EDI Policy

Equality, Diversity & Inclusion Policy Statement

Pint of Science recognises that Equality, Diversity and Inclusion (EDI) help to support creativity and innovation, and that they are an essential ingredient for the successful operation of our organisation and festival. We are committed to encouraging diversity and inclusion and ensuring there is no discrimination in our environment. Everyone will be treated fairly and with respect. We want everyone to feel included and able to give their best and enjoy their time organising, contributing to, and attending our festival. Unacceptable behaviour including bullying, harassment and victimisation or discrimination will not be tolerated and any allegations will be taken seriously and dealt with appropriately under the relevant procedures.

 

To that end, our EDI Policy provides a framework of equality and fairness for everyone involved with Pint of Science in any capacity. This Policy applies to all volunteers, management, third parties and everyone within the organisation’s and festival’s space (physical or virtual), and everyone is requested to read and comply with it. This Policy expresses our commitment not to discriminate on the grounds of the protected characteristics set out in the Equality Act 2010, highlights the responsibilities of the various parties involved with the Pint of Science, and explains our Grievance and Disciplinary Policy.

Equality Diversity and Inclusion (EDI) Policy


Our Commitment

Pint of Science is committed against any kind of discrimination, harassment and victimisation and is committed to encouraging Equality, Diversity and Inclusion within the organisation and our services:

  • -Our aim is to provide equality, fairness and respect for all.
  • -We oppose and will not tolerate any form of unlawful and unfair discrimination, victimisation, harassment, and bullying. 
  • -All people involved in the organisation and the festival will be valued, as well as helped and encouraged to develop their full potential.
  • -Our volunteers will not discriminate directly or indirectly, or harass other volunteers, festival contributors, participants and attendees, or members of the public, because of any protected characteristic under Equality Act 2010 (age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation).
  • -We will review all our practices and procedures to ensure fairness.
  • -This Policy and the associated arrangements shall operate in accordance with Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
  • -This Policy is fully supported by the Directors, and it will be monitored and reviewed regularly.
  • -Breaches of our EDI Policy will be regarded as misconduct and could lead to disciplinary proceedings.

Responsibilities of Directors and Management

Responsibility for ensuring the effective implementation and operation of this Policy’s arrangements will rest with the Directors and the Chapter Managers. Definitions of roles can be found at the bottom of the page.

All Management members should:

  • -be aware of and comply with this Policy;
  • -not discriminate in their day to day activities within the organisation;
  • -not victimise, harass or intimidate other Management members, Organisers, festival contributors, participants and attendees, or members of the public within the organisation’s and festival’s space (physical or virtual) who have or are perceived to have one or more of the protected characteristics, or because of an individual’s association with another individual who has one or more of the  protected characteristics;
  • -inform the Directors if they become aware of any discriminatory practice.

Chapter Managers will ensure that they and their Organisers operate within this Policy, and that all reasonable and practical steps are taken to avoid discrimination. 

Each Chapter Manager will ensure that:

  • -all their Organisers are aware of this policy and the arrangements, and the reasons for this Policy;
  • -grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
  • -proper records of incidents and those involved are maintained.

Responsibilities of Organisers

Responsibility for ensuring that there is no unlawful discrimination rests with all Organisers. Their  attitudes are crucial to the successful operation of fair practices of the organisation and the festival. 

All Organisers should:

  • -comply with this Policy;
  • -not discriminate in their day to day activities within the organisation;
  • -not victimise, harass or intimidate other Organisers, Manager members, festival contributors, participants and attendees, or members of the public within the organisation’s and festival’s space (physical or virtual) who have or are perceived to have one or more of the protected characteristics, or because of an individual’s  association with another individual who has one or more of the  protected characteristics;
  • -inform their City Coordinator or their Chapter Manager if they become aware of any discriminatory practice.

Third Parties

Third-party harassment occurs where a Pint of Science volunteer (Chapter Manager or Organiser) is harassed, and the harassment is related to a protected characteristic, by third parties such as partners, festival contributors and participants (sponsors, speakers, contractors), festival attendees, or members of the public within the organisation’s and festival’s space (physical or virtual). 

Pint of Science will not tolerate such actions against our volunteers, who should inform their Chapter Manager or the Directors at once that this has occurred, following the organisation’s Grievance Policy.

Pint of Science will fully investigate and take all reasonable steps to ensure such harassment does not happen again, according to the organisation’s Disciplinary Policy.

Third parties should also be made aware of and comply with this policy at all times. 


EDI Training

Training will be provided for Chapter Managers and City Coordinators on this Policy and EDI matters at the beginning of every festival organising period. A briefing on raising awareness on this Policy and EDI issues will be offered by Chapter Managers and City Coordinators to all volunteers who join later. 

Grievance and Disciplinary Procedure

Pint of Science is committed to taking seriously complaints about any form of unlawful discrimination, victimisation, harassment, and bullying because of any protected characteristic under Equality Act 2010 (age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation) by management, organisers, and third parties. 

All volunteers have a right to pursue a complaint concerning discrimination according to Pint of Science Grievance Policy:

  • -An Organiser should make their City Coordinator aware of any complaint concerning discrimination, who in turn will consult their Chapter Manager, and then the Directors. 
  • -A City Coordinator should make their Chapter Manager aware of any complaint concerning discrimination, who in turn will consult the Directors.
  • -An Organiser who desires to make a complaint concerning discrimination that concerns their City Coordinator or Chapter Manager, or who does not feel comfortable reporting it to their City Coordinator and Chapter Manager, they are welcome to contact the Directors ([email protected]). City Coordinators are also welcome to directly contact the Directors if they find themselves in a similar position. 

All third-party individuals, such as partners, festival contributors and participants (sponsors, speakers, contractors), festival attendees, or members of the public within the organisation’s and festival’s space (physical or virtual) who have experienced discrimination by a volunteer are welcome to contact the Directors ([email protected]) to discuss and agree over action that should be taken.

All forms of discrimination will be treated as disciplinary offences and they will be dealt with under Pint of Science Disciplinary Policy. Before starting any disciplinary procedure, the complaint handler (i.e. Directors) will investigate the problem by privately talking to the people involved, listen to all points of view, and see whether the problem can be resolved in an informal way. 

Depending on severity of case, disciplinary actions might include: 

  • -apologise on behalf of the organisation;
  • -EDI training of all parties involved in the incident; 
  • -alterations of our operating procedure; 
  • -potential removal from Pint of Science.

Monitoring

Pint of Science deems it appropriate to state our intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the Policy, and update or revise it as needed.

  • -We will maintain information on all individuals who have been involved in grievance and disciplinary proceedings.
  • -The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.


This EDI Policy was created by © Spread The Word for © Pint of Science in August 2021. If you have any questions or comments on this Policy, please contact Dr Athina Frantzana - EDI Specialist/Researcher: [email protected]

 

Definitions

Directors - Manage Pint of Science and includes Praveen Paul

Chapter Managers - Volunteers who manage regions and cities and also manage City Coordinators

Organisers - All volunteers including City Coordinators, Event Managers and rest of the Pint of Science team within each city and/or university/institution