Proud2Be

Who we are

Proud2Be is a grassroots queer-led social enterprise that exists to support and enable LGBTQIA+ people in Devon (and beyond) to thrive, be free, safe, and proud to be ourselves; and to work with others to acknowledge and help dismantle systemic oppression.

Inspired by the mental health issues they faced as a result of the bullying, isolation, and discrimination they experienced growing up queer in a rural village, twins Max and Maya Price set up Proud2Be in 2011 by launching the Proud2Be campaign which features videos and photos from various public figures and members of the public.

Since then, Proud2Be has established itself as a well-respected social enterprise, facilitating various groups and events for adults and families, including an online group, a social evening, a family-friendly Saturday social, a low-key group, a parent/carer support group, an 18-30 group, various one-off events throughout the year all over Devon and 121 adult support.

Proud2Be also runs a youth project, which includes weekly youth groups and 121 youth support.

Proud2Be delivers interactive workshops to young people and a whole host of training sessions to professionals around the UK.

All of our services are provided by a team of friendly, trained professionals and valued volunteers.

Our culture and values

We are a values-driven organisation. The following values underpin everything we do:

Celebration
We believe in celebrating ourselves, each other and the progress that has been made in the fight for rights, dignity and respect – while also recognising the struggle that LGBTQIA+ people still face both here in the UK, and across the world.

Courage
When we started Proud2Be, we turned our pain into something beautiful and powerful. Going forward, we will always value the ability to take on new challenges, and be visible despite the fear.

Empowerment
We believe that by providing the right support and opportunities, and by helping to dismantle systems of oppression; people can empower themselves to live their most fulfilled lives.

Inclusivity
We believe in acknowledging and celebrating the intersecting identities of LGBTQIA+ people. We strive to make space for the presence and voices of those multiply marginalised by society.

Integrity
We believe we show integrity when our values and our actions are congruent in all aspects of our work.

Equality, diversity and inclusion policy

Diversity, Equity and Inclusion Policy

1.                Our commitments

We are committed to promoting equal opportunities in employment and creating a workplace culture in which diversity and inclusion are valued and everyone is treated with dignity and respect. As part of our zero-tolerance approach to discrimination in any form, you and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation ("Protected Characteristics"). We are also committed to providing equitable treatment to all those we deal with as an organisation, including customers and suppliers. The aim is for our workforce to be truly representative of all sections of society and our service users, and for each employee to feel respected and able to give their best. We - in providing goods and/or services and/or facilities – are also committed against unlawful discrimination of service users or the public.

2.                About this policy

2.1             This policy sets out our approach to diversity, equity and inclusion. Our aim is to encourage and support diversity, equity and inclusion and actively promote a culture that values difference and eliminates discrimination in our workplace. It applies to all aspects of employment with us, including recruitment, pay, benefits and conditions, flexible working and leave, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

2.2            This policy applies to all employees, officers, consultants, contractors, volunteers, interns, casual workers and agency workers.

2.3            Max Price is responsible for this policy and will review it annually.

2.4            This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time.

3.                Diversity and inclusion training

3.1             Managers will be given appropriate training on recognising and avoiding discrimination, harassment and victimisation and promoting equality of opportunity and diversity in the areas of recruitment, development and promotion. Max Price has overall responsibility for equality training, for staff and managers as appropriate.

3.2            We will provide you with regular training to ensure that everyone is aware of and understands the contents of this policy and the Anti-harassment and Bullying Policy. Following the training, you will be required to confirm that you have read, understand and will comply with this policy and the Anti-harassment and Bullying Policy.

4.               Discrimination

4.1             You must not unlawfully discriminate against or harass other people, including current and former staff, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events.

4.2            The following forms of discrimination are prohibited under this policy and are unlawful:

4.2.1             Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.

4.2.2            Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.

4.2.3            Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4.2.4            Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment. This includes where someone mistakenly believes that the person victimised has done so.

4.2.5            Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

5.               Recruitment and selection

5.1             Recruitment, promotion, and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. When recruiting or promoting, we will aim to take steps to improve the diversity of our workforce and provide equality of opportunity. Shortlisting and interviewing should be done by more than one person where possible. Our recruitment procedures will be reviewed regularly to ensure that individuals are objectively assessed on the basis of their relevant merits and abilities.

5.2            Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.

5.3            Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.

5.4            Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.

5.5            We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from the HR Department or UK Visas and Immigration.

6.               Disabilities

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.

7.                Part-time and fixed-term work

Part-time and fixed-term staff should be treated the same as comparable full-time or permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate) unless different treatment is justified.

8.               Breaches of this policy

8.1             We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination and victimisation may amount to gross misconduct resulting in dismissal.

8.2            If you believe that you have suffered harassment, bullying or discrimination, or witnessed it happening to someone else in the workplace, you can raise the matter through our Grievance Procedure and our Anti-harassment and Bullying Policy as appropriate. Complaints will be treated in confidence and investigated as appropriate.

8.3            There must be no victimisation or retaliation against staff who complain about or report discrimination. If you believe you have been victimised for making a complaint or report of discrimination, or have witnessed it happening to someone else in the workplace, you should raise this through our Grievance Procedure.

8.4            We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity, equity and inclusion principles are adhered to in the workplace. However, making a false allegation in bad faith, or that you know to be untrue, will be treated as misconduct and dealt with under our Disciplinary Procedure.