The British Reflexology Association
Administration Address: 90 Sulivan Court, London SW6 3DB
Email: bra@britreflex.co.uk - Telephone: 0333 772 9217
Registered in England No 1919753, Monks Orchard, Whitbourne, WR6 5RB
Equality, Diversity and Inclusion Policy
The British Reflexology Association is committed to encouraging equality, diversity and inclusion within the organisation and its members and eliminating unlawful discrimination.
The aim is for our association to be truly representative of all sections of society and our members, and for each member to feel respected and able to give their best.
Our policy’s purpose
This policy’s purpose is to:
1. Provide equality, fairness and respect for all within our association both members and the Board of Directors.
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race (including colour, nationality, and ethnic or national origin)
• religion or belief
• sex
• sexual orientation
Our commitments
The organisation commits to:
1. Encourage equality, diversity and inclusion.
2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all members are recognised and valued.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by members.
4. Allow equal access to opportunities for training and development to all members.
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Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by the board of the British Reflexology Association.
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Our disciplinary and grievance procedures
1. No member shall conduct themselves in their professional capacity in such a manner as shall, in the opinion of the board, dishonour the
profession or the prestige of the company.
2. Members are expected to adhere to the Code of Conduct, Ethics and Practice which the association has in place.
3. Any complaint about a member should be submitted in writing to the secretary detailing the name and address of the member and the nature of the complaint. Such a complaint must be submitted within 3 months of the alleged complaint taking place.
4. The association will reply to the complaint in writing within 28 days of receipt of the complaint.
5. If it comes to the knowledge of the board that a member has been rightly accused of dishonourable conduct it shall be the duty of the board immediately to investigate the matter.
6. The board may set up a committee at the time to deal with complaints and disciplinary matters. The committee shall be made up of a chairperson plus at least two other members to resolve the matter in hand. The members of the committee should not be associated with a matter relating to the nature of the matter in hand. The committee is authorised to decide the outcome of the issue which will be notified to the board.
7. If, in the opinion of the board, the alleged offence appears to be derogatory to the dignity, honour and interests of the company or a violation of its Memorandum and Articles of association or bye-laws, the accused person shall be summoned to appear before the board to give an explanation.
8. If the accused is unable to attend in person, they may send a written explanation to the secretary which shall be considered by the board.
9. The board may, upon such grounds as shall in its discretion be deemed sufficient, censure, suspend or expel from the company any member save that no expulsion shall be valid or effectual until the member thereby affected shall have received in writing three weeks’ notice of the particulars alleged against them, and shall have (if they request by notice in writing to the secretary) been heard, with any witnesses or other evidence they may desire to produce, before the board.
10. The person/parties in the dispute have a right of appeal to the chair of the association who will review the process and evidence and make a final decision. Once a matter has been referred to the association for resolution it is incumbent on the parties concerned to accept and abide by the decision reached.