IGA Diversity & Equality policy

 

The purpose of this policy is to promote diversity and equality in employment, ensuring that all individuals are treated fairly and with respect, regardless of gender, race, ethnic origin, disability, age, nationality, national origin, sexuality, religion or belief, marital status, or social class. The IGA opposes all forms of unlawful and unfair discrimination and is committed to fostering a working environment that upholds dignity and respect for all.

 

This statement applies to all staff, trustees, volunteers, and those with whom we work in partnership. The IGA:

 

Is committed to promoting equality and diversity in all its activities and fostering an inclusive culture with fair and transparent processes and practices.

 

Actively works to eliminate unlawful and unfair discrimination, including direct and indirect discrimination, discrimination by association, discrimination linked to perceived characteristics, harassment, and victimisation.

 

Proactively ensures inclusion and engagement for all individuals who work for and with the Institute.

 

Strives to build a culture that is diverse and inclusive, recognising and developing the potential of all staff and members.

 

Supports and encourages all IGA employees to achieve their full potential.

 

Recognises that a diverse staff, committee, and board benefit both the Institute and the practice of group analysis.

 

Promotes equality and diversity irrespective of the nine protected characteristics under the Equality Act 2010:

 

Age

Disability (including individuals with diverse communication needs)

Ethnicity (including race, colour, and nationality)

Gender

Gender reassignment

Religion or cultural belief

Sexual orientation

Marriage and civil partnership

Pregnancy and maternity

 

Approaches to diversity and equality may vary depending on the employment context. Staff are encouraged to review relevant legislative guidelines, including but not limited to:

 

Equal Pay Act 1970 (Equal Value Amendment 1984)

Rehabilitation of Offenders Act 1974

Sex Discrimination Act 1975 (Gender Reassignment Regulations 1999)

Race Relations Act 1976

Disability Discrimination Act 1995

The Protection from Harassment Act 1997

Race Relations (Amendment) Act 2000

Race Relations Act 1976 (Amendment) Regulations 2003

Employment Equality (Sexual Orientation) Regulations 2003

Employment Equality (Religion or Belief) Regulations 2003

Disability Discrimination Act 2005

Employment Equality (Age) Regulations 2006

Key Equality Issues

Recruitment

 

All IGA employees, whether part-time, full-time, or temporary, will be treated fairly, equally, and with respect. Breaches of this statement will be regarded as misconduct and may lead to disciplinary proceedings. Selection for employment, promotion, and professional development is based solely on aptitude and ability.

 

Job descriptions must be clear, specific, and concise, outlining job title, responsibilities, accountability structures, and main tasks. Person specifications must link to the job description and detail the minimum skills, experience, and knowledge required for the role. Job advertisements should encourage applications from all qualified individuals.

 

The IGA is committed to making reasonable adjustments to support individuals with disabilities and will take positive action where appropriate. Before appointing an individual, the IGA may verify their eligibility to work under the Asylum and Immigration Act 1996.

 

 

 

Staff Training and Development

 

The IGA supports the professional development of all employees, regardless of their employment status. Equal access to training and development opportunities is provided, based on job role requirements.

 

Promotion

Promotional opportunities will be made available to all qualified and experienced employees.

Reasonable Adjustments to Working Environments

 

Under the Equality Act 2010, the IGA will make reasonable adjustments to ensure employees with disabilities have equal opportunities. This may include modifications to working practices, seating arrangements, specialist equipment, flexible hours, or redeployment where necessary. Requests for religious or cultural leave will be considered sensitively.

 

Flexible Working

 

The IGA considers requests for flexible working arrangements, such as job sharing, part-time work, flexible hours, and remote work, to support recruitment, performance, and work-life balance. Trial periods and evaluations may be implemented before confirming contractual changes.

 

Health conditions

 

 The IGA policy will adhere to Equity, Diversity, Equality, and Inclusion (EDEI) in the context of health conditions. This would mean it will typically ensure that individuals with health conditions, whether physical or mental, are treated fairly and equitably in various settings such as workplaces, educational institutions, or public services.

 

Key aspects of such a policy will include:

 

Non-Discrimination: Ensuring that people with health conditions are not treated unfairly or excluded.

 

Reasonable Accommodations: Adjusting work or study environments to support individuals with health conditions.

 

Confidentiality & Privacy: Protecting sensitive health-related information.

