Our summary
Inclusivity is at the forefront of Witchlet’s agenda. We believe that all people should be free to practice their path without prejudice or judgment. This has always been a guiding principal for Witchlets UK as such, we have set out some guidelines below on the standard of practice we expect all Witchlets UK staff, volunteers, speakers, authors, families and guests to follow.
The law
The UK Equality Act (2010) states that every private, public and voluntary organisation must not discriminate against their employees or the people that use their services because of particular protected characteristics.
Protected characteristics include but are not limited to; Age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex and sexual orientation.
It also encourages Positive Action so that public bodies (such as Witchlets UK) can provide additional benefits to some groups to help tackle disadvantages.
What we do
- Be a platform that promotes minority voices
- Listen to what is requested of us, and action changes where possible
- Ensure our policies are clear and communicated
- Ensure all events are accessible
- Speak out when we see areas of the community where equality can be improved
- Speak out when we see clear and dangerous misinformation
- Create a safe place for those who need it
- Follow safeguarding guidelines throughout the organisation
- Consistently demonstrating inclusive, nurturing leadership at all levels
- Promote mental health action and awareness consistently
- Encourage inclusive language
- Be transparent about our representation
- Ensure policies and training are updated regularly to reflect best practice
- Demand commitment to our diversity expectations from all suppliers, speakers and traders
- Seek feedback and measure progress
- Be transparent in our errors. The only way to grow is to accept past faults and learn from them
What we demand
- Use mindful and respectful language at all times
- Do not assume gender or pronouns, use gender-inclusive language
- Trans rights are human rights
- Remember that not all disabilities are visible
- Be proactive in self-education
- Be curious
- Speak up when you see areas of the organisation where equality can be improved
- Challenge stereotypes
- Be aware of your own privileges
- Remember no two paths are the same
- Listen to lived experience
- Support each other
- Be aware of unconscious bias’ such as ageism, attribution bias* or confirmation bias**
- Remember that education is the key to equality. Be willing to listen and learn
- Be willing to apologise
Resources
- Gov resources; https://www.gov.uk/guidance/diversity-and-inclusion
- A great glossary source; https://www.york.ac.uk/about/equality/edi-glossary-terminology
- Office of statistics language and spelling; https://style.ons.gov.uk/house-style/race-and-ethnicity
- UK Diversity; https://diversityuk.org
- Uk Diversity Trust; https://www.diversitytrust.org.uk
- Stonewall, LGBTQIA+ charity; http://www.stonewall.org.uk
- Mermaids, Young Trans Charity: https://mermaidsuk.org.uk
- Mental Health Charity; https://www.mind.org.uk
- BAME Pride charity; https://africanrainbowfamily.org
- Samaritans; call the hotline – 116 123, https://www.samaritans.org
- Young suicide prevention; https://www.papyrus-uk.org
* attribution bias is the tendency to explain a person’s behaviour by referring to their character rather than any situational factor. For example; if someone was to cut the line at an event you might assume them rude or arrogant, but they may have a legitimate reason to be doing so such as a disability.
** confirmation bias is the tendency to process information by looking for, or interpreting, information that is consistent with their existing beliefs. For example; assuming all Germanic pagans must be white because of popular media perception, despite archaeological evidence to the contrary.