Why we have this policy
Contents

Equality & Diversity Policy

Why we have it

At Prostate Cancer UK we’re committed to promoting equality, diversity, and inclusion (EDI) in everything we do. Our teams, supporters, partners and those living with prostate cancer come from all walks of life. We draw upon the differences in who we are, what we’ve experienced and how we think to give every man the power to navigate prostate cancer, and we’ll leave no man behind.

We stand against discrimination and prejudice, and we champion tolerance, fairness and equality in everything we do. This makes us stronger and helps us reach more people. 

We're committed to righting health inequalities that add to the negative impact of prostate cancer, starting with those faced by Black men. This includes ground-breaking research into Black men's risk, ensuring Black men have the opportunity to be included in clinical trials, and working with communities directly to overcome barriers to the diagnosis and treatment of prostate cancer. To make this happen, we're committed to being an inclusive, proactive organisation, as we strive to be allies to Black communities, by advocating and working alongside those communities to bring positive change.

We’re working to become a more diverse employer, which means making our workforce as representative of people across the UK as we can. We know that a diverse workforce can bring a whole range of ideas and perspectives that help us improve. We promise that all our colleagues, and anyone who works with or for us, will be treated fairly and with respect.

Who it's for

Everyone plays a part in this work so this policy applies to all our employees, trustees, volunteers, contractors and agency workers. It applies to all stages of the employment relationship, including job applicants. We may make changes to this policy from time to time.

Guiding principles

We’re committed to promoting equality, diversity and inclusion and promise to educate and support our colleagues to understand and value EDI as part of their work. We provide guidance and education to enable everyone who works with or for us to follow anti-discrimination legislation.

We also recognise our commitments under the Equality Act 2010 and good practice as recommended by the Equality & Human Rights Commission, ACAS, the Chartered Institute of Personnel & Development (CIPD) and other advisory bodies. This is the minimum. But we strive to continuously go beyond this.

We regularly monitor our activities and taking appropriate steps if we believe our policy is not being effectively delivered. As part of this, we outline key areas of focus and accountability, and monitor and evaluate our performance.

We have a zero-tolerance policy to any form of bullying, harassment and racism, and we take appropriate action if anyone working with or for us demonstrates inappropriate and unacceptable behaviour. We also tackle negative and discriminatory comments on our external platforms, and we monitor responses to our social posts and take appropriate action to address any discriminatory comments - including blocking, deleting, correcting and challenging as appropriate to the situation.

Our guiding principles:

  • We have a workplace free from intimidation, bullying, harassment and discrimination, and actively promote a culture where colleagues and volunteers are treated with respect and dignity.
  • Our policies and practices are not discriminatory.
  • We follow equal opportunities legislation and codes of practice.
  • Employees, volunteers including trustees and anyone working on our behalf understand their individual responsibilities and our responsibilities as an employer.
  • We recognise the value of a diverse workforce and work to ensure our organisation is representative of the men and supporters we are here to help.

Our commitment as an organisation is shown through:

  • Our Strategy and our Strategic Objectives
  • Our EDI policy
  • Our code of conduct and values and behaviours
  • Listening to our colleagues via
    • issues or concerns raised directly
    • Our people networks – Mind & Body, Culture Club, and Pride – and our working groups
    • conducting regular colleague surveys and engagement exercises
    • Supporting individuals’ wellbeing and encouraging a good work/life balance with flexible and hybrid working practices
  • Our commitment to ongoing training and development for all colleagues
  • Our commitment to continuous improvement and following best practice
  • Developing and monitoring annual KPIs
  • Prioritising the collection of our colleague EDI data.

Our commitments help us provide a positive, friendly working environment, where colleagues, volunteers and contractors are respected and valued for their uniqueness and their differences, as well as being treated and rewarded fairly.

Responsibilities

Individual responsibilities

We all have a responsibility to behave in a way that supports our code of conduct and brings to life our values, both inside and outside of work..

We also have a responsibility to:

  • be aware of the 2010 Equality Act and what it means for us
  • co-operate with initiatives to promote diversity and equal opportunities, including completing relevant training
  • understand the values and principles of equality and diversity
  • not discriminate against, abuse, harass, victimise or intimidate others, and report this behaviour to a manager or senior leader when we see it
  • show an understanding of each other’s needs and treat each other with respect
  • take the time to listen and talk to each other to understand each person’s value and contribution
  • respect each other’s differences, considering the effects of our behaviour and actions on others.