 

Support & Resources: Providing access to healthcare services, mental health support, or flexible arrangements.

 

Monitoring

 

The IGA reserves the right to conduct equality monitoring among employees, volunteers, members, and students. Any collected data will be anonymised and used solely for evaluating diversity and inclusion efforts, not for recruitment decisions.

 

The Institute of Group Analysis

Diversity & Inclusion Strategy 2025/26

This document outlines the updated Diversity & Inclusion Strategy for the IGA.

Objectives of the Strategy:

The primary aims of this strategy are to:

• Expand access to training in Group Analysis.

• Increase IGA membership from diverse backgrounds.

• Strengthen compliance with equality and diversity regulations.

• Develop research and practice in Group Analysis that is inclusive and representative.

• Foster diversity within the profession of Group Analysts.

• Build partnerships with external stakeholders who promote diversity.

Group Analysis in the UK has traditionally been shaped by a narrow demographic. The IGA is committed to removing barriers that may prevent underrepresented groups from accessing training and development opportunities. While legal compliance is essential, our commitment to diversity is also deeply rooted in the core principles of Group Analysis, including community, inclusion, social justice, and difference.

Understanding Diversity & Inclusion

Diversity and inclusion go beyond visible characteristics such as skin colour. Our approach incorporates the nine protected characteristics under the Equality Act (2010):

• Age

• Disability (including diverse communication needs)

• Ethnicity (including race, colour, and nationality)

• Gender

• Gender reassignment

• Religion or cultural belief

• Sexual orientation

• Marriage and civil partnership

• Pregnancy and maternity

The IGA’s Diversity & Equality Statement is maintained in the Staff Handbook (see Appendix 1).

 

Strategy Implementation

For this strategy to be effective, it must be practical, measurable, and sustainable. The IGA will focus on the following key areas:

1. Improving Demographic Data Collection

Current data collection on demographics is inconsistent, incomplete, and does not cover all nine protected characteristics. Strengthening our data collection process will provide a clearer picture of our student and member demographics.

Actions:

• Enhance data collection for training applicants, members, staff, and board members.

• Ensure demographic surveys are completed at multiple stages (application, membership renewal, recruitment).

• Clearly communicate the purpose of data collection and guarantee anonymity.

• Upgrade IT systems to facilitate better data collection and reporting.

• Allocate resources to implement these improvements.

2. Championing Diversity & Inclusion

Diversity and inclusion should be championed by key figures in the IGA, including senior management, board members, and student representatives.

Actions:

• Identify diversity champions within the IGA.

• Define their roles and responsibilities.

• Develop clear, measurable objectives for promoting diversity.

• Establish a structured meeting schedule for champions.

• Develop a communication strategy tailored to different audiences.

• Budget for necessary expenses (e.g., training, travel, and administration).

• Assign accountability to senior leadership.

3. Strengthening External Stakeholder Connections

The IGA must actively engage with external organizations that specialize in diversity and inclusion to ensure best practices.

Actions:

• Expand partnerships with professional psychotherapy organizations that focus on diversity (e.g., GASI, EGATIN, IAGP, UKCP, BPC, AGPA).

• Collaborate with advocacy groups (e.g., SCOPE, RETHINK, MIND, Black & Asian Therapists Network).

• Learn from best practices in other institutions.

4. Increasing Opportunities for Training & Personal Development

To attract a more diverse audience, the IGA must examine how its programs, materials, and outreach efforts resonate with different communities.

Actions:

• Review and adjust the bursary policy to improve accessibility.

• Explore alternative pricing models to increase participation.

• Conduct a survey of IGA students to understand their perspectives on diversity and inclusion.

• Assess whether IGA materials (website, handbooks, promotional content) reflect a commitment to diversity.

5. Promoting Teaching & Learning on Diversity Issues

Integrating diversity-focused discussions into training and events will enhance awareness and foster inclusivity.

Actions:

• Invite guest speakers to present on diversity and inclusion topics.

• Develop a database of experienced presenters from diverse backgrounds.

• Ensure a balanced approach that celebrates diversity rather than focusing solely on adversity.

 

Next Steps

In 2025/26, the IGA leadership will prioritize embedding diversity and inclusion within its operations. The Head of Training and Chief Operating Officer will oversee the execution of this strategy, ensuring accountability and progress tracking.

Author: 

Date: Current Status: Pending Board Approval