Equality, Diversity and Inclusion Policy

Confer Education Ltd is dedicated to encouraging a supportive and inclusive culture in our organisation, with all those involved in our activities, whether employees, contractors, panellists, writers, readers, assisting team or audience.

Aim

Our aim is to ensure that all people in the protected categories defined by the Equality Act 2010 (age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; sexual orientation) are given an equal opportunity to work with our company or participate in our activities, and to feel confident that our organisation is representative of all sections of society. All employees or contributors, no matter whether they are part-time, full-time, or temporary, will be treated fairly and with respect.

We believe that it is within our best interest, and in the interest of contributing to a fairer society, to promote and celebrate diversity in the Confer-Karnac workplace, on our panels, among our authors, contractors and audiences. As well as contributing to equality, this enables our creative activities and products to accurately and positively mirror the society we live in; to enrich our thinking through exposure to contemporary and transformative thinking that often originates in marginalised communities.

Our aim is to create an inclusive environment where everyone feels welcome and valued.

Selection procedure

Our selection of candidates for employment, promotion, training, or any other benefit, or engagement with our company will be made on the basis of their qualifications, aptitude and ability. However, we are also committed to representing the outer population within our organisation and its activities. This involves conscious consideration in the selection of personnel, and topics on which we present or publish.

In order to achieve this goal, we will, if necessary, utilise the ‘positive action provisions’ 2011 amendment to the Equality Act 2010. These provisions allow employers to target measures such as selection or training to groups such as women, people with disabilities or people from ethnic or religious minorities, who are under-represented or disadvantaged in society. Details of that provision can be read here. For Confer, such areas include recruitment of staff, contractors, selection of speakers, conference topics, authors, artists exhibited, or books stocked. All those representing Confer or Karnac will be required to consider this principle of positive action, in order to ensure that our actions fairly reflect society’s distribution of the protected characteristic groups in all our activities.

Our recruitment advertisements and job descriptions state our wish to receive applications from under-represented groups.

Practicing cultural competency

Cultural competency refers to:

• Awareness of one’s own cultural world view
• Displaying an understanding, sensitivity to and acceptance of cultural differences
• Having knowledge of different cultural practices and worldviews
• Having cross-cultural flexibility

Speakers on our conference panels, or authors of our books, are also required to display cultural competency: to present their theories, ideas, illustrations with fairness and inclusivity in mind, upholding Confer policy in their selection and representation of others. This is stated in speakers’ and authors’ contracts.

We undertake training in order to strengthen and enrich our cultural competency as a company. This involves in-house retreats, and external consultancy when required.

Responding to feedback

We encourage feedback from our workforce, colleagues and customers on their experience of our organisation in our handling of diversity and inclusion, and this enables us to continually assess our effectiveness in contributing to a fairer society. When we fail to live up to these declared aims, we will undertake further consciousness raising training and self-reflection as an organisation.

Holding ourselves to account

This policy will be monitored and reviewed annually to ensure that equality and diversity is continually promoted in the workplace, and that all employees and contractors have the opportunity to feedback their experience.

This policy is posted on our website and will also be drawn to the attention of our customers.

We inform all employees and contractors that an equality and diversity policy is in operation, that they are obliged to comply with its requirements and promote fairness in the workplace. When members of our team do not adhere to these guidelines, further cultural competency training will be provided.