RASA Centre Anti-Racism Strategy/ Policy
RASA Merseyside is committed to fostering an inclusive and diverse workplace that values and celebrates the unique contributions of every individual. We recognise that racism exists in various forms, and we are dedicated to creating a culture that actively opposes and eradicates racism in all its manifestations.
RASA Merseyside is committed to fostering an environment free from racism, discrimination, and sexual violence. We recognise the intersectionality of these issues and are dedicated to implementing a comprehensive strategy that addresses both racial inequities and sexual violence.
Inclusive Education and Training:
RASA Merseyside will provide regular education and training to employees on both anti-racism and sexual violence prevention.
Training modules will include information on the intersectionality of race and gender, addressing stereotypes and biases.
Cultural Competency Training:
Employees will receive cultural competency training to enhance understanding and sensitivity to diverse experiences, ensuring that responses to sexual violence are culturally informed and respectful.
Develop and implement a trauma-informed response protocol for incidents of sexual violence that acknowledges the impact of historical trauma and systemic oppression.
Provide resources for mental health support and counselling that are culturally competent.
Intersectional Approach to Policies:
Policies related to sexual violence prevention will be reviewed and revised to ensure they are inclusive and consider the intersectionality of race, gender, and other identities.
Ensure that reporting mechanisms and support services are accessible and culturally sensitive.
Commitment to Inclusivity:
RASA Merseyside is committed to creating a workplace that is free from discrimination, harassment, and prejudice based on race, ethnicity, nationality, or any other protected characteristic.
Inclusive Recruitment Practices:
RASA Merseyside is committed to fair and inclusive hiring practices to ensure diversity at all levels of the organisation.
We will implement blind recruitment processes and regularly review recruitment strategies to identify and eliminate bias.
Employee Resource Groups (ERGs):
We support the establishment and growth of ERGs to provide a platform for employees to share experiences, contribute to the organisation's diversity goals, and promote inclusivity.
RASA Merseyside has a zero-tolerance policy for racism, discrimination, and harassment.
Any incidents of racism will be promptly, and thoroughly investigated, and appropriate disciplinary action will be taken.
Clear and confidential reporting mechanisms will be established to allow employees to report incidents of racism without fear of retaliation.
Investigations will be conducted impartially, and employees involved will be kept informed of the progress and outcomes.
Data Collection and Analysis:
We will collect and analyse demographic data of our workforce to identify areas of underrepresentation and disparities.
This data will be used to inform and drive our diversity and inclusion initiatives.
Inclusive Policies and Procedures:
We will regularly review and revise policies and procedures to ensure they are inclusive and do not perpetuate systemic racism.
All employees will have equal access to opportunities and resources within the organization.
RASA Merseyside will actively engage with local communities to understand their needs and concerns.
We will support initiatives that address racial inequality and contribute positively to the broader community.
We are committed to regularly assessing and evaluating the effectiveness of our anti-racism initiatives.
Feedback from employees and stakeholders will be used to make continuous improvements to our policies and practices.
RASA Merseyside will transparently communicate our progress and challenges in achieving our anti-racism goals.
Regular diversity and inclusion reports will be published and made available to stakeholders.
Review and Revision:
This policy will be reviewed annually and revised as needed to reflect changes in legislation, best practices, and the evolving needs of our organisation.