, and for ensuring that this policy is applied on a day-to-day basis. We expect all members to apply the principles of equal opportunities and non-discrimination in their interactions with collective members, creatives, applicants (to events, competitions & publications), and any guests or visitors to our premises or live events. We expect you to take personal responsibility for following, promoting and upholding this policy. In certain circumstances, a member can be personally liable for discrimination against a fellow member or a participant. For information on particular responsibilities, see paragraphs 3.6 and 3.7 below.

3. Equality principles

3.1. As set out in the policy statement, there should be no unlawful discrimination in the collective because of any of the protected characteristics or other factors set out in the policy statement in paragraph 1 above. The types of discrimination that are prohibited are explained at paragraph 3.2 below.
3.2. For the purposes of this policy ‘discrimination’ includes direct and indirect discrimination and other ‘prohibited conduct’ under the Equality Act 2010. Discrimination may take the form of:
3.2.1. direct discrimination—this is treating someone less favourably (or, in the case of pregnancy and maternity, unfavourably) because of a protected characteristic. An example of this would be treating someone as less than because of their sex or because they belong to a particular racial group;
3.2.2. direct discrimination by association—treating someone less favourably because they are associated with someone who has a protected characteristic, eg because they have a disabled child;
3.2.3. direct discrimination by perception—treating someone less favourably because they are perceived to have a protected characteristic, even if they do not, eg because the person thinks they have the protected characteristic of gender reassignment;
3.2.4. indirect discrimination—this is treating a group of people in the same way, but in a way which adversely affects those with a protected characteristic. An example of this would be telling all members that they must attend meetings late at night—although applied to everyone, it will adversely affect those employees with childcare responsibilities, and these tend to be women. Such treatment is unlawful unless it can be objectively justified;
3.2.5. harassment—this is unwanted conduct, related to a protected characteristic, which has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for someone or violating their dignity. Harassment may also be of a sexual nature. It may also occur where someone harasses the victim, the victim either rejects or submits to the harassment and, because of that rejection or submission, that person then treats the victim less favourably. More information on what can constitute harassment is [set out in The Jawbone Collective’s harassment and bullying policy];
3.2.6. discrimination arising from disability—this is unfavourable treatment of the disabled person because of something arising in consequence of their disability. Such treatment is unlawful unless it can be objectively justified;
3.2.7. the duty to make reasonable adjustments—in the context of disability only, this duty comprises three requirements, each of which arises where a disabled person at a substantial disadvantage in relation to a ‘relevant matter’: (a) the first is a requirement, where a provision, criterion or practice puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, to take such steps as it is reasonable to have to take to avoid the disadvantage; (b) the second is a requirement, where a physical feature puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, to take such steps as it is reasonable to have to take to avoid the disadvantage; and (c) the third is a requirement, where a disabled person would, but for the provision of an auxiliary aid, be put at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, to take such steps as it is reasonable to have to take to provide the auxiliary aid.

3.3. For information on particular aspects of our framework for improving equality, diversity and inclusion, see paragraphs 6 to 12 below.
3.4. The Jawbone Collective will appoint, train, develop, reward and promote members on the basis of merit and ability.
3.5. Special responsibility for the practical application of The Jawbone Collective's equality, diversity and inclusion policy falls upon The Chairperson and the board of Directors.
3.6. If you have any doubt or concern about this policy, or how it should be applied in any particular instance or situation, please contact Peter Roe on 0787 659 6184 as soon as possible.
3.7. If you believe you have been unfairly treated in breach of this policy, you should contact Peter Roe, Megan Simson or Izzy Robertson. The harassment complaints procedure set out in The Jawbone Collective's harassment and bullying policy is also available to anyone who believes that they may have been harassed or bullied. Members will not be victimised in any way for making such a complaint in good faith. Complaints of this nature will be dealt with seriously, in confidence and as soon as possible.
3.8. The Jawbone Collective will not tolerate behaviour that goes against the terms, spirit and/or aims of this policy, and where a member is alleged to have breached this policy, they will be subject to The Jawbone Collective’s disciplinary procedure. Disciplinary action will be taken against any member who is found to have breached this policy. Serious breaches of this policy, acts of unlawful discrimination and serious incidents of harassment and bullying will be treated as gross misconduct. Unwarranted allegations that are not made in good faith may also be considered as a disciplinary matter. The Jawbone Collective will keep confidential records of ongoing matters dealt with in accordance with this policy.

4. Implementation

4.1. This equality policy will be included in The Jawbone Collective handbook.

5. Monitoring and review

5.1. In order to monitor diversity in these areas, The Jawbone Collective will need to process personal data and special category data (formerly known as ‘sensitive personal data’) in accordance with its data protection policy and data protection privacy notice.
5.2. The Jawbone Collective will review this policy and related procedures and practices on equality and diversity regularly.

6. Expression of belief

6.1. An inclusive environment is one where differences are recognised, respected and celebrated. The Jawbone Collective wishes to ensure we all work in an environment where everyone feels welcomed and valued. As a diverse collective, with a wide range of backgrounds and mindsets, we foster an environment where creativity and innovation can flourish. We recognise, that in some situations, this may mean that one person’s protected characteristic, such as their religious belief, conflicts with another person’s belief or other protected characteristic. However, we expect all members to be respectful of others and their protected characteristics in all their dealings and interactions the collective and in situations when their private actions may impact the reputation of The Jawbone Collective if they are made public (eg in communications on social media).

7. Considerations relating to disability

7.1. Anyone with any disability, should be able to participate in all of The Jawbone Collective's activities fully, on an equal basis with people who are not disabled.
7.2. Due to the wide variety of potential disabilities, and the likelihood of a disability affecting different people in different ways, The Jawbone Collective does not prescribe rigid rules on how issues concerning disabled people should be dealt with. What is essential is that all members and facilitators take all reasonably practical steps to ensure that disabled people are not less favourably treated or disadvantaged by comparison to people who are not disabled in relation to their work, or by any provision, criterion or practice used by The Jawbone Collective.
7.3. For the purpose of this policy, a disability is a physical or mental impairment that has a substantial and long-term effect upon a person's ability to carry out normal day-to-day activities. 7.4. Some disabilities are immediately obvious, for example use of a wheelchair, while other disabilities may not be apparent at all, for example Chronic Pain. Certain conditions are not considered to be disabilities, for example poor eyesight that is corrected simply by wearing prescription spectacles.
7.5. The Jawbone Collective will take all reasonably practicable steps to ensure that disabled people are able to participate in its activities on an equal basis with people who are not disabled.