People manager responsibilities

In addition, people managers have a responsibility to:

  • role model positive behaviours, leading by example
  • make sure team members feel safe, supported and able to discuss issues, including being familiar with this policy and other relevant guidance
  • use inclusive and non-judgmental language with team members, sensitively recognising that each person’s experience may differ
  • ensure proper records of employment conversations and decisions are made
  • ensure any grievances are dealt with in a fair and consistent way and in line with our Grievance Policy
  • ensure their team members complete diversity training and are aware of their legal responsibilities
  • be open to facilitating ways to support individuals effectively
  • proactively seek additional guidance from the People Operations Team or our Senior Equality, Diversity & Inclusion Manager
  • take the time to continually learn about and celebrate diversity in their team to ensure they are creating a culture of inclusion.

Types of discrimination

This section sets out key types of discrimination and inappropriate behaviour. These could be carried out by a group or an individual. They might take place once or be repeated behaviour.

Protected characteristics are the legally defined grounds that employees could be discriminated against as defined in the Equality Act 2010.

They are: 

  • age
  • disability
  • sex / gender
  • gender assignment / identity
  • sexual orientation
  • race - including colour, nationality, ethnic or national origin
  • religion or belief
  • being married or in a civil partnership
  • being pregnant or on maternity leave

Direct discrimination is when an individual is treated less favourably than another in the same circumstances because of a characteristic of their identity.

Associative discrimination is the mistreatment or harassment of an individual because of their close association with someone who possesses a protected characteristic.

Discrimination by perception is the mistreatment or harassment of an individual who is believed to possess a particular protected characteristic.

Indirect discrimination is discrimination due to the way something affects a certain group of people with a certain characteristic where this was not the intended aim.

Victimisation occurs when an individual is treated less favourably because they have complained about an incident(s) of discrimination or supported someone else who has made a complaint.

Harassment is behaviour that is unwelcome or unacceptable and results in the creation of a stressful or intimidating environment for the recipient(s). It can include verbal abuse, racist or offensive jokes, insensitive comments, leering, physical contact, unwanted sexual advances, ridicule or isolation.

Harassment by a third party is behaviour that individuals find offensive, but where they are not the direct recipient of the behaviour.

Bullying is unacceptable, offensive behaviour. It can be defined as unfair treatment, excessive criticism, or persistent criticism over minor things, intimidating, aggressive or undermining behaviour, that results in the recipient(s) feeling upset, humiliated, threatened or vulnerable, undermining their self-confidence and integrity.

Intimidation is the action of frightening or threatening someone to persuade them to do something they are not willing to do.

Microaggressions are verbal, behavioural and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory or negative slights, invalidations and insults to an individual or group because of their marginalised status in society.

Raising concerns

We want people to be as open as they can be about any issues, however minor, so we can ensure everyone is treated with respect and dignity. We take any type of discrimination, bullying, harassment or any other breaches of this policy seriously and we take action when we need to.

Grievances and complaints will be dealt with in confidence, as far as possible, and will not prejudice a colleague’s current employment status or future career prospects, or our relationship with external contractors or volunteers.

There are separate procedures for volunteers and contractors to make a complaint. Volunteers can find this in the Volunteer Policy and contractors can refer to our Complaints Procedure.

Policy in practice

Recruitment and selection: We’ll use open and inclusive recruitment processes to build a diverse talent pool. Our commitment includes our partnerships with external agencies and future workforce plans to increase the diversity of our recruitment, including the use of positive action to break down barriers faced by marginalised and under-represented groups.

Development and training: We’ll develop an inclusive learning journey to upskill our colleagues to advocate for disadvantaged groups. We’ll ensure we don’t disadvantage individuals in how we provide training and development opportunities, encourage a working culture that values diversity, inclusiveness, equality and respect.

Delivery & Development Plans and Probation and Performance reviews:

We’ll ensure that Delivery & Development Planning and probation and performance monitoring is fair and consistent across all roles. We’ll monitor performance based on an individual’s objectives - agreed with their manager - and the requirements of the role.

We’ll be supportive throughout any performance management action, with the aim of identifying development opportunities and learning support that enables individuals to perform to the best of their ability in their role.

Agile and flexible working: We operate an agile approach to working and recognise the benefits of flexibility in working arrangements., such as working from home and changing our working patterns. We’ll continue to be open to considering and discussing adjustments to ways of working - from someone’s first day and throughout their time working with us. Any changes to working arrangements must suit our operational requirements.

We recognise the rights of all colleagues requesting and working under such arrangements to be treated fairly, consistently and to be given the same opportunities for development. Flexible working requests will be considered by line managers, in consultation with the People Team.

Operations: As part of our strategic and business planning process, we’ll develop and promote activities that support equality, diversity and inclusion. We’ll actively consider the accessibility of our services and, where resources are available, we’ll continue to develop initiatives to widen our reach.

Services and procurement: The services we provide will be accessible, sensitive and inclusive to the needs of the diverse communities we serve. We’ll seek not to disadvantage service users based on any of the protected characteristics. We’ll regularly monitor our services and take action to address any issues that arise.

