Anti-Racism Policy
Created/Approved: May 2024
Next Review: May 2027 Purpose
GRASAC is committed to fostering an environment that is free from discrimination, racism, and prejudice of any kind. This policy aims to establish a zero-tolerance attitude on racism in GRASAC. We recognise that racism intersects with gender-based violence, and we are dedicated to addressing both issues with sensitivity and understanding:
- as a work environment where employees and colleagues are treated with respect and dignity, and where diversity is valued, and
- as a service to ensure equitable access and treatment for all individuals seeking support in our overall approach to protecting vulnerable adults, young people and children who have experienced sexual abuse. All individuals seeking our services will be treated with dignity, respect, and without prejudice.
Scope
This policy applies to all employees, suppliers, volunteers and trustees, and anyone who has a business relationship with GRASAC.
Definition of Racism
Racism includes any action, behaviour, or language, whether intentional or unintentional, that discriminates, stereotypes, slanders, or demeans an individual or a group based on their race, colour, ethnicity, or national origin. Racism can be demonstrated through jokes, insults, negative stereotypes, or acts of exclusion, marginalisation, or harassment.
Policy Statement
Zero Tolerance: GRASAC maintains a strict zero-tolerance policy towards racism. Any form of racist behaviour is unacceptable and will be met with appropriate disciplinary action.
Intersectionality: We understand that individuals may face multiple forms of oppression, including racism and sexism. We are working towards providing services that are designed to address the unique needs and experiences of survivors who belong to marginalised communities, including women of colour, Indigenous women, immigrant and refugee women, and LGBTQI+ individuals.
Responsibility: All employees are responsible for understanding and upholding this policy. Managers and team leaders have a special duty to set a positive example and to prevent and address racist behaviour in their teams, as do trustees as representatives of GRASAC.
Reporting and Addressing Complaints: Employees who experience or witness racist behaviour are encouraged to report it immediately to their team leader or Service Manager, CEO, or through the Board of Trustees. All complaints will be treated with confidentiality and investigated promptly and impartially. We will conduct thorough investigations and take appropriate action to prevent recurrence.
Resolving the complaint will be via the GRASAC complaint handling policy and will:
- centre the experiences of the target person/s,
- follow a trauma-informed complaint handling process,
- be transparent, timely and clear, and ensure all are aware of the steps that may be taken.
And where necessary
- prompt GRASAC to seek advice from independent experts,
- report to the police as appropriate
- incorporate a review of organisational practices and structures that potentially contributed to the alleged instance of racial discrimination, harassment, or victimisation.
Support During the Investigation: GRASAC understands that person/s involved in a racial discrimination issue may require additional support during and after the complaint handling process. When requested GRASAC will seek to provide such support.
Consequences: Actions following a confirmed breach of this policy may include warning, mandatory training, suspension, or even termination of employment, depending on the severity of the incident.
Education and Training: GRASAC will provide education and training on anti-racism, diversity, and inclusion to all employees, volunteers, and members of the Board of Trustees to foster an understanding and respectful workplace and to enhance cultural competency and sensitivity. Annual ‘refresher’ training will be delivered for all staff and volunteers/ trustees – and more comprehensive training for new staff and volunteers/trustees as part of the induction process.
Furthermore, we recognise and respect the diverse backgrounds and experiences of survivors of sexual violence, and we strive to provide culturally appropriate support to all individuals regardless of their racial or ethnic identity.
Language Access: GRASAC is committed to providing language access services to individuals with limited English proficiency. We will strive to produce GRASAC information leaflets and self- help guides that are culturally appropriate and in multiple languages. We will raise awareness of our services in safe spaces and places of worship where women of non-English speaking backgrounds meet.
We will continue to offer interpretation and translation services in multiple languages to ensure that all survivors can access our services effectively.
Representation and Diversity: We are dedicated to promoting diversity and representation within our organisation. We will actively recruit staff, volunteers, and board members from diverse racial and ethnic backgrounds to better reflect the communities we serve.
We will collaborate with community and other local charitable organisations, and advocacy groups, to create inclusive and empowering spaces for survivors of all backgrounds.
Review and Continuous Improvement: We are committed to ongoing reflection and improvement of our practices to ensure that they are inclusive, equitable, and anti-racist. We will regularly review and update our policies, procedures, and training programs to align with best practices and the evolving needs of our diverse communities to ensure their effectiveness and relevance to GRASAC's commitment to a racism-free workplace and as provider of services.
Resources
Our anti-racism statement | Rape Crisis England & Wales
Warm words, cold comfort: ACEVO
Date Approved by Board: 16.05.24
Document Name anti-Racism policy
Date for Review: May 2027