Equality, Diversity and Inclusion
CIWM recognises the value in a wide diversity of voices and viewpoints in all that we do, and that embracing this approach will ensure CIWM, and the wider sector, is even more successful.
CIWM is fully committed to equality, diversity and inclusion through all of its operations and activities, and to educating and encouraging good practice in this area among members and throughout the resource and waste sector as a whole.
We also recognise that the workforce of the future will be a diverse one, and we want to reflect both our members and the communities we serve.
You can find out more about CIWM's EDI activity here .
CIWM seeks to build on legislation and encourage its members, the sector and society as a whole to do the right thing.
CIWM is committed to:
• Inclusion and Diversity
• Challenging prejudice and discrimination
CIWM will promote awareness of relevant legal requirements and obligations, and encourage its members to explore, establish and disseminate good practice. CIWM is also committed to demonstrating this through its own internal practices.
CIWM will actively promote education and good standards in the practices of the sector and the conduct of all its members, and therefore CIWM wholeheartedly supports:
• Positive organisation cultures which support equality, diversity and inclusion
• Equality, diversity and inclusion awareness, briefings and training
• Open recruitment practices
• Equality policies that support best practice
• Continuous improvement and Continuous Professional Development in practices and understanding of equality, diversity and inclusion.
Our members, as individuals, are expected to meet the standards of professional conduct of CIWM:
• To maintain good standards of practice, competence and conduct in this area as in others.
• Treat everyone with respect and to value them as individuals.
• Embrace diversity and the benefits it brings to the workplace.
• Have an inclusive approach to working, supporting and communicating with others.
• Hold others to account for maintaining these standards and to encourage and disseminate good practice.
Others outside of CIWM, who may be from the sector or not, will also be expected to set and maintain the same good conduct and standards of professionalism in any involvement with the activities and events of, or business with, CIWM. Breaches of these standards will be taken seriously, treated appropriately and discrimination will not be tolerated.
This statement will be kept under review by Trustees and considered as a fundamental area of professionalism in respect of the Professional Conduct Regulations and Practice Directions.
Selecting speakers, panellists and presenters
Below is CIWM’s interim diversity and inclusion (D&I) policy regarding how it sources panellists and speakers for events (either online or physical). Work is currently ongoing at CIWM to establish a permanent D&I policy going forward.
Selecting speakers, panellists and presenters for physical and virtual events
First and foremost, the priority when inviting and recruiting speakers, panellists and presenters to participate in CIWM events is to make decisions on the basis of knowledge, skills and expertise, regardless of age; disability; gender or gender identity; marriage or civil partnership; pregnancy and maternity; race; religion or belief; sex; or sexual orientation.
Where there is a choice of speakers, panellists or presenters with an equal level of knowledge, skills and expertise on a particular topic, representation of diversity will be considered.
Where CIWM communicates or promotes opportunities for people to participate as speakers, panellists or presenters in a particular event, expressions of interests to do so will be considered regardless of age; disability; gender or gender identity; marriage or civil partnership; pregnancy and maternity; race; religion or belief; sex; sexual orientation; or geographical location.
While every effort will be made to select a date and time for an event where a diverse range of speakers, panellists and presenters will be available, other factors must also be considered, such as avoiding clashes with other events and availability of headline participants. In these instances, the ability to choose a diverse representation of speakers may be impacted by their availability.
One of the key purposes of CIWM as a professional body and membership organisation is to enable members to share best practice, knowledge, experience and skills with other members and the sector as a whole. Therefore, where there is the option, members may be favoured over non-members as speakers, panellists or presenters.
Where an event is being organised by one of CIWM’s volunteer groups, such as Special Interest Groups or Centres, or where the event is being organised partly or wholly by a third-party organisation, the organisers will be expected to meet/comply with this policy.
The Equality Act 2010 defines discrimination in the UK as treating a person less favourably than someone else, where the reason for less favourable treatment is one or more of the following characteristics: age; disability; gender reassignment; marriage or civil partnership; pregnancy and maternity; race; religion or belief; sex; sexual orientation.
Positive discrimination is unlawful in the UK under the Equality Act 2010. However, it is lawful under Section 158 of the Equality Act 2010 for an employer to take positive action to compensate for disadvantages it reasonably believes are faced by people who share a protected characteristic. Positive action is also allowed in relation to recruitment and promotion in limited circumstances which are covered in Section 159 of the Act (www.legislation.gov.uk/ukpga/2010/15/section/159).