This policy sets out Fenland Music Centre Association’s (FMCA) approach to equality and diversity and applies to all FMCA music sessions, meetings, fundraising and social events and locations where performances are given by FMCA. All members of FMCA have a personal responsibility for the application of this policy.
A copy of the policy is available on the FMCA website and will be drawn to the attention of all Trustees, Musical Directors and FMCA members, each of whom is required to comply with the policy.
FMCA is committed to:
- Promoting equality and diversity and promoting a culture that actively values difference;
- Providing equal opportunities in order to developing musical understanding and practice of all participating musicians;
- Tackling and eliminating discrimination in all instances, including those relating to the engagement of Trustees and Musical Directors.
Equality and Diversity
FMCA believes that:
- Equality means breaking down barriers, eliminating discrimination and ensuring equal opportunities and access for all people and groups;
- Diversity means celebrating difference and valuing everyone;
- Each person is an individual with visible and non-visible differences and by respecting this everyone can feel valued for their contributions;
- There can be no equality of opportunity if difference is not valued and developed;
- Every FMCA member, Trustee and Musical Director is entitled to an environment that promotes dignity, equality and respect for all.
Discrimination and Harassment
FMCA will not tolerate any acts of unlawful or unfair discrimination or harassment committed against a Trustee or FMCA member because of a protected characteristic i.e.
- Sex, gender reassignment, sexual orientation, marriage and civil partnership
- Pregnancy and maternity
- Race (including ethnic origin, colour, nationality and national origin)
- Religion and/or belief
The main types of discrimination are:
- Direct discrimination – occurs where one person is treated less favourably than another;
- Associative discrimination – is direct discrimination against someone because they associate with another person who possesses a protected characteristic;
- Perceptive discrimination – this is direct discrimination against an individual because others think they possess a particular protected characteristic;
- Indirect discrimination which occurs when an unjustifiable requirement or condition is applied which appears to be the same for all but which has a disproportionate, adverse effect on one person/group of people. This is discrimination even though there was no intention to discriminate;
- Victimisation which applies where someone is treated less favourably than others because they have asserted legal rights against FMCA or assisted a member of FMCA in doing so;
- Harassment is unwanted conduct which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. It is important to remember that it is not the intention of the harasser but how the recipient perceives their behaviour which determines whether harassment has occurred.
FMCA will review the facilities used by FMCA to ensure that access is not restricted and provides appropriate conditions to meet the special needs of disadvantaged or under-represented groups.
What to do if you see or experience discrimination at FMCA?
If you believe that you may have suffered or seen discrimination at FMCA, you should initially try to resolve the matter by discussion with the Chair of FMCA, or a Trustee. A complaint can also be raised in accordance with the FMCA Complaints Policy. Allegations will be treated in confidence and investigated in accordance with the Complaints Policy.
FMCA will ensure that individuals who make such allegations in good faith will not be victimised or treated less favourably by FMCA as a result.
Any questions relating to the contents of this policy should be sent to the Secretary or Chair of FMCA – email: email@example.com