The Charter Standards
The Charter Standards are designed to be implemented step by step. They recognise that organisations and businesses are different for a number of reasons; different in size, what they do and therefore will have different starting points. The Charter Standards are set out as levels of achievement so that progress that can be made incrementally. Level 1 is considered the most achievable and is a great starting point for new and small organisations/businesses and level 4 considered the most advanced.
Charter Standard 1 - Challenge Prejudice and Discrimination
We will take action against people who perpetrate hate speech, hate crimes or discriminate against an LGBT+ person or people. Hate and discrimination also includes hate or discrimination related to a person’s characteristics in addition to their sexual orientation and or gender identity.
1.1 - The organisation/business has an agreed policy position (an agreed procedure) for taking appropriate action against people displaying prejudice or hate or discriminate against others including staff, volunteers, customers or contractors. Appropriate action is taken against those who breach the policy.
2.1 -There are procedures in place for recording incidents of hate (including hate crimes) or discrimination that are undertaken by people who come into contact with the organisation/business
2.2 - The organisation/business has a written policy for dealing with incidents of hate or discrimination that are undertaken by people who come into contact with the organisation/business
2.3 - Service users/customers are made aware of the organisation’s/business’ attitude towards hateful or discriminatory behaviour that occurs in connection with its activities
3.1 - Information is displayed to service users/customers and staff on how to report, get advice and support in relation to all forms of hate crimes or incidents.
3.2 - The policy dealing with incidents of hate and discrimination is reviewed and updated on a regular basis to ensure that it remains effective.
3.3 - Data recorded in relation to incidents of hate and discrimination is monitored and analysed on a regular basis.
4.1 - Data recorded in relation to incidents of hate and discrimination is shared with partners and other relevant agencies on a regular basis
4.2 - Over the course of time the number of recorded incidents falls as result of action taken to challenge hateful and discriminatory behaviour
Charter Standard 2 - Workforce
We are committed to employing a diverse workforce through open and fair recruitment procedures. We will train, develop and support our staff to work in ways that are consistent with equality and inclusion principles and practices.
1.1 - Everyone involved in recruitment understands and acts in accordance with fair recruitment and selection principles and practice
1.2 - Job vacancies and volunteering opportunities are advertised openly
1.3 - When staff or volunteers join the organisation/business they are made aware of its attitude towards hateful behaviour and discrimination and any policies that should be followed
2.1 - Recruitment and selection procedures promote open, transparent and fair processes
2.2 - Staff and volunteers have been trained in avoiding discrimination at work, in relation to other staff, volunteers and service users/customers
2.3 - Disciplinary procedures make it clear that discrimination or hateful behaviour is a disciplinary offense
2.4 - Access to training and development opportunities are open to all appropriate qualified staff. There are no unfair or discriminatory criteria preventing access to training and development
2.5 - The workforce and recruitment decisions are monitored by protected characteristics
3.1 - Managers and supervisors are trained how to manage a diverse workforce
3.2 - Monitoring of who receives training and development opportunities by protected characteristics takes places on a regular basis and demonstrates no unfairness or discrimination
3.3 - There are no inequalities or discrimination in the entitlement or provision of all staff benefits related to a protected characteristic
4.1 - Action is taken to increase the number of staff from underrepresented groups (by protected characteristic) within the workforce, volunteers, senior managers and at board level; using action permitted by the Equality Act 2010
4.2 - Recruitment procedures are reviewed on regular basis to ensure that are non-discriminatory and produce a diverse workforce at all levels
4.3 - Equality and diversity training is evaluated and updated on a regular basis to ensure it remains effective and reflects best practice
4.4 - Staff report that they feel protected from discrimination at work
4.5 - The organisation employs a workforce that is representative (by protected characteristic) of the population that it serves
Charter Standard 3 – Services
We are committed to developing and providing services that can be used by a diverse range of LGBT+ people. We will monitor and review our services so make sure this is the case for all our services. We also want to provide barrier free access and an equally good experience of using our services for all LGBT+ people.
