Equity, Diversity and Inclusion

Equity, Diversity and Inclusion (EDI) Policy

Art History Link-Up (“AHLU”) was established on the belief that all young people should have access to art history, and to visual culture more generally, regardless of background. Diversity, equity and inclusion are therefore at the very heart of what we do, and we believe that all organisations, particularly in traditionally restricted sectors like art history, gain greatly from the contributions and challenges different voices make. It’s important that these issues are transparent and formalised, and this Diversity, Equity and Inclusion policy (the “Policy”) sets out the following commitments by AHLU as to how the Charity will ensure that diversity and inclusion is championed throughout its management and operations.‍

1. ABOUT THIS POLICY

1. AHLU is committed to promoting equal opportunities and creating a culture in which diversity and inclusion is valued and everyone is treated with dignity and respect. As part of our zero-tolerance approach to discrimination in any form, staff will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). AHLU is also committed to providing equitable treatment to all those we deal with as an organisation, including students, stakeholders, partners, and suppliers.
2. More widely though, we believe that it is critical that AHLU attracts voices from diverse backgrounds, and that individuals’ unique perspectives are shaped by characteristics and experiences even wider than those set out within the Equality Act. Our mission is to bring art history to young people regardless of background, and we seek similarly attract trustees, staff and volunteers from a broad range of backgrounds who can champion and challenge the Charity.
3. This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time. This policy applies to all employees, volunteers, consultants, and trustees.

2. RECRUITMENT‍

AHLU believes that as a gateway for involvement in the charity, recruitment is a critical part of ensuring a diverse and inclusive board and staff body. Full details of the steps we take to ensure we attract the brightest and broadest set of candidates are set out in full within the Recruitment Policy.

3. ACCESSIBILITY

1. Lack of accessibility can prevent individuals from being properly involved in the charity’s work, or even from considering becoming involved in the first place. Although accessibility is typically thought of within the framework of accessibility, in reality it is much wider. Ensuring true accessibility means making sure that those who are restricted for any reason, be that physical or mental illness or caring commitments, are able to participate. As a result, we believe that ensuring accessibility is an important part of our wider commitment to diversity and inclusion, and will accommodate requests to support increased accessibility where possible on that basis.
2. At the board level, all trustees must always be capable of attending all of the board’s activities, and in particular board meetings, and the board will monitor any access requirements to meet the needs of trustees or potential trustees.
3. Amongst staff and volunteers, the charity will ensure that all events and meetings are made accessible to all staff and volunteers. Note that as AHLU works closely with certain institutions in delivering its programmes, we depend on those institutions to ensure their own accessibility obligations are met.
4. In all cases AHLU will ensure reasonable adjustments are made where required in compliance with its legal obligations.

4. BOARD COMMITMENTS

The board of trustees is responsible for safeguarding AHLU’s values, including its commitment to diversity. In addition, trustees have a legal obligation to ensure that the board collectively has the right skills and experience in place, a function of which is diversity. Finally, the board voluntarily observes the Charity Governance Code, which sets out good governance for charities, and makes explicit provision for the promotion of diversity within charity management.

In order to satisfy the above responsibilities, and above the recruitment commitments set out in the Recruitment Policy: https://arthistorylinkup.org/policies/recruitment-policy/ Board members will periodically take part in appropriate training to promote the equal treatment of trustees and staff and challenge its own views.

Each AHLU trustee signs a code of conduct on joining the board (the “Code of Conduct”), setting out commitments on how they will act in the role of trustee. Amongst these are requirements to work considerately and respectfully with all, respecting diversity, neurodiversity, different roles, and boundaries. AHLU considers these obligations to be fundamental to the role of trustee, and will not tolerate behaviour which goes against the Code of Conduct, or the spirit in which it is written.‍

5. CURRICULUM

AHLU promotes diverse perspectives on art history, for example through championing post-colonial or queer readings, subject to working within the confines of the curriculum.

6. DISCRIMINATION

You must not unlawfully discriminate against or harass other people, including current and former staff, job applicants, supporters, stakeholders, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with stakeholders, supporters, suppliers or other work-related contacts), and on work-related trips or events including social events.

The following forms of discrimination are prohibited under this policy and are unlawful:

1. Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
2. Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
3. Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
4. Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment. This includes where someone mistakenly believes that the person victimised has done so.
5. Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Any commitment to diversity and inclusion will only be effective when it is fully embedded and respected within an organisation. To ensure that diversity and inclusion are not simply empty words, a formal process for reporting discriminatory or unfair treatment is set out within our Whistleblowing and Complaints Policy and our Disciplinary and Capability Policy.

Any report of discriminatory or unfair treatment will be immediately shared with AHLU’s board for resolution, who will take prompt steps to investigate the complaint; prevent any further unacceptable behaviour; and ensure the safety of victims concerned.

We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity, equity and inclusion principles are adhered to. However, making a false allegation in bad faith, or that you know to be untrue, will be treated as misconduct and dealt with under our Disciplinary and Capability Policy.

7. DISABILITIES‍

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.

8. STATUS OF THE POLICY

AHLU may update or amend this Policy at any time. The Trustees and the Advisory Board will review this Policy annually.