Disability and reasonable adjustments: We’ll consider and, where appropriate, make reasonable adjustments to working practices, equipment and premises, and offer additional support to colleagues and volunteers who have a disability to ensure they can take a full and active part in our work.

Where a colleague or volunteer becomes disabled whilst working with us, they’re encouraged to tell us about their condition so that we can offer support and consider reasonable adjustments.

Monitoring: Periodically, reports are produced by the People Team to assess our progress in equality, diversity and inclusion. Further details of this will be reflected in our KPIs and in our annual report on EDI to the Board of Trustees. These will be used to recommend actions where improvements may be required. All information collected for monitoring purposes will remain confidential to the People Team

FAQs

Short: Because rigorous research of patient data shows in England that Black men are at twice the risk of being diagnosed with prostate cancer when compared to white men. 1 in 4 (29.3%) Black men will be diagnosed with prostate cancer in their lifetime, compared to 1 in 8 (13.3%) white men. 

Extra detail: Black men are also at twice the risk of dying from prostate cancer when compared to white men. 1 in 12 (8.7%) Black men will die of prostate cancer, compared to 1 in 24 (4.2%) white men. However, it’s important to note that the risk of death is proportionate to their risk of diagnosis – which means that a Black man diagnosed with prostate cancer is not more likely to die from the disease than a white man diagnosed with prostate cancer. You can read more about this data here.  

Short: Research shows that men who are recorded within NHS records as having ‘Black African’, ‘Black Caribbean’ and ‘Black other’ ethnicity have double the risk of prostate cancer. We’ve consulted with large numbers of men from these communities and the consensus was that they wished to be referred to collectively as ‘Black men’ 

Extra detail: We acknowledge that the concept of race is controversial and difficult to define. There’s no scientific or biological underpinning for the concept of race. Since the beginning of the 21st century the concept of ‘race’ has notably changed – the academic and scientific consensus is that race is a socially constructed concept used to define and categorise people and justify differential treatment.

To explain our use of the term ‘Black’, we draw on literature that defines Black as the racial identity of an individual. We also acknowledge how race is identified within the 2010 Equality Act, where race can mean your color or your nationality. Race is often grouped in with ethnicity and is interchangeable, as noted in the Equality Act, however, ethnicity is broader than race, and refers to cultural identification. 

For the purpose of our statistic ‘1 in 4 Black men get prostate cancer’, we work this out using combined information about men and their self-reported ethnicity data as ‘Black African’, ‘Black Caribbean’ and ‘Black other’.

We can share some examples of our source literature:

Omi, M. Winant, H. (1993) ‘On the theoretical status of the concept of race’. Race, identity and representation in education, pp.3-10
Omi, M. Winant, H. (1994) ‘Racial formations’. Racial Formation in the United States: From the 1960s to the 1990s, p.260.
The Equality Act (2010) Section 9.

The B in ‘Black’ is capitalised throughout academic literature, which guides all equality, diversity and inclusion terminology and descriptions. It is because using the lower-case black refers to the colour itself, and not the race or identity of a person. Therefore, by using the capital B instead of a lower-case b, it distinguishes between the colour as a standalone, and the race of an individual.

We can share some examples of our source literature:

Appiah, A, K. (2020) The Case for Capitalizing the B in Black. The Atlantic.
Tharps, L, L. (2014) The Case for Black With a Capital B. The New York Times.

Our people networks are platforms for raising awareness of lived experiences and different identities, and they help members support and advocate for each other. We developed our networks based on what colleagues told us was important to them. We’re a relatively small organisation, and as our networks are fairly new, we’re open to developing other networks over time.

We launched our networks in the summer of 2023, and they’ve delivered a programme of events and initiatives that have been really well received by colleagues. The networks have drawn on our relationships with stakeholders, old and new, to celebrate lived experiences as part of awareness days, weeks and months, including National Inclusion Week, Black History Month, Pride Month, Neurodiversity Week, and International Women’s Day.

Each network has developed its own strategy which includes objectives and plans for the upcoming year. The networks have also supported and fed into some of our policy and partnership reviews to ensure our work is inclusive and considers our colleagues’ needs and voices.  

More information can be found here.

Yes. The internships that we currently offer are with the 10,000 Black Intern Programme, which are paid. We pay a minimum of the Real London Living Wage rate for all roles, except for apprentices (levels 2 and 3) who we pay at the Government’s National Living Wage (at the maximum rate, irrespective of age).

We updated our policy to reflect the changes we have made as an organisation and highlight our commitment to upholding the Equality Act and beyond that with the support that we provide to our colleagues. This includes our responsibility in EDI and driving positive change.

We plan to review our EDI policy every year as we do with all our policies.

Our EDI statement is still in development. It will be available on our website soon.