A key objective of NUBSLI is to promote equality for all members, including actively opposing prejudice and discrimination on grounds of gender, ethnic origin, religion, class, marital status, sexual orientation, gender identity, age, disability, and caring responsibilities.
NUBSLI is firmly committed to equality within this branch of Unite. Its membership should be representative of the diversity within our communities and NUBSLI continues to encourage interpreters and translators from diverse backgrounds to join and get involved in its work. Therefore, it is imperative that all NUBSLI members feel that they can approach and engage with the union, and participate fully in its business, without fear of direct discrimination, indirect discrimination, harassment or victimisation.
Equal and fair treatment of all members is a priority for NUBSLI, so those working with, and on behalf of, the union have a duty to challenge discrimination, harassment and bullying whenever possible. Likewise, members should also call out prejudiced or oppressive behaviour, whether experienced directly or witnessed, if they feel safe and confident to do so. The Committee will always seek to support members to make such challenges.
All those who represent NUBSLI, including: Committee Members; Named Officers, including those responsible for Communications and Social Media; Regional Contacts; Members of Action Groups; Interpreters, Translators and other Language Service Professionals working at NUBSLI meetings or events; External Facilitators or other Contributors to NUBSLI-hosted sessions; and any Members who attend a meeting or event on behalf of NUBSLI, regardless of whether or not they hold a named position within the union, are expected to embody NUBSLI’s value of equality, and to oppose discrimination on the grounds set out in the Equality Act 2010 – age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation.
Similarly, NUBSLI members themselves are expected to uphold these values by being respectful to their colleagues, promoting equality, conducting themselves in a way that cannot be interpreted as discriminatory, and being mindful of the impact that offhand or careless remarks can have on members, particularly those from underrepresented groups, regardless of intent.
This policy not only covers behaviour in NUBSLI-hosted meetings, events and social media, it also extends to direct communication with NUBSLI members, views shared on closed e-groups or social media forums where members may be present, and any comments made in the public domain – in person, remotely, electronically, posted on social media or submitted to other public forums.
If a NUBSLI member experiences discrimination, harassment or bullying from another member, including those who represent the union in any capacity, or feels that their conduct does not reflect the values laid out in this policy, they should approach the Committee to investigate their concern – communications@nubsli.com – or contact an individual Committee Member to raise it on their behalf. All enquiries will be treated as confidential.
If the inappropriate behaviour relates to the NUBSLI Committee, members can get in touch with the Unite Regional Officer for NUBSLI, who is currently Andy Murray (Andrew.Murray@unitetheunion.org). Likewise, whether or not a report has been made by a member, if the NUBSLI Committee becomes aware of a member who it considers to be displaying prejudiced attitudes or exhibiting discriminatory behaviour, it can, and will, take action against that member.
NUBSLI’s equalities policy is a living document and we welcome members providing amendments and improvements to it. If you have any suggestions please email communications@nubsli.com
