The HRA is committed to providing a service that promotes human rights, equality and diversity and does not discriminate against any staff, potential staff, members, partners, service users or anyone that deals with us in any way.
To support this, we promote equality and integrate an anti-discriminatory approach into all areas of our work. This ensures that barriers to accessing services and employment are identified and removed, and that no person is treated less favourably on the grounds of their:
- Age including specific ages and age groups;
- Disability including cancer, HIV, multiple sclerosis, and physical or mental impairment where the impairment has a substantial and long-term adverse effect on the ability to carry out day-to-day activities;
- Gender re-assignment where people are proposing to undergo, are undergoing or have undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing physiological or other attribute of sex;
- Marriage and civil partnership;
- Pregnancy and maternity;
- Race including colour, nationality and ethnic or national origins;
- Religion or belief, including a lack of religion or belief, and where belief includes any religious or philosophical belief;
- Sexual orientation, meaning a person’s sexual orientation towards persons of the same sex, persons of the opposite sex and persons of either sex.
The HRA’s public duty covers eliminating unlawful discrimination (both direct and indirect), harassment and victimisation; advancing equality of opportunity between different groups and fostering good relations between different groups.
To meet these requirements we have:
- developed an Equality Policy;
- collected and published appropriate equality data that informs policy and decision making;
- provided equality training as part of the mandatory training programme;
- asked all chairs and Vice Chairs of RECs to undertake equality training that is checked during the accreditation audit every three years;
- set an informal target that at least 80% of other REC members should also undertake equality training;
- increased awareness among staff and REC members;
- included equality in business planning and service development, particularly by using equality impact assessments.
- conducted the National Research Ethics Service Equality and Diversity Survey 2013 to compare the composition of RECs against the populations they serve.