MARION Equality policy

MARION is committed to encouraging equality and diversity among our workforce and eliminating discrimination. The aim is for our organisation is to be truly representative of all sections of society and our community. 

The organisation - in providing advocacy, support and development for writers is committed to ensure that all MARION members do not experience any discrimination or biases.

The policy’s purpose is to:

•    provide equality, fairness, and respect for all in our employment, whether temporary, part-time or full-time 

•    not discriminate based on age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), size, religion or belief, sex (gender) and sexual orientation

•    oppose and avoid all forms of discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

MARION commits to: 

•    encourage equality and diversity in all aspects of operations, to ensure that as an organisation MARION is creating a safe and inclusive spaces for our communities, our presenters and our audiences

•    create a working environment free of bullying, harassment, victimisation and discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

•    take seriously complaints of bullying, harassment, victimisation and discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

•    make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation

•    decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)

•    review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law

•    monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

Monitoring will also include assessing how the equality policy is working in practice, reviewing them annually, and considering and taking action to address any issues.

This commitment includes include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and discrimination

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

Such acts will be dealt with as misconduct review and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

The equality policy is fully supported and approved by the MARION Board.