1.1 - The organisation/business is publicly committed to providing good quality services to all LGBT+ people who the service is aimed at
1.2 - Service information, marketing materials, publicity and social media encourages a diverse range of LGBT+ people to use the service or to take part in the organisation’s activities
2.1 - Barriers to using services are identified for all protected groups and plans are in place to remove them
2.2 - Service design processes ensure services are designed to meet the needs of a diverse range of LGBT+ service users
2.3 - Service use is monitored by protected characteristic. Service use is analysed and is reported to decision makers on a regular basis
2.4 - Feedback on the experiences of using services/participating in the organisation’s activities is obtained from a wide range of LGBT+ people and reported to decision makers on a regular basis
3.1 - Services are regularly reviewed to ensure that they provide service equality to a diverse range of LGBT+ people
3.2 - Service user/customer experience from a diverse range of LGBT+ people is used to create greater service equality for all LGBT+ people who the service is aimed at
3.3 - Campaigns have been delivered to increase service use participation in the organisation’s activities for LGBT+ people who are underrepresented amongst service users/customers
3.4 - Specialist services/activities are in place to meet the needs of LGBT+ people who face barriers to accessing service not related to
4.1 - The organisation/business is able to demonstrate that its services are used by a diverse of LGBT+ people
4.2 - All LGBT+ service users/customers report barrier free access to services and no negative experiences of using services related to one or more protected characteristic
4.3 - There are no poorer outcomes of service use related a personal characteristic
4.4 - Staff report that they feel protected from discrimination at work
4.5 - A diverse range of LGBT+ people participate in the service improvement process
Charter Standard 4 - Policy & Decision Making
We will develop specific policies to implement this Charter. We will review our existing policies to ensure that they support the requirements of this Charter. We will also ensure that our decision making supports the aims, principles and values of this Charter.
1.1 - Current policies have been reviewed and support the principles, values and commitments of this Charter
1.2 - New policies are developed to implement this Charter’s requirements where necessary
2.1 - Existing policies have been assessed for their impact on LGBT+ equality and inclusion. Policies have been updated to ensure that they prevent discrimination and actively promote equality for all LGBT+ people (consistent with the aims of the organisation)
2.2 - Proposed/draft policies are assessed for their likely impact on LGBT+ equality and inclusion. Where it is considered that there may be a negative impact upon LGBT+ equality, proposed policies are re-drafted to avoid any negative impact
2.3 - The organisation’s/business’ policies are monitored and regularly reviewed for their impact on LGBT+ equality. Monitoring of policies is based on the available evidence
3.1 - The organisation/business can demonstrate that a diverse range of people LGBT+ people are involved in providing evidence that contributes to the monitoring and assessment of the impact of its policies on LGBT+ equality
3.2 - Decision makers within the organisation/business are informed of the likely impact proposals/recommendations may have on equality for all LGBT+ people using available information
3.3 - Decision making within the organisation/business is consistent with the principles, values and commitments of this Charter
4.1 - The organisation/business is able to demonstrate that it is aware of the impact of all its policies and decision making has upon the equality and inclusion of all LGBT+ people
4.2 - The organisations’/business’ policies and decision make promote equality and inclusion for LGBT+ in relation to it activities
4.3 - Decision making bodies within the organisation/business are diverse and include LGBT+ people amongst their membership
Charter Standard 5 – Working with Partners
In implementing this Charter we will work with our partners and encourage and support them to adopt and implement the Charter. We will share good practice and learn from other Charter Signatories and our partners. We will also participate in any forums that exist to support the implementation of this Charter.
1.1 - The organisation encourages its partners, suppliers and contractors to adopt this charter
1.2 - Suppliers and contractors are made aware of the organisation’s/business’ equality, diversity and inclusion policies and expectations place upon them
2.1 - Supplier contracts contain equality clauses that ensure that contractors implement the organisation’s/business’ policies on LGBT+ equality an inclusion
2.2 -The organisation/business shares its experiences of implementing this Charter with its partners and other signatories to the Charter
3.1 - The organisation/business monitors the performance of its contactors with the equality requirements contained within contracts
3.2 - The organisation/business shares its good practice for implementing this Charter with its partners and other signatories to the Charter
3.3 -The organisation/business implements relevant good practice developed by other signatories to this Charter
4.1 - The organisation/business takes effective action against contracts who fail to implement or breach the equality an inclusion requirements on their contracts including terminating the contract for serious breaches
4.2 - The organisation/business actively participate in any forums that share good practice regarding the implementation of this Charter
Charter Standard 6 – Progress Tracking and Reporting
We will take action all year round to implement this Charter. We will also report on our progress and make this available to partners, services users/customers and other stakeholders.
1.1 - The organisation/business has a programme of work in place to meet the requirements of the Charter Standards
1.2 - Progress against the requirements of the Charter Standards is monitored on a regular basis and shared with staff, service users/customers and other stakeholders
2.1 - The organisation/business self-assesses it progress against the Charter Standards using an evidence based approach
2.2 - The outcome of self-assessment is published along with key pieces of evidence
3.1 - Service users/customers and other stakeholders are involved in the assessment of progress made and agreeing what progress has been made against the Charter Standards
3.2 - The results of assessment involving stakeholders is published so that interested persons are made away of the progress made to implement the Charter. Key evidence is also published
4.1 - Assessments are shared and discussed with other signatories to the Charter
Download the Charter Standards as a PDF here: