Last Updated: 12 July 2025​

1. Introduction & Our Commitment

The Echo Society is committed to fostering an inclusive and equitable environment where everyone is treated with dignity and respect. We believe that diversity enriches our organisation and enhances our ability to provide effective support to all individuals. Our aim is to create a culture where differences are valued, and all individuals feel safe, supported, and able to thrive, whether as a member of our team, a volunteer, or a client receiving our services. We recognise that individuals hold multiple identities, and discrimination can arise from the intersection of several protected characteristics.

 

2. Our Aims & Objectives

This policy sets out our commitment to:

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• Ensuring fairness and equality of opportunity across all aspects of our work — for both our team and our clients.

• Actively preventing discrimination, harassment, and victimisation.

• Promoting good relations between people from different backgrounds and communities.

• Creating an environment where differences are respected, and inclusion is actively celebrated.

• Making sure everyone feels valued, supported, and able to access and contribute to our services.

• Where proportionate and appropriate, using Positive Action to address disadvantage or under-representation.​

 

3. Legal Framework: The Equality Act 2010

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This policy is grounded in the Equality Act 2010, which protects individuals from discrimination in working relationships, service provision, and other areas of life.

The Act provides a legal framework to prevent less favourable treatment based on specific personal characteristics, and we are fully committed to upholding its principles.

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4. Protected Characteristics

The Equality Act 2010 legally protects people from discrimination on the basis of nine 'protected characteristics:

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• Age: Refers to a person's age group (e.g., 25–30, over 60).

• Disability: A physical or mental impairment that has a 'substantial' and 'long-term' negative effect on a person's ability to do normal daily activities. This includes, but is not limited to, mental health conditions that meet these criteria.

• Gender Reassignment: The process of transitioning from one gender to another. Our commitment extends to all trans, non-binary, and gender diverse individuals, including those who are not undergoing medical transition. We recognise that gender identity is diverse and deeply personal, and we will treat all people with respect, dignity, and care, regardless of legal classification.

• Marriage and Civil Partnership: Applies to someone who is married or in a civil partnership.

• Pregnancy and Maternity: Refers to pregnancy, childbirth, and maternity leave.

• Race: Includes colour, nationality, and ethnic or national origins.

• Religion or Belief: Includes any religion, no religion, or philosophical beliefs (e.g., Humanism).

• Sex: Refers to a person being male or female, as legally defined under the Equality Act 2010. We recognise that not everyone identifies within this binary, and we are committed to supporting all individuals with respect and dignity.

• Sexual Orientation: Refers to a person's sexual orientation towards people of the same sex, opposite sex, or both sexes.

 

5. What We Mean by Discrimination

Discrimination is treating someone unfairly because of a protected characteristic. The Equality Act 2010 defines several types:

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• Direct Discrimination: Treating someone less favourably than another person because of a protected characteristic. For example, not offering a service to someone because of their age.

• Indirect Discrimination: Having a policy, rule, or practice that applies to everyone but particularly disadvantages people with a protected characteristic, and which cannot be objectively justified. For example, requiring all team members to work specific fixed hours that disproportionately impact parents with childcare responsibilities, where flexible working could be accommodated.

• Harassment: Unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.

• Victimisation: Treating someone badly because they have made a complaint or supported someone else's complaint under the Equality Act.

• Discrimination by Association: Direct discrimination against someone because they are associated with another person who has a protected characteristic.

• Discrimination by Perception: Direct discrimination against someone because others think they possess a particular protected characteristic (even if they don't).

 

6. Scope of the Policy

This policy applies to all aspects of The Echo Society's operations, including:

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• All members of our team, including contractors, and volunteers.

• All prospective members of our team, including contractors, and volunteers.

• All clients, service users, and anyone interacting with The Echo Society.

• All decision-making processes, including recruitment, training, supervision, promotion, service provision, client assessment, and complaint handling.

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Specifically, in the provision of counselling services, this includes ensuring equitable access, culturally sensitive delivery, and client matching based solely on clinical appropriateness and client preference. We are committed to using respectful and inclusive language in all internal and external communications.

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In line with our commitment, we will make reasonable adjustments for team members, volunteers, and clients with disabilities (including mental health conditions) to ensure equitable access to our workplace, roles, and services.

 

7. Responsibilities

The Management of The Echo Society holds overall responsibility for ensuring this policy is implemented, monitored, and reviewed regularly. They are responsible for:

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• Providing sufficient resources to implement the policy effectively.

• Ensuring appropriate training is available.

• Promoting a culture of equality and diversity.

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Supervisors and Managers are responsible for:

• Leading by example and promoting equality and diversity in their teams.

• Ensuring their teams understand and comply with this policy.

• Addressing any concerns or complaints promptly and appropriately.

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All members of our team, including Contractors, and Volunteers are responsible for:

• Treating all colleagues and clients with dignity and respect.

• Complying with this policy and not discriminating against, harassing, or victimising anyone.

• Reporting any instances of discrimination or harassment they experience or witness.

 

8. Breaches of This Policy

Any act of discrimination, harassment, victimisation, or any other breach of this policy by a member of our team, volunteer, or contractor of The Echo Society is unacceptable and will be taken seriously.

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• Concerns or complaints regarding a breach of this policy should be raised in accordance with our Complaints Procedure or relevant internal grievance procedures.

• Breaches by members of our team or volunteers may lead to disciplinary action, up to and including termination of engagement.

• Breaches related to the provision of services will be investigated thoroughly and appropriate action taken to remedy the situation and prevent recurrence.

• Details of the Complaints Procedure and internal grievance channels can be found on the Echo Society intranet, or obtained by contacting your Manager.

 

9. Training, Monitoring & Review

• Training: The Echo Society will provide appropriate equality and diversity training to all members of our team, and volunteers to ensure they understand their responsibilities under this policy and the Equality Act 2010.

• Monitoring: We will monitor the effectiveness of this policy and our practices, including reviewing data related to team formation, service provision, and complaints, to identify any patterns or areas for improvement. Monitoring will also include regular consultation with team members and client feedback mechanisms to gauge the effectiveness of the policy in practice and identify areas for cultural improvement. This monitoring will be conducted with due regard for data protection principles.

• Review: This policy will be reviewed regularly, at least annually, or as required by changes in legislation or best practice, to ensure its continued relevance and effectiveness.

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