TRESA is committed to a policy of treating people equally and avoiding unlawful discrimination in all aspects of its activities.
TRESA will take all reasonable steps not to discriminate on the basis of the following protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or belief, sex and/or sexual orientation.
Directors of TRESA have a duty to ensure equal opportunities and prevent discrimination in TRESA’s activities. Breaches of the equal opportunities policy will be treated seriously and could lead to a Director being removed or membership of TRESA cancelled.
Directors and members of TRESA should inform the Chair and/or Deputy Chair about suspected discriminatory acts or practices which will then be referred to the Committee of Directors if further action is required. The Directors must not victimise, and should support, anyone who has made complaints of discrimination or who has provided information about such discrimination.
Direct discrimination occurs when, because of one of the protected characteristics, a person is treated less favourably than others are treated. This can include cases where it is perceived that a person has a protected characteristic when in fact they do not.
TRESA will take all reasonable steps to eliminate direct discrimination in all aspects of its work.
Indirect discrimination is treatment that may be equal in the sense that it applies to all, but which is discriminatory in its effect on, for example, one particular sex or racial group.
TRESA will take all reasonable steps to eliminate indirect discrimination in all aspects of its work.
Victimisation occurs when a person is subjected to a detriment, such as being denied an opportunity, because they have raised or supported a grievance or complaint of unlawful discrimination. However, a person is not protected if they give false evidence or information, or make a false allegation, and they do so in bad faith.
TRESA will take all reasonable steps to eliminate victimisation in all aspects of its work.
Grievances and complaints
All allegations of discrimination will be dealt with seriously, confidentially and speedily. TRESA will not ignore or treat lightly grievances or complaints about unlawful discrimination. Such complaints should be raised and dealt with promptly.
Monitoring equal opportunity
TRESA will regularly monitor the effects of its decisions and practices to assess whether equal opportunity is being achieved. This will also involve considering any possible indirectly discriminatory effects of its standard working practices. If changes are required, TRESA will implement them.